SECTION 1. Regular, full-time employees who are members of military reserve organizations of the DoD, including the National Guard, who are ordered to temporary active training duty, shall be paid the difference between their military base pay and their Contractor base rate of pay, exclusive of all premiums for up to ten (10) scheduled work days per calendar year. The differential will be calculated on a daily basis using the employee’s base hourly wage rate times their appropriate work day hours and the employee’s basic daily compensation received from the military exclusive of travel pay, subsistence and quarter’s allowances. Evidence of orders and amount of military pay are required in order to support military leave pay requests.
SECTION 2. This benefit applies only to time missed from the employee’s basic work schedule, forty (40) hours per week. It is not intended to compensate them beyond the amount they would normally receive should they have worked such a basic schedule.
SECTION 3. The Employee shall be reinstated to an "escalator position", that is, the step progression job position that the employee would have attained with reasonable certainty if not for the absence due to uniform service. The Employee will retain seniority based on the full-time date of hire.
SECTION 4. The employee shall be "re-employed" to the job classification the employee held prior to military activation, based on access and qualifications for that duty position. The employee will be afforded the opportunity to return to his prior location at the next available opening at that location, or an opening at another range location (T, G, D) if they choose to do so. In the interim, the returning employee will be assigned to an open duty position in his classification at another location.
SECTION 5. The employees utilizing this benefit will continue to receive their Flex Benefit Allowance for all leave of absences less than thirty-one (31) days.
SECTION 1. Employees covered by this Agreement are provided vacation leave benefits on a bi-weekly accrual basis. For the purposes of this Article, the employee’s months of service includes his continuous service with the Contractor, wherever employed, and with the predecessor contractor(s) in the performance of similar work at any location governed by the RSS-II contract. Employees returning within one year after termination by reduction-in-force will be credited with previous qualifying Contractor continuous service for purposes of this Article.
Months Accrual Hours Total Accrual Maximum
of Service Bi-Weekly Hours per Year Balance
00 - 59 3.08 80 160
60 – 119 4.62 120 240
120 – 179 5.38 140 280
180 or more 6.15 160 320
a) Due to operational requirements or manpower shortages, if the Contractor denies a vacation period utilizing the requirements of Section 5 and 8 of this Article, and such denial results in the employee’s vacation accrual balance to exceed the maximum balance shown in Section 1 above, the employee will receive vacation pay equal to the number of vacation hours more than the maximum carry over allowed.
SECTION 2. To be eligible for each bi-weekly accrual, the employee must be in pay status for at least one-half (1/2) of the workdays in the bi-weekly period.
SECTION 3. All vacation leave will be paid at the employee’s current straight time hourly rate and shall be used in increments of one-half (1/2) hour.
SECTION 4. Vacation leave shall not be counted as time worked for purposes of computing overtime.
SECTION 5. Vacation leave is to be scheduled a minimum of one (1) week in advance of the effective date. Due to the manning requirements of the work process, vacation request may be approved on a case by case basis during high manning requirements. Single days of vacation with less than the required notice will be subject to operational requirements.
SECTION 6. Employees who have been authorized a work-week cycle, or more, of vacation will not be forced onto overtime work the days off prior to, or the week after unless they have volunteered for overtime work in the respective workweek.
SECTION 7. An employee terminated for any reason shall receive pay for any accrued vacation leave credits through the day of termination.
SECTION 8. Insofar as possible, the following ratio of employees per shift on vacation will apply.
Employee-per shift ratio:
01 – 08 = 01
09 – 18 = 02
19 or more = 03
SECTION 9. Employees will have the option to cash out accrued vacation balances annually, each September, in eight (8) hour increments at their current straight time hourly rate, paid to the employees no later than October 31st of each year.
SECTION 1. The parties agree to be compliant with the Executive Order (EO) 13706 of 2015 as amended to provide employees with fifty-six (56) hours of paid leave each year that may be used for reasons related to sickness, health care, and other categories specifically required by EO 13706. Other Personal Leave (OPL) is intended to be used flexibly as needed for employees who require time off.
SECTION 2. If the need for OPL is foreseeable, the employee should request leave at least seven (7) calendar days in advance. If the employee is unable to request leave at least seven (7) days in advance, the employee should request the needed leave as soon as practicable.
SECTION 3. All employees shall accrue one (1) hour of OPL for every thirty (30) hours worked up to fifty-six (56) hours each year.
SECTION 4. OPL shall be used in increments of one-half (1/2) hour or greater and must be utilized for each one-half (1/2) hours of the shift during which the time is requested off (i.e., the entire shift being requested off must be covered by either actual work or OPL). If the utilization of OPL will cause the employee to record OPL excess of forty (40) hours for the week on their last shift(s) they may request the leave be capped in order to not exceed a forty (40) hour work week. Employees at the Greater Metropolitan locations shall be permitted to use OPL hours on a partial shift basis in increments of one-half (1/2) hour not to exceed four (4) hours. These hours can be applied to the front or back end of a shift. Requests for use of hours which exceed four (4) hours will require the employee to request off the entire shift. Employees at the Range locations shall be permitted to use OPL hours on a partial shift basis in increments of one-half (1/2) hour not to exceed three (3) hours. These hours can be applied to the front or back end of a shift. Requests for use of hours which exceed three (3) hours will require the employee to request off the entire shift.
SECTION 5. OPL shall not be considered as time worked for computing overtime.
SECTION 6. Employees may retain and carry over from one (1) calendar year to the next an OPL balance not to exceed 112 hours. Unused OPL may be cashed out in increments of eight (8) hours upon request each December 31st and paid to employees at their current base wage rates no later than January 31st of the following year. Employees who are terminated by the Contractor or resign for any reason during the calendar year shall receive payment for any unused OPL available.
SECTION 1. Bereavement leave up to three (3) shifts, not to exceed forty (40) hours, can be taken and shall be paid at the hourly rate of pay when an employee loses time from work due to a funeral or internment of a member of his family. To be eligible for bereavement leave, the employee must attend the funeral or internment.
SECTION 2. For this Article, the family of the employee is defined as the father, mother, father-in-law, mother-in-law, sister, brother, spouse, children, grandchildren, grandparents, great-grandparents, son-in-law, daughter-in-law, brother-in-law, sister-in-law, and stepchildren. The terms father and mother are not limited to the employee’s biological parent(s) but in the absence of a biological parent(s), those persons who are considered as the parent(s) of the employee will qualify as parent(s) for this Article.
SECTION 3. Bereavement leave shall not be considered as time worked for computing overtime.
SECTION 1. Employees are encouraged to participate in early voting during unscheduled work hours whenever possible. If early voting is impracticable, employees of the Range locations or those Greater Metropolitan area employees that may be scheduled for work during voting hours will be allowed reasonable time off for voting at all elections with no loss of pay. The employee must provide a voter’s stub and complete proper payroll reporting to be entitled to pay.
SECTION 2. Two (2) weeks prior to any election, the Contractor will post an Election Leave Roster which will be signed by day shift employees scheduled to work (normal duty roster) and who desire to vote, not later than 0400 Monday of the week prior to the election or they will not be relieved from duty.
SECTION 3. Employees who are scheduled to work day shift at any Range location on Election Day, and have requested to vote in accordance with Section 1 above, must vote in the following manner:
SECTION 4. Those employees who choose to conduct early voting will receive an additional two (2) hours compensation at the basic hourly rate (not counted as hours worked).
SECTION 5. The only night shift eligible to participate in this Article shall be the “D” location due to the current training schedule. If the current training schedule in effect as of the ratification date of this Agreement should change, the parties will negotiate changes that may be required to include the removal of “D” night shift employees from this Article.
SECTION 6. If operational requirements prevent the Contractor from allowing Range location day shift employees to exercise a listed option, the Union will be advised of any alternative method used to allow the employees to vote.
SECTION 1. An employee who is required to report for the pre-selection phase, and/or serve on a jury and who loses work time because of such service shall be paid the difference between the jury duty fee received and the employee’s normal pay rate for his normal scheduled hours for such day(s). It is understood and agreed that this benefit applies only to an employee’s regularly scheduled workdays and no benefits shall be paid for time spent on juries for days the employee was not regularly scheduled to work.
SECTION 2. At the request of the Contractor, the employee shall furnish court issued documentation of such jury service for which the employee claims benefits as herein provided.
SECTION 3. The provisions of this Article shall not apply to any Jury Summons received by an employee more than ten (10) calendar days prior to his date of hire.
SECTION 4. Jury duty leave will not be considered as time worked for purposes of computing overtime pay.
SECTION 5. No member shall lose any seniority, benefits or job protections regardless of the duration of any required jury duties.
SECTION 6. As used herein, necessary time off means the day of the appearance in court for those employees of the day shift and either the night before or night of following the appearance in court for night shift employees, but not both.
SECTION 1. The Parties agree to be in compliance with the Family and Medical Leave Act (FMLA) of 1993 as amended. Employees and their attending physician shall complete all required documents. The employee shall return the completed documents to Human Resources within the required timeline to determine eligibility and whether requested leave qualifies as FMLA leave. Employees returning to work must provide a Fitness for Duty Certification from an approved Contractor physician verifying whether the employee is able to return to work.
SECTION 2. Employees who have exhausted their twelve (12) weeks of entitled leave under the FMLA may continue on an extended medical leave with the approval of Human Resources. In order to evaluate and approve the continuation of extended medical leave, Human Resources will require additional documentation from the employee’s attending physician certifying the need for extended leave, extent of any limitations in the ability to perform job related functions and expected duration of limitations. Extended leave shall continue up to a maximum of forty (40) additional weeks with physician certification. Employees re-instated must provide a Fitness for Duty certification within this time period from an approved Contractor physician verifying that the employee is able to return to work. Employees on an extended medical leave of absence longer than sixteen (16) weeks are not entitled to reinstatement at their former location or shift but will be assigned based upon available vacancies and qualifications. Employees medically cleared within fifty-two (52) weeks are entitled to the first available vacant position for which the employee is qualified even if the position becomes available after the fifty-two (52) weeks. Failure to accept the first available vacant position will result in termination.
SECTION 3. The employee shall retain all seniority during an approved medical leave of absence. Security Sergeants returning to work after a medical leave of absence longer than sixteen (16) weeks will be reinstated at the appropriate Security Officer rate based on their seniority unless a Security Sergeant vacancy exists.
SECTION 4. Employees on FMLA leave shall be entitled to receive the Flex Benefit payment to assist in managing their medical benefit coverage. An employee must continue to pay their portion of insurance premiums during any leave of absence if they choose to continue their coverage.
SECTION 5. All Leaves of Absence, other than those provided for in this Agreement, must be approved by the Security Manager or Human Resources.
SECTION 6. If at any time it is determined by an attending physician that the injury or illness will prevent the employee from ever returning to full work status, any extended leave beyond the twelve (12) weeks required by FMLA will be denied.
SECTION 1. Upon receipt of an authorization signed by an employee covered by this Agreement and upon notification from the Union, the Contractor shall, in accordance with the terms of such authorization and in acceptance with this Agreement, deduct from such employee's wage earnings, on the first pay period of each month, the amount owed to the Union by the employee for his/her monthly Union dues.
SECTION 2. Upon receipt of an authorization signed by any employee covered by this Agreement and upon notification from the Union to deduct initiation and/or reinstatement fees, the Contractor shall withhold from such employee's wage earnings an amount for payment of initiation and/or reinstatement fees. The amount withheld from the wage earnings of the employee shall be deducted and, when the full amount of such fee has been withheld from such employee's wage earnings, such authorization shall be null and void and shall thereafter have no further force or effect as to the authorization and/or reinstatement fee involved. However, if the same authorization covers dues, it shall continue in effect as to dues deductions unless revoked in accordance with Section 5.
SECTION 3. Should any employee who has executed the authorization have no wage earnings due to him/her on the first pay period of any month or should any employee's wage earnings be less than the amount owed or due, deductions shall be made from that employee's earnings on the first pay period of the succeeding month in which his/her earnings are sufficient to cover such dues owed by such employee.
SECTION 4. The Contractor shall transfer to the Union through an Automated Clearing House (ACH) deposit, all dues and/or fees deducted for the Union within the same month those funds are deducted as provided in Sections 1 and 2 above. Concurrent with the deposit of funds, the Contractor will deliver to the Treasurer and President by email a list of members and the amount of funds deducted from each member.
SECTION 5. The aforementioned authorization directing the Contractor to make the deductions provided for above, which was executed by the employee, shall be irrevocable for the period of this Agreement or for one (1) year, whichever is the lesser and shall automatically renew itself each successive year or for the applicable Agreement periods thereafter, whichever is lesser, unless the employee gives written notice to the Contractor and the Union by certified mail, return receipt requested, at least ten (10) days and not more than twenty (20) days before any periodic renewal date, advising the Contractor and the Union of that employee's desire to revoke the authorization.
SECTION 6. It is recognized that the provisions of this Article are incorporated into this Agreement for the convenience of the employees covered by this Agreement and who desire that their initiation and/or reinstatement fees or monthly dues be deducted from their wage earnings. It is expressly understood that once the employee voluntarily executes an authorization, neither the Contractor nor the Union shall be under any liability to any employee signatory to such authorization with respect to the deduction provided herein. Furthermore, the Union agrees that upon receipt of proper proof it will refund to the Contractor any Union dues and initiation and/or reinstatement fees erroneously or improperly withheld from an employee's earnings by the Contractor which had been transferred to the Union.
SECTION 7. The Union agrees to indemnify the Contractor and hold it harmless against all claims, suits, or other forms of liability that may arise out of any actions which have been requested by the Union in complying with the provisions of this Article.
SECTION 8. The Union dues, initiation, and/or reinstatement fees charged to employees covered by this Agreement shall be in accordance with the Union's local Bylaws and Constitution.
SECTION 1. Full time employee’s seniority is defined as the total accumulated period a full-time employee covered by this Agreement has worked with the Contractor and predecessor contractors since his last date of hire without a break in service. If two (2) or more persons in the same classification have an equal number of day’s seniority, the relative seniority shall be based on the employee’s age (oldest first).
SECTION 2. The seniority as set forth in Section 1 above solely has relation to other employees covered by this Agreement. For purposes of this Article, Sergeants shall be the same as Security Force Officers.
SECTION 3. Except and unless as mandated by Federal Nondiscrimination/Equal Employment Opportunity/Affirmative Action requirements, reductions in force/layoffs (lowest to highest) and recalls/rehires (highest to lowest) shall be made based on seniority; provided employees possess appropriate clearance/program access.
SECTION 4. In the event an employee is reduced in force/laid off and is recalled/rehired within one (1) year, his seniority shall include that seniority which he had accumulated prior to his layoff.
SECTION 5. Seniority shall not be accumulated for periods of a leave of absence for more than twenty-six (26) weeks except for military leaves of absence and approved medical leaves of absences.
SECTION 6. Seniority shall be lost by an employee under the following circumstances:
SECTION 7. Subject to the provisions of Section 3 of this Article, recall/rehire shall be in reverse order of the reduction in force/layoff provided they possess appropriate clearance. Employees being recalled shall be notified by the Contractor’s Human Resource Department, with a copy of the notice being sent to the Union. If the Contractor does not receive a reply from the employee within six (6) business workdays from the date of delivery of the recall notice as shown on the registered mail receipt, or if the employee does not agree to report for work within two (2) calendar weeks after he receives notification, or if the employee does not report for work on the date he agrees to report, the employee will be considered to have forfeited all his seniority and recall rights. The time limits set forth above are to be strictly complied with except as they may be extended by the Contractor.
SECTION 8. The Contractor agrees to furnish semi-annually to the Union a current and accurate copy of the seniority list showing the relative seniority of each employee covered by this Agreement.
SECTION 9. All employees shall undergo a probationary period of one hundred eighty (180) calendar days from the date of hire by the Contractor. During such probationary period, the employees shall accrue no seniority for any purpose. Upon satisfactory completion of the probationary period, the employee shall be entitled to seniority dating back to the original date of hire. Newly hired employees may be discharged for any reason during the probationary period without any right to dispute the discharge under the grievance and arbitration procedures. The probationary period may be extended by Agreement of the Contractor and the Union.
SECTION 10. All employees will be assigned to a regular duty shift and location. The Contractor may temporarily assign employees to other duty locations or shift assignments to meet operational requirements and mission needs of the client/customer. These temporary assignments shall be determined by seniority (lowest to highest). The temporary assignment of employees will last no longer than twenty-one (21) calendar days, unless mutually agreed upon by both parties.
SECTION 11. Employees may be permanently assigned to locations “G”, “T” and “D”. All other locations are subject to transfer to permanent location reassignments based upon the following provisions.
SECTION 12. All shift change openings will be offered internally to those employees currently working at the location with the vacancy. Assignments will be offered based on seniority. Should there be no volunteers from any of the members at the affected location, the opening(s) shall be posted at all other work locations covered under this Agreement. If there shall be no volunteers at that time, the provisions of this Article for Forced location transfers shall be applied. This section shall have no effect on any member covered by Section 11 above.
SECTION 13. The Contractor will solicit volunteers for transfers among all duty locations prior to any forced employee transfers. Volunteers must be eligible for security and access requirements for transfer. Any member who has acquired their required certifications shall be permitted, when multiple vacancies are available, to choose between which range location they desire, seniority shall prevail from highest to lowest.
SECTION 14. Employee are eligible to volunteer for transfer to and from any location covered by this Agreement. Transfers to any of the locations will be made based on the seniority of the employee, highest to lowest, and the possession of, or be eligible for, the required certifications and/or qualifications that meets the security and/or qualification requirements. Employees transferred under this section must serve no less than one (1) year on location before any additional transfer request can be submitted, excluding employees who have been forced to an assignment.
SECTION 15. It is understood by the Contractor and Union that hardships may arise in an employee’s personal life. If such matters become too extensive of a burden for the employee to handle while being assigned to the “G”, “T” or “D” locations, such circumstances will be taken into consideration by the Contractor and Union to seek a resolution for the welfare of said employee. This provision shall not be a guarantee of a location transfer.
SECTION 1. The Contractor will provide all required mandatory training at no cost to the employee. The training will normally be provided during regularly scheduled work hours. Employees whose assignments require mandatory training and certification must successfully meet the established standards of the course. If an employee, having once failed to qualify in some aspect of mandatory training, and, upon receiving remedial training, fails a second time, the employee may be removed from the assignment requiring the training in question and reassigned to other work within his qualifications even if a downgrade is involved. Failure to maintain minimum qualifications may result in termination of employment.
SECTION 2. Due to the complexity of assignments at the Range Locations, employees at those locations will receive three (3) hours of training per each three (3) day work cycle for an average of twenty-six (26) training sessions annually. Training at Range locations will be considered as time worked.
a) Employees assigned to all other locations will receive the required training as needed. Those hours of training conducted in off duty status shall not be used for achieving the forty (40) hours of work required to be scheduled to employees. The provisions of Article 10 shall apply.
SECTION 3. All subjects/practicals used in Quality Control (QC) testing shall be derived from subject matter presented in training as applicable to the Job Qualification Standards (JQS) initiated by the contractor. Changes in training content will be provided to the Union prior to implementation.
SECTION 1. Prior to being armed or performing armed duties on the RSS-II contract, each employee must qualify with the Government Furnished Equipment (GFE) designated firearm(s) for the assigned duty location. Minimum qualifying scores are established by Government regulations applicable to the Contractor’s areas of operation. Re-qualifications shall be conducted as applicable and required.
SECTION 2. Employees assigned to the Greater Metropolitan area locations will fire for proficiency/qualifications at a firing range provided for and paid by the contractor.
SECTION 3. Any employee that fails any part of the government conducted qualification shall be considered unqualified. An employee failing any part of the government conducted qualification shall be scheduled for up to two (2) remedial weapons qualification attempts in accordance with (IAW) client instruction(s).
SECTION 4. Actual time spent in class and/or range firing for weapons qualifications shall be paid as time worked for the purpose of computing overtime.
SECTION 1. Meal periods are included within the duty hours of normally scheduled shifts as designated in Article 8, Workday and Workweek.
SECTION 2. Insofar as practical, advance notice of daily assignment changes will be given to affected employees so that they may prepare for assignments.
SECTION 3. Practices in effect as of the ratification date of this Agreement regarding furnishing of meals and lodging at the “G”, “T” and “D” locations will continue for the life of the Agreement. In the event meal and/or lodging arrangements are materially changed by government action, the parties will meet as provided in Article 35.
SECTION 1. The necessity for, the number of, and identity of Sergeants shall be determined solely by the Contractor. However, the Union recognizes it is the prerogative of the Contractor to determine qualification requirements for all Sergeant Positions, to assess the qualifications of individuals and to make the final selection.
SECTION 2. When a Sergeant position becomes open, the Contractor will post openings on all security department bulletin boards for seven (7) calendar days. Any employee who meets the requirements for promotion to the posted opening must apply for such opening via the Contractor careers page (https://careers-janusgo.icims.com/jobs). The qualifications for sergeant positions will be listed in the Job Description on the job posting.
SECTION 3. In concert with the Contractor Recruiting Department, the Security Manager will screen all internal and external applicants, conduct interviews as required, and will select the most fully qualified candidate for the position. However, the Contractor’s policy is, to the extent possible, to promote from within. Any current employees who are not selected will be informed of their non-selection and, if requested, will be provided feedback to the reasons for their non-selection so that they might make themselves more competitive for future opportunities for advancement.
SECTION 1. In the event of any proposed change in equipment, material and/or methods which may result in a significant increase to Security Officer job tasking requirements or create through the incorporation of the change a reduction in bargaining unit employees, the Contractor will advise the Union as far in advance as is feasible. The matter will be discussed by the parties under the provisions of Article 6, Joint Labor - Management Committee. Recommendations shall be pivotal in developing the required additional knowledge/skills on the part of current employees through additional training/retraining to be provided by the Contractor.
SECTION 2. The Contractor recognizes its responsibility to its employees when it becomes necessary to affect any reductions in the work force as a direct result of the introduction of technological changes and/or mechanizations. When feasible, such reductions shall take place by attrition (i.e., retirement, resignation, discharge for cause, and/or disqualification). When attrition does not result in the necessary overall reduction of employees, employees shall be reduced in force in accordance with Article 28.
SECTION 1. Where feasible, permanent or portable fixed stations will be equipped by Government Furnished Equipment (GFE) microwave, refrigerator, swivel chair(s) and adequate telephone and/ or radio communications. Stations that do not have a water fountain within will have a water cooler which will be maintained by the Contractor or a five-gallon or less water Igloo provided which shall be maintained by Posting Officers. If there shall be contractor or GFE issued water systems to individuals such as a camel back hydration system, the individual shall be responsible for providing a water/hydration supply and to maintaining that equipment.
SECTION 2. Employees are responsible for reporting unsafe and/or unserviceable equipment to supervision. All unsafe and/or Unserviceable equipment will be replaced as soon as possible.
SECTION 3. The Contractor will coordinate with the client to provide a portable toilet facility for all stations.
SECTION 4. The Contractor will provide proper relief staffing to all employees when active stations (permanent or portable) do not have the above referenced amenities provided.
SECTION 5. The Contractor and Union are jointly committed to striving for the best possible field working conditions for all employees as can be achieved.
SECTION 1. It is understood and agreed that the Contractor's operations involved herein are subject to U.S. Department of Defense (DOD) orders, directives, and/or regulations. It is agreed that should any orders, directives, and/or regulations of the authorized DOD element conflict with any of the provisions of this Agreement, such order(s), directive(s), and/or regulation(s) shall supersede any conflicting provision of this Agreement.
SECTION 2. In the event any DOD order(s), directive(s), and/or regulation(s) issued conflicts with any provision of this Agreement, the Contractor will provide written notice to the Union and permit the Union to review the proposed changes. The parties agree to meet and negotiate in good faith resolution(s) to those Article(s) of the CBA affected.
SECTION 1. It is not the intent of either party to this Agreement to violate any executive orders or federal, state and local laws governing the subject matter contained herein. All parties to this Agreement, agree that if any provisions contained herein are held or determined to be illegal or void by a court of final and competent jurisdiction, the parties agree to promptly enter into negotiations concerning the clauses affected by such a legal decision for the purpose of achieving conformity with the requirements of any applicable law so violated.
SECTION 1. The Parties recognize that RSS II Program Policies shall apply to the employer and employees to the extent the terms are not inconsistent with the terms of the CBA and practices recognized thereunder.
SECTION 2. The parties recognize that certain RSS II Program Policies do not apply to its employees based on the operations of the security force. To address these issues, the parties will meet and confer in good faith to establish Employer addendums identifying these areas and providing alternate terms. Nothing herein will restrict the Employer from unilaterally establishing Addendums if the parties are unable to agree on terms. The Union reserves the right to grieve any Addendum it contends violates the CBA.
SECTION 3. Employer shall provide the Union and employees the URL addresses necessary to access the applicable RSS II Program Policies and provide notice to the Union and employees when RSS II issues new Program Policies and/or of existing policies. In those locations where digital access is restricted, the Employer will maintain a hard copy of all policies in a location which employees have regular access.
SECTION 1. The parties hereto acknowledge that during the negotiations which resulted in this Agreement each had the unlimited right and opportunity to make demands and proposals with respect to any subject or matter not removed by law from the area of collective bargaining, and that the understandings and agreements arrived at by the parties after the exercise of that right and opportunity are set forth in this Agreement.
SECTION 2. Therefore, the Contractor and the Union for the life of this Agreement each voluntarily and unequivocally waives the right, and each agrees that the other shall not be obligated, to bargain collectively with respect to any subject or matter referred to, or covered in this Agreement, or with respect to any subject or matter not specifically referred to or covered in this Agreement, even though such subjects or matters may not have been within the knowledge or contemplation of either or both of the parties at the time they negotiated or signed this Agreement.
SECTION 1. Supervisory employees will not perform the duties of employees in the bargaining unit, except under the following conditions:
SECTION 2. Substitution of supervisors for bargaining unit personnel shall normally only be for short periods of time and is not intended to displace bargaining unit employees or overtime opportunities for bargaining unit employees.
SECTION 3. Events of immediate necessity shall be presented to the Union for notification if adequate time is available.
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