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EXHIBIT 46-1

Local LMRC Structure

Exhibit 46-1 lists the authorized local LMRCs and the aligned chapters by SCR area. A Safety Advisory Committee and a DEEO Advisory Committee may also continue to operate within each SCR area listed below unless the local parties agree or have agreed in the past to combine the responsibilities of those committees into the local LMRC. Safety Advisory Committees and DEEO Advisory Committees may also continue to operate consistent with past practice if LMRCs were combined due to the reduction in SCR areas.

Chapters will be aligned with an LMRC as indicated below. In addition, where employees within the geographic jurisdiction of an LMRC are represented by an NTEU Chapter not designated as part of that LMRC, that chapter may send a representative to the local LMRC meeting as long as:

• 1. that chapter takes one of the seats already allotted to the Union so that no additional NTEU representative is attending the meeting;
• 2. there was an agenda item submitted involving the employees that chapter represents; and
• 3. that chapter provides notice to the management chairperson five (5) days in advance of the LMRC meeting that they will be attending.

The substitute chapter representative will be eligible to receive reimbursement for travel and per diem expenses if the regular member was also eligible for such reimbursement for that meeting.

• New England States SCR
  • Maine--Chapter 7
  • Massachusetts--Chapter 23
  • Boston Appeals--Chapter 253
  • New Hampshire--Chapter 11
  • Vermont--Chapter 19
  • Hartford--Chapter 18
  • New Haven--Chapter 124
  • Providence--Chapter 54
• Mid-Eastern States SCR
  • New Jersey--Chapter 60
  • Philadelphia--Chapter 22
  • Pittsburgh--Chapter 34
  • Mid-Atlantic Appeals--Chapter 90
  • Kentucky--Chapter 25
  • West Virginia--Chapter 64
• New York Area SCR
  • New York City LMRC
    • Manhattan--Chapter 47
  • Long Island LMRC
    • Brooklyn--Chapter 271
    • Long Island--Chapter 53
    • Long Island--Chapter 252
  • Upstate New York LMRC
    • Albany--Chapter 61
    • Rochester--Chapter 79
    • Syracuse--Chapter 57
    • Buffalo--Chapter 58
• DC Metro Area SCR
  • Downtown--Chapter 65
  • International--Chapter 83
  • E Street--Chapter 86

• Great Lakes Central Area SCR
  • Michigan--Chapter 24
  • Cleveland--Chapter 37
  • Akron--Chapter 74
  • Toledo--Chapter 44
  • Youngstown--Chapter 100
  • Dayton--Chapter 75
  • Cincinnati--Chapter 9
  • Columbus--Chapter 27
• Mid-Atlantic Area SCR
  • Northern LMRC
    • Baltimore--Chapter 62
    • Delaware--Chapter 56
  • Southern LMRC
    • Richmond--Chapter 48
    • North Carolina--Chapter 50
    • South Carolina--Chapter 55
• Midwest Area SCR
  • Chicago--Chapter 10
  • Indianapolis--Chapter 49
  • Milwaukee--Chapter 1
  • Springfield--Chapter 43
• Mountain States Area SCR
  • Utah--Chapter 17
  • Montana--Chapter 42
  • Wyoming--Chapter 31
  • Colorado--Chapter 32
  • New Mexico--Chapter 41
  • Nevada (Las Vegas)--Chapter 85
  • Nevada (Reno)--Chapter 38
  • Arizona--Chapter 33
• Southeast Area SCR
  • Atlanta--Chapter 26
  • Tennessee--Chapter 39
  • Mississippi--Chapter 13
  • Alabama--Chapter 12
• Great Plains Area SCR
  • Northern LMRC
    • Minnesota--Chapter 29
    • North Dakota--Chapter 2
    • South Dakota--Chapter 8
    • Iowa--Chapter 4
    • Nebraska--Chapter 3
  • Southern LMRC
    • Missouri--Chapter 14
    • Kansas City--Chapter 36
    • Kansas--Chapter 51
• Florida Area SCR
  • Northern LMRC
    • Jacksonville--Chapter 16
    • Central--Chapter 84
    • West Central--Chapter 87
    • Sarasota--Chapter 249
    • Puerto Rico--Chapter 193
  • Southern LMRC
    • Miami--Chapter 77
    • Fort Lauderdale--Chapter 93
• South Central Area SCR
  • Austin--Chapter 52
  • Dallas--Chapter 46
  • Houston--Chapter 222
  • Oklahoma City--Chapter 45
  • Arkansas--Chapter 59
  • Louisiana--Chapter 6

• Southern California Area SCR
  • Southern LMRC
    • San Diego--Chapter 92
    • Laguna Niguel--Chapter 108
    • Long Beach--Chapter 117
    • San Bernadino--Chapter 234
  • Los Angeles LMRC
    • Los Angeles--Chapter 15
    • Appeals South/Central--Chapter 267
    • El Monte--Chapter 107
    • El Segundo--Chapter 198
    • Van Nuys--Chapter 233
• Pacific Northwest Area SCR
  • Alaska--Chapter 69
  • Hawaii--Chapter 35
  • Oregon--Chapter 40
  • Washington--Chapter 30
  • Idaho--Chapter 5
• Northern California Area SCR
  • San Francisco--Chapter 20
  • Sacramento--Chapter 239
  • Northern California Appeals--Chapter 81
  • San Jose--Chapter 238
  • Central Valley--Chapter 118

EXHIBIT 46-2

Campus and Computing Center LMRC Structure

Exhibit 46-2 lists the Campus and Computing Center LMRCs and the aligned chapters. A Safety Advisory Committee and a DEEO Advisory Committee may also continue to operate at each Campus and Computing Center unless the local parties agree or have agreed in the past to combine the responsibilities of those committees into the local LMRC.

Chapters will be aligned with a Campus or Computing Center LMRC as indicated below. In addition, where employees within the geographic jurisdiction of a Campus of Computing Center LMRC are represented by an NTEU Chapter not designated as part of that LMRC, that chapter may send a representative to the Campus or Computing Center LMRC meeting as long as:

• 1. that chapter takes one of the seats already allotted to the Union so that no additional NTEU representative is attending the meeting;
• 2. there was an agenda item submitted involving the employees that chapter represents; and
• 3. that chapter provides notice to the management chairperson five (5) days in advance of the LMRC meeting that they will be attending.

The substitute chapter representative will be eligible to receive reimbursement for travel and per diem expenses if the regular member was also eligible for such reimbursement for that meeting.

• Andover Campus LMRC
  • Andover Campus--Chapter 68
  • Richmond Call Site--Chapter 48
  • Baltimore Call Site--Chapter 62
  • Pittsburgh Call Site--Chapter 34
  • Buffalo Call Site--Chapter 58
• Atlanta Campus LMRC
  • Atlanta Campus--Chapter 284
  • Atlanta Campus--Chapter 70
  • Jacksonville Call Site--Chapter 16
  • Puerto Rico Call Site--Chapter 193
• Austin Campus LMRC
  • Austin Campus--Chapter 247
  • Austin Campus--Chapter 72
  • Dallas Call Site--Chapter 46
  • Denver Call Site--Chapter 32
  • Puerto Rico Call Site--Chapter 193
• Brookhaven Campus LMRC
  • Brookhaven Campus--Chapter 99
  • Buffalo Call Site--Chapter 58
• Cincinnati Campus LMRC
  • Cincinnati Campus--Chapter 73
  • ACS Call Site--Chapter 24
• Enterprise Computing Center LMRC
  • Martinsburg--Chapter 82
• Fresno Campus LMRC
  • Fresno Campus--Chapter 97
  • Seattle Call Site--Chapter 30
  • Portland Call Site--Chapter 40
• Kansas City Campus LMRC
  • Kansas City Campus--Chapter 66
  • St. Louis Call Site--Chapter 14
  • Cleveland Call Site--Chapter 37
  • Indianapolis Call Site--Chapter 49
• Memphis Campus LMRC
  • Memphis Campus--Chapter 98
  • Nashville Call Site--Chapter 270
• Ogden Campus LMRC
  • Ogden Campus--Chapter 67
  • Oakland Call Site--Chapter 20
  • Denver Call Site--Chapter 32
• Philadelphia Campus LMRC
  • Philadelphia Campus--Chapter 71
  • ACS Call Site--Chapter 71
  • Arch Street Call Site--Chapter 22
• Enterprise Computing Center LMRC
  • Detroit--Chapter 78

EXHIBIT 47-1

ALR Geographic Areas

• Area 1
  • Connecticut, Massachusetts,
  • Maine, New Hampshire,
  • New York (Upstate), Vermont,
  • Rhode Island
• Area 2
  • Florida, Georgia
• Area 3
  • Texas
• Area 4
  • New York
• Area 5
  • Kentucky, Ohio
• Area 6
  • Illinois, Indiana, Michigan,
  • Minnesota, North & South
  • Dakota, Wisconsin
• Area 7
  • Arizona, California (Fresno),
  • Idaho, Nevada
• Area 8
  • Kansas, Iowa, Missouri,
  • Nebraska, Oklahoma
• Area 9
  • Alabama, Arkansas,
  • Tennessee, Louisiana,
  • Mississippi
• Area 10
  • Alaska, California, Hawaii,
  • Oregon, Washington
• Area 11
  • Colorado, Montana, Utah,
  • New Mexico, Wyoming
• Area 12
  • New Jersey, Pennsylvania
• Area 13
  • Delaware, Maryland, North &
  • South Carolina, VA (SE),
  • Puerto Rico, Virgin Islands
• Area 14
  • Maryland (NW), Metro DC,
  • VA (North & West), West VA

EXHIBIT 50-1

Internal Revenue Service
Flexiplace Work Agreement

The following constitutes an agreement between:

• Name of Employee (Text Field)
  • Position/Series/Grade (Text Field)
• And Supervisor (Text Field)
  • Office/Symbols (Text Field)

on the terms and conditions of the Flexiplace Program. The Supervisor and the employee agree as follows:

• A. Flexiplace Work Option: (Checkbox) Occupational (Checkbox) Situational/Hourly
• B. Flexiplace Work Location: (Checkbox) Work-at-Home (Checkbox) Other Location (explain)
• C. Voluntary Participation:
  • Employee voluntarily agrees to work at the IRS approved alternative workplace indicated below and follow all applicable policies and procedures. Employee recognizes the Flexiplace Agreement is an alternative work site arrangement approved by his/her supervisor to accomplish the employee's daily work task and/or special assignment.
  • Employee's Alternate Workplace Address:
    • Street (Text Field)
    • City/State/Zip (Text Field)
    • Building (if applicable) (Text Field)
    • Phone Number (Text Field)
    • Employee's IRS e-mail Address (Text Field)
    • Employee's IRS Pager Number/Cell (Text Field)
• D. Work Schedule and Tour of Duty
  • Supervisor and employee agree the employee's official tour of duty will be: (Text Field) a.m./p.m. to (Text Field) a.m./p.m.
  • Circle applicable day(s): M-T-W-T-F
  • Comments (if necessary) (Text Field)
• E. Time and Attendance
  • Supervisor agrees to make sure the employee's timekeeper has a copy of the employee's work schedule. The employee and the supervisor must certify the time and attendance worked.

• F. Leave/Credit/Compensatory Hours
  • Employee agrees to follow established office procedures for requesting and obtaining approval of leave. Employee agrees to work only credit or compensatory hours only when pre-approved by supervisor in accordance with established office procedures.
• G. Official Duties/Work Assignments
  • Employee agrees to perform only official duties during their authorized work hours while at the alternative work site, and to establish/maintain communications arrangements (or links) that ensure availability to interface with his/her supervisor or official duty station. Employee agrees to complete all assigned work according to procedures mutually agreed to by the employee and supervisor in accordance with the guidelines and standards detailed in the employee's performance plan.
• H. Equipment/Work Area/Security
  • In the event the IRS provides information technology (IT) equipment for the alternate work place, the employee agrees to protect that equipment and to comply with all policies regarding use of official equipment. The employee agrees to provide a work area that is adequate for the performance of official duties.
• I. Alternate Workplace Cost/Liability
  • The employee understands that the IRS is not responsible for covering operating cost associated with the use of his/her home as an alternate work site and will not be liable for damage to the employee's real or personal property, while the employee is working at the work site. Injury compensation claims will be covered consistent with applicable laws, rules and regulations.
• J. Flexiplace Site Visits
  • Managers may visit an employee's alternative work site in accordance with Article 50, Section 4D of the National Agreement.
• K. Disclosure/Standards of Conduct
  • The employee agrees to protect IRS records from unauthorized disclosure or damage and will comply with the requirements of 5 U.S.C. 552a. the "Privacy Act" of 1974. The employee agrees to be bound by the IRS standards of conduct while at the alternate work site.
• L. Performance
  • The employee agrees to maintain the level of performance required under the Flexiplace Program.
• M. Cancellation
  • The supervisor agrees to let the employee resume a regular schedule at the official duty station after request to the supervisor to terminate the arrangement. The employee understands IRS may cancel the Work at Home arrangement pursuant to Article 50, Section 1A.

• Employee Signature & Date (Text Field)
• Supervisor Signature & Date (Text Field)

Authority--5 U.S.C. 301. Purpose and Routine Uses--This Agreement is required by Article 50, subsection 1D of this Agreement. The primary use of this information is to specify the terms of the Flexiplace Program and constitutes an agreement between the voluntarily participating employee and his/her manager who will retain the agreement. The information in this agreement may be used in administrative or judicial proceedings affecting employees' personnel rights. This agreement may also be provided to the Department of Justice for the purpose of litigating any civil, administrative, or judicial proceeding or criminal prosecution where the United States, the IRS or its employees are parties. The complete listing of possible recipients of this agreement may be found under the heading "Routine Uses" in the Federal Register notice of the system of records in which it will be kept: Treasury/IRS General Personnel/Payroll Records: 36.003 (60 FR 56804-56805). Effects of Non Disclosure--Furnishing this information is voluntary, but failure to do so will result in disapproval of the employee's Flexiplace Program participation. Falsification may be grounds for disciplinary and/or adverse action.

EXHIBIT 51-1

Glossary of Terms

Surplus Employee

(1) A current agency employee serving under an appointment in the competitive service, in tenure group 1 or 2, at grade levels GS-15 or equivalent and below, who has received a certificate of expected separation or other official certification issued by the agency indicating that the position is surplus, for example, a notice of position abolishment, or a notice stating that the employee is eligible for discontinued service retirement; or,

(2) A current Executive Branch agency employee serving on an excepted service appointment without time limit, at grade levels GS-15 or equivalent and below, who has been issued a certificate of expected separation or other official agency certification indicating that his or her position is surplus, for example, a notice of position abolishment or a notice stating that the employee is eligible for discontinued service retirement, and who has been conferred noncompetitive appointment eligibility and special selection priority by statute for positions in the competitive service; and

(3) At an agency's discretion, a current Executive Branch employee serving on a Schedule A or B excepted appointment without time limit, at grade levels GS-15 or equivalent and below, and who is in receipt of a certificate of expected separation or other official agency certification indicating that his or her job is surplus, for example, a notice of position abolishment, or an official notice stating that the employee is eligible for discontinued service retirement; or an employee who has received a RIF notice of separation, or a notice of proposed removal for declining a transfer of function or directed reassignment outside of the local commuting area. Such employee may exercise selection priority for permanent excepted service positions within the agency's local commuting area, provided the position to which appointed has the same appointing authority, i.e., Schedule A or B, as the position from which being separated.

Displaced Employee

(1) A current career or career conditional competitive service employee in tenure group 1 or 2, at grade levels GS-15 or equivalent and below, who has received a specific reduction in force (RIF) separation notice or notice of proposed removal for declining a directed reassignment or transfer of function outside of the local commuting area; or,

(2) A current Executive Branch agency employee in the excepted service, serving on an appointment without time limit, at grade levels GS-15 or equivalent and below, who has been given noncompetitive appointment eligibility and selection priority by statute for positions in the competitive service, and who is in receipt of a reduction in force separation notice or notice of proposed removal for declining a transfer of function or directed reassignment outside of the local commuting area.

Local Commuting Area

The geographic area that usually constitutes one area for employment purposes as determined by the agency. It includes any population center (or two or more neighboring ones) and the surrounding localities in which people live and can reasonably be expected to travel back and forth daily to their usual employment.

EXHIBIT 52-1

NATIONAL TREASURY EMPLOYEES UNION

The employee's exclusive representative for all eligible employees is Chapter (Text Field) of the National Treasury Employees Union (commonly known as "NTEU"). So that your chapter may provide maximum services and opportunities to employees, NTEU invites you to furnish the following information on this pre-addressed post card.

• Name: (Last, First, Middle Initial) (Text Field)
• Address: (Number, Street, City, State, Zip code) (Text Field)
• Work Phone: (Text Field)
• Home Phone: (Text Field)
• SSN: (Text Field)
• Division: (Text Field)

I am interested in learning more about the following Union activities and/or working in one of these areas:

• (Checkbox) Steward
• (Checkbox) P.R.
• (Checkbox) Legislative
• (Checkbox) Membership Recruiting
• (Checkbox) Membership Services
• (Checkbox) Social

I would like information of the following programs:

• (Checkbox) Health Insurance
• (Checkbox) In-Hospital
• (Checkbox) Credit Card
• (Checkbox) Life Insurance
• (Checkbox) Attorney Referral
• (Checkbox) Retiree Membership
• (Checkbox) Auto
• (Checkbox) Vision
• (Checkbox) Long Term Disability
• (Checkbox) IRA and Supplemental Retirement
• (Checkbox) Accidental Death and Dismemberment

EXHIBIT 54-1

Ground Rules For National Agreement III Contract Negotiations Between Internal Revenue Service And National Treasury Employees Union

• 1. This agreement is entered into pursuant to the provisions of the Federal Service Labor-Management Relations Statute, 5 U.S.C. §7101, et seq., and serves as the procedural ground rules governing term bargaining between the Internal Revenue Service (IRS or Employer) and the National Treasury Employees Union (NTEU or Union) over a successor agreement to the National Agreement II.
• 2. The parties will exchange written proposals on October 7, 2013.
• 3. The parties will be available for clarification of their respective proposals the week of October 14, 2013. In addition, during the week of October 14, 2013, or earlier, the parties will set the bargaining, mediation and arbitration schedules consistent with Paragraphs 7 and 8 below and name and/or confirm the mediators/arbitrators.
• 4. Proposals may include amendments to any current articles or new articles proposed by the parties.
• 5. Proposals may be amended or modified during bargaining. Such amendments or modifications must be consistent with Article 47 of the National Agreement.
• 6. Bargaining will be conducted between November 4, 2013 and March 28, 2014. The parties will schedule the times and dates for bargaining within that time frame.
• 7. If needed, mediation/arbitration will be conducted during April 2014. The parties will schedule mediation/arbitration times and dates during that time frame.
• 8. Normally, bargaining will be conducted from 1:00 PM to 4:30 PM on the first day of each session, 9:00 AM to Noon on the last day of each session and 9:00 AM to 4:30 PM all other days. Federal holidays will be observed. The parties may agree to expand these time frames based upon the need to facilitate resolution of issues through the collective bargaining process to include bargaining on weekends, nights and holidays.
• 9. The negotiations will be conducted in hotel space located in the Washington, D.C. metropolitan area or in IRS and/or NTEU office space in Washington, D.C. If hotel space is used and if practical, the hotel space will be the same, or in close proximity to the hotels housing the IRS and NTEU bargaining teams. Also, if hotel space is used and if practical, the hotel(s) will be in close proximity to a METRO subway station. The cost of meeting rooms (including caucus space) if any, will be shared equally by the parties consistent with past practice, except that NTEU will not be responsible for any space/equipment used by IRS support teams. NTEU will be afforded the opportunity to agree to any terms of the hotel contract that results in expenditures by NTEU.
• 10. By mutual agreement and to expedite bargaining and facilitate the resolution of issues, the parties may conduct simultaneous bargaining at certain times and places to be agreed upon during any portion of the bargaining. Bargaining may also include the use of mini-bargaining teams.
• 11. If an impasse remains following the last bargaining session, or sooner if the parties mutually agree, the parties will employ the services of a neutral third party to use a combination of mediation and arbitration techniques to resolve any impasses. The work of the third party neutral will include hearings on issues in dispute and the preparation of a written Factfinder's report with recommendations.
• 12. Any disputes remaining in Articles 9, 12, 13, 18, 23 and 50 following mediation will be resolved by a panel of three (3) arbitrators. Either party may refer one (1) additional article in dispute following mediation to the three (3) arbitrator panel. The parties may mutually agree to change the articles above designated for the panel of three arbitrators.
• 13. The sole Factfinder will issue a recommendation no later than May 2, 2014. A joint report, by the majority or by consensus will be issued for articles resolved by the three (3) arbitrator panel no later than May 16, 2014. The parties will have five (5) workdays from the receipt of the last Factfinder's report to decide whether to accept the report(s) in whole or part, or not at all. Thereafter, if a final resolution of the issues in

• dispute is not achieved, the procedures in Paragraph 14 below will be followed.
• 14. Any dispute remaining after receipt of the Factfinder's report will be resolved pursuant to 5 U.S.C. §7119 or other appropriate provisions of 5 U.S.C. §7101, et seq. Either party may move remaining disputes to the statutory impasse resolution process.
• 15. The fees and expenses of a single third party neutral utilized by the parties will be shared equally. However, in the event a party objects to the Factfinder's recommendation and either party requests the assistance of the Federal Service Impasses Panel (FSIP) to finally resolve the dispute, the objecting party will pay the full costs of a single mediator/arbitrator.
• 16. If a panel of three (3) arbitrators is utilized, the Employer will pay the full cost of the two (2) additional arbitrators and the parties will split the cost of the third arbitrator. However, in the event a party objects to the recommendation of the panel of three (3) arbitrators and either party requests the assistance of FSIP to finally resolve the dispute, the objecting party will pay the full costs of the third arbitrator.
• 17. Official time will be authorized for a maximum of seven (7) bargaining unit employees representing NTEU during negotiations and for travel to and from the negotiations during the time the employee would otherwise be in a duty status. There is no limit on the number of NTEU national staff or national elected officials on NTEU's bargaining team.
• 18. Each party may have legal counsel during negotiations and impasse procedures. The parties also agree that each may have observers and consultants present during negotiations, mediation and arbitration. As a matter of professional courtesy, observers and consultants will be identified at the beginning of each bargaining session.
• 19. Generally, the parties will bear the costs of their own travel and per diem except that the Employer will pay for travel and per diem for up to seven (7) bargaining unit employees to participate in negotiations, mediation and arbitration and to participate in any procedure conducted pursuant to 5 U.S.C. §7119 or other provisions of 5 U.S.C. §7101, et seq.
• 20. Travel and per diem (which includes lodging, meals and incidentals) will be reimbursed in accordance with the Federal Travel Regulations.
• 21. If a party relies upon documentary evidence to support a proposal, copies of such documentation will be timely provided to the other party upon request.
• 22. Prior to the beginning of bargaining, the parties will identify the names of the members of their respective bargaining teams. Bargaining team members must be identified in time to permit the issuance of travel orders.
• 23. All agreements reached on individual issues are tentative. Such agreement on issues must be committed to writing and initialed by each party's chairperson. There will be no final agreement on the issues as a whole until all issues are agreed. Thereafter, implementation will follow ratification by NTEU according to its bylaws and the approval of the agreement by the Department of the Treasury pursuant to 5 U.S.C. §7114. The ratification process will not negate any term lawfully imposed during the impasse resolution process unless otherwise agreed to by the parties.
• 24. Proposals declared non-negotiable by the Department of the Treasury or moved to the statutory impasse process will not delay the effective date of the remaining provisions. The Union will be notified in writing by the Employer if any provisions are declared non-negotiable by the Department of the Treasury.
• 25. Consistent with Article 47, Subsection 1F the parties recognize that publicity concerning issues being negotiated has a detrimental impact on the bargaining process.

EXHIBIT 54-2

Ground Rules For National Agreement II Reopener Negotiations Between Internal Revenue Service And National Treasury Employees Union

• 1. This agreement is entered into pursuant to the provisions of the Federal Service Labor-Management Relations Statute, 5 U.S.C. §7101, et seq., and serves as the procedural ground rules governing term bargaining between the Internal Revenue Service (IRS or Employer) and the National Treasury Employees Union (NTEU or Union) over a reopener agreement to the National Agreement II.
• 2. The parties will exchange written proposals on October 3, 2011.
• 3. The parties will be available for clarification of their respective proposals the week of October 10, 2011. In addition, during the week of October 10, 2011, or earlier, the parties will set the bargaining, mediation and arbitration schedules consistent with Paragraphs 6 and 7 below.
• 4. Proposals may include amendments to five (5) current articles or two (2) new articles proposed by each party.
• 5. Proposals may be amended or modified during bargaining. Such amendments or modifications must be consistent with Article 47 of the National Agreement.
• 6. Bargaining will be conducted between October 31, 2011, and February 3, 2012. The parties will schedule the times and dates for bargaining within that time frame.
• 7. If needed, mediation/arbitration will be conducted between February 6, 2012 and February 17, 2012. The parties will schedule mediation/arbitration times and dates during that time frame.
• 8. Normally, bargaining will be conducted from 1:00 PM to 4:30 PM on the first day of each session, 9:00 AM to Noon on the last day of each session and 9:00 AM to 4:30 PM all other days. Federal holidays will be observed. The parties may agree to expand these time frames based upon the need to facilitate resolution of issues through the collective bargaining process to include bargaining on weekends, nights and holidays.
• 9. The negotiations will be conducted in hotel space located in the Washington, D.C. metropolitan area or in IRS and/or NTEU office space in Washington, D.C. If hotel space is used and if practical, the hotel space will be the same, or in close proximity to the hotels housing the IRS and NTEU bargaining teams. Also, if hotel space is used and if practical, the hotel(s) will be in close proximity to a METRO subway station. The cost of meeting rooms (including caucus space) if any, will be shared equally by the parties consistent with past practice, except that NTEU will not be responsible for any space/equipment used by IRS support teams. NTEU will be afforded the opportunity to agree to any terms of the hotel contract that results in expenditures by NTEU.
• 10. By mutual agreement and to expedite bargaining and facilitate the resolution of issues, the parties may conduct simultaneous bargaining at certain times and places to be agreed upon during any portion of the bargaining. Bargaining may also include the use of mini-bargaining teams.
• 11. If an impasse remains following the last bargaining session, or sooner if the parties mutually agree, the parties will employ the services of a neutral third party to use a combination of mediation and arbitration techniques to resolve any impasses. The work of the third party neutral will include hearings on issues in dispute and the preparation of a written Factfinder's report with recommendations.
• 12. The Factfinder will issue a final recommendation no later than March 2, 2012.
• 13. The parties will have five (5) workdays from the receipt of the Factfinder's report to decide whether to accept the report in whole or part, or not at all. Thereafter, if a final resolution of the issues in dispute is not achieved, the procedures in Paragraph 14 below will be followed.
• 14. Any dispute remaining after receipt of the Factfinder's report will be resolved pursuant to 5 U.S.C. §7119 or other appropriate provisions of 5 U.S.C. §7101, et seq. Either party may move remaining disputes to the statutory impasse resolution process.

• 15. The fees and expenses of the third party neutral utilized by the parties will be shared equally. However, in the event a party objects to the Factfinder's recommendation and either party requests the assistance of the Federal Service Impasses Panel (FSIP) to finally resolve the dispute, the objecting party will pay the full costs of a single mediator/arbitrator.
• 16. Official time will be authorized for a maximum of seven (7) bargaining unit employees representing NTEU during negotiations and for travel to and from the negotiations during the time the employee would otherwise be in a duty status. There is no limit on the number of NTEU national staff or national elected officials on NTEU's bargaining team.
• 17. Each party may have legal counsel during negotiations and impasse procedures. The parties also agree that each may have observers and consultants present during negotiations, mediation and arbitration. As a matter of professional courtesy, observers and consultants will be identified at the beginning of each bargaining session.
• 18. Generally, the parties will bear the costs of their own travel and per diem except that the Employer will pay for travel and per diem for up to seven (7) bargaining unit employees to participate in negotiations, mediation and arbitration and to participate in any procedure conducted pursuant to 5 U.S.C. §7119 or other provisions of 5 U.S.C. §7101, et seq.
• 19. Travel and per diem (which includes lodging, meals and incidentals) will be reimbursed in accordance with the Federal Travel Regulations.
• 20. If a party relies upon documentary evidence to support a proposal, copies of such documentation will be timely provided to the other party upon request.
• 21. Prior to the beginning of bargaining, the parties will identify the names of the members of their respective bargaining teams. Bargaining team members must be identified in time to permit the issuance of travel orders.
• 22. All agreements reached on individual issues are tentative. Such agreement on issues must be committed to writing and initialed by each party's chairperson. There will be no final agreement on the issues as a whole until all issues are agreed. Thereafter, implementation will follow ratification by NTEU according to its bylaws and the approval of the agreement by the Department of the Treasury pursuant to 5 U.S.C. §7114. The ratification process will not negate any term lawfully imposed during the impasse resolution process unless otherwise agreed to by the parties.
• 23. Proposals declared non-negotiable by the Department of the Treasury or moved to the statutory impasse process will not delay the effective date of the remaining provisions. The Union will be notified in writing by the Employer if any provisions are declared non-negotiable by the Department of the Treasury.
• 24. Consistent with Article 47, Subsection 1F the parties recognize that publicity concerning issues being negotiated has a detrimental impact on the bargaining process.

Appendix I

Title 26. Internal Revenue

Chapter I. Internal Revenue Service, Department of the Treasury

Subchapter H. Internal Revenue Practice

Part 801. Balanced System for Measuring Organizational and Employee Performance Within the Internal Revenue Service

§801.1 Balanced performance measurement system; in general.

• (a) In general. (1) The regulations in this part 801 implement the provisions of sections 1201 and 1204 of the Internal Revenue Service Restructuring and Reform Act of 1998 (Pub. L. 105-106, 112 Stat. 685, 715-716, 722) (the Act) and provide rules relating to the establishment by the Internal Revenue Service (IRS) of a balanced performance measurement system.
• (2) Modern management practice and various statutory and regulatory provisions require the IRS to set performance goals for organizational units and to measure the results achieved by those units with respect to those goals. To fulfill these requirements, the IRS has established a balanced performance measurement system, composed of three elements: Customer Satisfaction Measures; Employee Satisfaction Measures; and Business Results Measures. The IRS is likewise required to establish a performance evaluation system for individual employees.
• (b) [Reserved]

801.2 Measuring organizational performance.

The performance measures that comprise the balanced measurement system will, to the maximum extent possible, be stated in objective, quantifiable, and measurable terms and will be used to measure the overall performance of various operational units within the IRS. In addition to implementing the requirements of the Act, the measures described here will, where appropriate, be used in establishing performance goals and making performance evaluations established, inter alia, under Division E, National Defense Authorization Act for Fiscal Year 1996 (the Clinger-Cohen Act of 1996) (Pub. L. 104-106, 110 Stat. 186, 679); the Government Performance and Results Act of 1993 (Pub. L. 103-62, 107 Stat. 285); and the Chief Financial Officers Act of 1990 (Pub. L. 101-576, 108 Stat. 2838). Thus, organizational measures of customer satisfaction, employee satisfaction, and business results (including quality and quantity measures as described in §801.6T) may be used to evaluate the performance of or to impose or suggest production goals for, any organizational unit.

§801.3 Measuring employee performance.

• (a) In general. All employees of the IRS will be evaluated according to the critical elements and standards or such other performance criteria as may be established for their positions. In accordance with the requirements of 5 U.S.C. 4312, 4313, and 9508 and section 1201 of the Act, the performance criteria for each position as are appropriate to that position, will be composed of elements that support the organizational measures of Customer Satisfaction, Employee Satisfaction, and Business Results; however, such organizational measures will not directly determine the evaluation of individual employees.
• (b) Fair and equitable treatment of taxpayers. In addition to all other criteria required to be used in the evaluation of employee performance, all employees of the IRS will be evaluated on whether they provided fair and equitable treatment to taxpayers.
• (c) Senior Executive Service and special positions. Employees in the Senior Executive Service will be rated in accordance with the requirements of 5 U.S.C. 4312 and 4313 and employees selected to fill positions under 5 U.S.C. 9503 will be evaluated pursuant to workplans, employment agreements, performance agreements, or similar documents entered into between the IRS and the employee.
• (d) General workforce. The performance evaluation system for all other employees will--
• (1) Establish one or more retention standards for each employee related to the work of the employee and expressed in terms of individual performance;
• (2) Require periodic determinations of whether each employee meets or does not meet the employee's established retention standards;
• (3) Require that action be taken in accordance with applicable laws and regulations, with respect to employees whose performance does not meet the established retention standards;
• (4) Establish goals or objectives for individual performance consistent with the IRS's performance planning procedures;
• (5) Use such goals and objectives to make performance distinctions among employees or groups of employees; and
• (6) Use performance assessments as a basis for granting employee awards, adjusting an employee's rate of basic pay, and other appropriate personnel actions, in accordance with applicable laws and regulations.
• (e) Limitations. (1) No employee of the IRS may use records of tax enforcement results (as described in §801.6) to evaluate any other employee or to impose or suggest production quotas or goals for any employee.

• (i) For purposes of the limitation contained in this paragraph (e), employee has the meaning as defined in 5 U.S.C. 2105(a).
• (ii) For purposes of the limitation contained in this paragraph (e), evaluate includes any process used to appraise or measure an employee's performance for purposes of providing the following:
• (A) Any required or requested performance rating.
• (B) A recommendation for an award covered by Chapter 45 of Title 5; 5 U.S.C. 5384; or section 1201(a) of the Act.
• (C) An assessment of an employee's qualifications for promotion, reassignment, or other change in duties.
• (D) An assessment of an employee's eligibility for incentives, allowances, or bonuses.
• (E) Ranking of employees for release/recall and reductions in force.
• (2) Employees who are responsible for exercising judgment with respect to tax enforcement results in cases concerning one or more taxpayers may be evaluated on work done on such cases only in the context of their critical elements and standards.
• (3) Performance measures based in whole or in part on quantity measures (as described in §801.6) will not be used to evaluate the performance of any non-supervisory employee who is responsible for exercising judgment with respect to tax enforcement results (as described in §801.6).

§801.4 Customer satisfaction measures.

The customer satisfaction goals and accomplishments of operating units within the IRS will be determined on the basis of information gathered through various methods. For example, questionnaires, surveys and other types of information gathering mechanisms may be employed to gather data regarding customer satisfaction. Information to measure customer satisfaction for a particular work unit will be gathered from a statistically valid sample of the customers served by that operating unit and will be used to measure, among other things, whether those customers believe that they received courteous, timely, and professional treatment by the IRS personnel with whom they dealt. Customers will be permitted to provide information requested for these purposes under conditions that guarantee them anonymity. For purposes of this section, customers may include individual taxpayers, organizational units, or employees within the IRS and external groups affected by the services performed by the IRS operating unit.

§801.5 Employee satisfaction measures.

The employee satisfaction numerical ratings to be given operating units within the IRS will be determined on the basis of information gathered through various methods. For example, questionnaires, surveys, and other information gathering mechanisms may be employed to gather data regarding satisfaction. The information gathered will be used to measure, among other factors bearing upon employee satisfaction, the quality of supervision and the adequacy of training and support services. All employees of an operating unit will have an opportunity to provide information regarding employee satisfaction within the operating unit under conditions that guarantee them anonymity.

§801.6 Business results measures.

• (a) In general. The business results measures will consist of numerical scores determined under the quality measures and the quantity measures described elsewhere in this section.
• (b) Quality measures. Quality measures will be determined on the basis of a review by a specially dedicated staff within the IRS of a statistically valid sample of work items handled by certain functions or organizational units determined by the Commissioner or his delegate such as the following:
• (1) Examination and collection units and Automated Collection System Units (ACS). The quality review of the handling of cases involving particular taxpayers will focus on such factors as whether IRS personnel devoted an appropriate amount of time to a matter, properly analyzed the facts, and complied with statutory, regulatory, and IRS procedures, including timeliness, adequacy of notifications, and required contacts with taxpayers.
• (2) Toll-free telephone sites. The quality review of telephone services will focus on such factors as whether IRS personnel provided accurate tax law and account information.
• (3) Other work units. The quality review of other work units will be determined according to criteria prescribed by the Commissioner or his delegate.
• (c) Quantity measures. Quantity measures will consist of outcome-neutral production and resource data that does not contain information regarding the tax enforcement result reached in any case that involves particular taxpayers. Examples of quantity measures include, but are not limited to--
• (1) Cases started;
• (2) Cases closed;
• (3) Work items completed;
• (4) Customer education, assistance, and outreach efforts completed;
• (5) Time per case;
• (6) Direct examination time/out of office time;
• (7) Cycle time;
• (8) Number or percentage of overage cases;
• (9) Inventory information;

• (10) Toll-free level of access; and
• (11) Talk time.
• (d) Definitions--(1) Tax enforcement results. A tax enforcement result is the outcome produced by an IRS employee's exercise of judgment in recommending or determining whether or how the IRS should pursue enforcement of the tax laws. Examples of tax enforcement results include a lien filed, a levy served, a seizure executed, the amount assessed, the amount collected, and a fraud referral. Examples of data that are not tax enforcement results include a quantity measure and data derived from a quality review or from a review of an employee's or a work unit's work on a case, such as the number or percentage of cases in which correct examination adjustments were proposed or appropriate lien determinations were made.
• (2) Records of tax enforcement results. Records of tax enforcement results are data, statistics, compilations of information or other numerical or quantitative recordations of the tax enforcement results reached in one or more cases. Such records may be used for purposes such as forecasting, financial planning, resource management, and the formulation of case selection criteria. Records of tax enforcement results may be used to develop methodologies and algorithms for use in selecting tax returns to audit. Records of tax enforcement results do not include tax enforcement results of individual cases when used to determine whether an employee exercised appropriate judgment in pursuing enforcement of the tax laws based upon a review of the employee's work on that individual case.

§801.7 Examples.

• (a) The rules of §801.3 are illustrated by the following examples:
• Example 1. (i) Each year Division A's Examination and Collection functions develop detailed workplans that set goals for specific activities (e.g., number of audits or accounts closed) and for other quantity measures such as cases started, cycle time, over age cases, and direct examination time. These quantity measure goals are developed nationally and by Area Office based on budget allocations, available resources, historical experience, and planned improvements. These plans also include information on measures of quality, customer satisfaction, and employee satisfaction. Results are updated monthly to reflect how each organizational unit is progressing against its workplan, and this information is shared with all levels of management.
• (ii) Although specific workplans are not developed at the Territory level, Headquarters management expects the Area Directors to use the information in the Area plans to guide the activity in their Territories. For 2005, Area Office 1's workplan has a goal to close 1,000 examinations of small business corporations and 120,000 taxpayer delinquent accounts (TDAs), and there are 10 Exam Territories and 12 Collection Territories in Area Office 1. While taking into account the mix and priority of workload, and available staffing and grade levels, the Examination Area Director communicates to the Territory Managers the expectation that, on average, each Territory should plan to close about 100 cases. The Collection Area Director similarly communicates to each Territory the expectation that, on average, they will close about 10,000 TDAs, subject to similar factors of workload mix and staffing.
• (iii) Similar communications then occur at the next level of management between Territory Managers and their Group Managers, and between Group Managers and their employees. These communications will emphasize the overall goals of the organization and each employee's role in meeting those goals. The communications will include expectations regarding the average number of case closures that would have to occur to reach those goals, taking into account the fact that each employee's actual closures will vary based upon the facts and circumstances of specific cases.
• (iv) Setting these quantity measure goals, and the communication of those goals, is permissible because case closures are a quantity measure. Case closures are an example of outcome-neutral production data that does not specify the outcome of any specific case such as the amount assessed or collected.
• Example 2. In conducting a performance evaluation, a supervisor is permitted to take into consideration information the supervisor has developed showing that the employee failed to propose an appropriate adjustment to tax liability in one of the cases the employee examined, provided that information is derived from a review of the work done on the case. All information derived from such a review of individual cases handled by the employee, including time expended, issues raised, and enforcement outcomes reached should be considered and discussed with the employee and used in evaluating the employee.
• Example 3. When assigning a case, a supervisor is permitted to discuss with the employee the merits, issues, and development of techniques of the case based upon a review of the case file.
• Example 4. A supervisor is not permitted to establish a goal for proposed adjustments in a future examination.
• (b) [Reserved]

§801.8 Effective/applicability dates.

The provisions of §§801.1 through 801.7 apply on or after October 17, 2005.

Index

• Abolishment of position A-15 S4C1 p.  53
• Acceptable Level of Competence Determinations
  • Appeals A-17 S4 p.  57
  • Copies to union A-17 S6 p.  58
  • Grievances A-17 S4 p.  57
  • Negative determinations A-17 S2A p.  57
    • S2B p.  57
  • Postponed A-17 S2A p.  57
  • Reconsideration A-17 S3 p.  57
  • Requirements A-17 S1B p.  57
  • Retroactive pay increase A-17 S2A p.  57
    • S5 p.  58
  • Student Career Experience Program A-17 S7 p.  58
  • Written notice A-17 S2B p.  57
• Actual Expense Reimbursement A-29 S3C p.  87
• Administrative Leave
  • Bar exam A-36 S5 p.  102
  • Benefits counseling A-5 S11 p.  8
    • A-36 S12 p.  103
  • Blood donations A-36 S9 p.  103
  • Bone marrow donations A-36 S13 p.  103
  • CPA exam A-36 S5 p.  102
  • Defined A-36 S1 p.  101
  • Emergency absence A-36 S6 p.  102
  • Emergency conditions A-36 S3B p.  101
  • Emergency office closing A-36 S3A p.  101
  • Engineer exam A-36 S5 p.  102
  • Financial counseling A-21 S4 p.  73
    • A-36 S12 p.  103
  • Health benefits counseling A-36 S12 p.  103
  • Investigative interview A-9 S9C1 p.  20
  • Military leave A-36 S8 p.  102
  • Natural disaster A-36 S3E p.  101
  • Organ donations A-36 S13 p.  103
  • Out-Service training A-30 S5D p.  91
  • Personal taxes A-36 S4B p.  102
  • Privately owned vehicle repair A-36 S7 p.  102
  • Retirement planning A-21 S1 p.  72
    • A-36 S12 p.  103
  • Safety hazard A-27 S3 p.  82
  • Self-directed training A-30 S2D p.  91
  • Tax audits A-36 S4 p.  102
  • Volunteer work A-36 S11 p.  103
  • Voting A-36 S2 p.  101
  • Weather A-36 S3 p.  101
• Advance of Funds
  • Emergency salary A-53 S5C p.  141
  • Travel A-29 S2 p.  87
• Advanced Annual Leave A-32 S6 p.  96
• Adverse Actions
  • Advanced notice A-39 S2A p.  109
  • Appeal rights A-39 S6 p.  110
  • Arbitration A-39 S6 p.  110
  • Closed without action A-39 S1H p.  109
  • Crime alleged A-39 S2C p.  109
  • Defined A-39 S1A p.  108
  • Evidence A-39 S5 p.  110
  • Final decision A-39 S6A p.  110
  • Mitigating factors A-39 S1F p.  108
  • MSPB appeal A-39 S6A p.  110
  • Nexus A-39 S3 p.  109
  • Off-duty conduct A-39 S3 p.  109
  • Oral/written reply A-39 S2B p.  109
  • Penalty Determinations A-39 S9 p.  111
  • Progressive discipline A-39 S1G p.  109
  • Quarterly report A-39 S7B p.  111
  • Sanitized copies A-39 S7A p.  111
  • Specifications A-39 S4 p.  110
  • Standard of proof A-39 S6D p.  111
  • Transcript A-39 S2D p.  109
  • Union letter A-39 S8 p.  111
  • Union representation A-39 S1 p.  108
• Agreement Distribution/Copies A-11 S5 p.  26
• Alcohol and Drug Abuse A-27 S2A p.  82
• Allotments A-10 S12 p.  25
• Alternative Discipline A-38 S2 p.  105
• Alternative Work Schedules
  • 4-10 work schedule A-23 S3G p.  77
  • 5/4-9 work schedule A-23 S3F p.  77
  • Changing day off A-23 S3L1 p.  78
  • Changing maxiflex schedule A-23 S3L2 p.  78
  • Eligibility A-23 S3D p.  76
  • Flexiplace A-50 S2C p.  135
  • Flexitour with credit hours A-23 S3H p.  77
  • Maxiflex A-23 S3J p.  77
  • Negotiations A-23 S2A p.  76
    • A-23 S2B p.  76
  • Staggered work hours A-23 S3I p.  77
  • Training A-23 S3K p.  78
• Annual Leave
  • Advanced annual leave A-32 S6 p.  96
  • Death in family A-32 S5 p.  96
  • Denials A-32 S1A2 p.  95
  • Disapproval of scheduled leave A-32 S7C p.  96
  • Earning A-32 S1A p.  95
  • Maternity A-33 S3 p.  97
  • Religious holiday A-32 S4 p.  96
  • Scheduling A-32 S1 p.  95
  • Scheduling conflicts A-32 S1C p.  95
  • Seasonal employee use A-32 S3 p.  96
  • Substituting sick leave A-34 S5A p.  99
  • Union duties A-32 S7 p.  96
  • Use or lose A-32 S1B p.  95
  • Use or lose during furlough A-48 S2 p.  133

• Annual Rating/Rating of Record A-12 S2A p.  28
  • S4A p.  30
• Announcement Cards A-11 S3 p.  25
  • A-52 S3 p.  140
• Appliances A-27 S1F p.  82
• Application Procedures A-13 S4 p.  43
• Arbitration
  • Arbitrability A-43 S4A7 p.  123
  • Bargaining history A-43 S4A21 p.  124
  • Case assignment A-43 S2D p.  122
  • Conventional arbitration A-43 S1B1 p.  122
  • Expedited arbitration A-43 S1B2 p.  122
  • Fees A-43 S4A1 p.  123
  • Grievability A-43 S4A7 p.  123
  • Invocation A-43 S3 p.  122
  • Location of hearing A-43 S4A2 p.  123
  • Panels A-43 S2A p.  122
  • Precedential A-43 S4A8 p.  123
  • Procedures A-43 S4 p.  123
  • Reconsideration costs A-43 S6 p.  125
  • Remand A-43 S7 p.  125
  • Scheduling A-43 S4A11 p.  123
  • Scope A-43 S1 p.  122
  • Stays A-41 S14 p.  118
  • Streamlined arbitration A-43 S1B3 p.  122
  • Striking arbitrators A-43 S2B p.  122
  • Telephonic hearings A-43 S4D1 p.  125
  • Testimony A-43 S4A5 p.  123
  • Transcripts A-43 S4B p.  124
  • Witnesses A-43 S4A20 p.  124
  • Written decisions/distribution A-43 S5B p.  125
• Asbestos A-27 S15 p.  85
• Assessments A-30 S1B p.  90
• Attorney Fees A-44 S1 p.  125
• Awards
  • Bilingual A-18 S5 p.  61
  • Budget determination A-18 S1A p.  58
  • Conduct investigations A-18 S1D p.  59
  • Contract Awards Program A-18 S2 p.  59
  • Incentive pay system A-18 S6 p.  61
  • Information access A-18 S1B p.  58
  • Manager awards A-18 S3C p.  60
  • Non-cash awards A-18 S3E p.  60
  • Other awards A-18 S3 p.  60
  • Promotion points A-13 S5C p.  44
  • QSIs A-18 S2B p.  59
  • Suggestion awards A-18 S3D p.  60
  • Time off awards A-18 S4 p.  60
• AWOL A-32 S9 p.  96

• Back Pay A-43 S4A8 p.  123
• Ballot Boxes A-11 S1B p.  25
• Bank Time
  • Activities A-9 S2E p.  14
  • Carry over A-9 S2G3 p.  14
  • Defined A-9 S2D p.  14
  • Formula A-9 S2G2 p.  14
  • Local Utilization Plan A-9 S8 p.  18
  • Release A-9 S2P p.  16
  • Reporting A-9 S2M p.  16
  • Reports A-9 S20 p.  16
  • Requesting more A-9 S2K p.  15
  • Training A-9 S2C13 p.  14
    • A-9 S6 p.  18
• Bar Exam A-36 S5 p.  102
  • A-30 S5A p.  91
• Bargaining Unit/Coverage A-1 S1 p.  1
  • A-1 S4 p.  1
  • A-1 S6 p.  2
• Bereavement EX 34-1 p.  188
  • A-32 S5 p.  96
• Best Qualified List A-13 S6F p.  45
• Blood Donations/Drives A-53 S1 p.  141
  • A-36 S9 p.  103
• Bond Drives A-53 S1 p.  141
• Bone Marrow Donations A-36 S13 p.  103
• Braille Contracts A-11 S5A p.  26
• Breaks
  • Number/length A-28 S1 p.  86
  • Overtime A-28 S2 p.  86
  • Repetitive tasks A-28 S1B p.  86
• Budget Briefings A-8 S6 p.  12
• Building Specifications A-11 S15 p.  27
• Bulletin Boards A-11 S4 p.  25
• Business Centers A-11 S21 p.  28

• Cafeteria Access A-8 S3 p.  12
  • A-11 S9A p.  27
• Campus
  • Defined A-1 S3E p.  1
  • Details A-16 S5D p.  56
  • Employee issuances A-11 S18 p.  28
  • Flexiplace A-50 S2F4 p.  136
  • Health services A-27 S5B p.  83
  • Institutional Grievances A-42 S3A p.  120
  • OJIs A-30 S6B p.  92
  • Release/recall A-14 S1B p.  47
  • Voting A-36 S2A p.  101
• Cancer Detection A-27 S10D p.  84
• Careet Connector A-13 S3 p.  42
• Career Ladder Promotions A-13 S8 p.  45
• Career Learning Plan A-30 S2D p.  91
• Center Campus
  • Defined A-1 S3E p.  1
  • Details A-16 S5D p.  56
  • Health services A-27 S5C p.  83
    • S17 p.  85
  • OJIs A-30 S6B p.  92

• • Parking A-11 S17 p.  28
  • Release/recall A-14 S1B p.  47
• CFC A-53 S1 p.  141
• Changes in Employment Conditions A-47 p.  129
• Chapter President
  • Designation A-9 S1B1 p.  13
  • Jurisdiction A-9 S1B7 p.  13
  • Time utilization reporting A-9 S3C5 p.  17
• Check-in/Check-out Procedures A-9 S2P p.  16
• Chief steward A-9 S1B1 p.  13
• Classroom Instructors
  • Assignments A-30 S6C p.  92
  • Certification A-30 S6C p.  92
  • Selection A-30 S6B p.  92
• Clearance Letters A-5 S4L p.  7
  • A-38 S1G p.  105
  • A-39 S1H p.  109
• Commitment Letters A-8 S1B p.  10
• Commuting Area
  • CTAP EX51-1 p.  198
  • Reassignments/Realignments A-15 S1B3 p.  50
  • Travel A-29 S3E p.  87
• Competencies A-30 S2B p.  90
• Competitive Actions A-13 S2A p.  41
• Computer monitors A-27 S14C p.  85
• Computer Tracking/Performance A-12 S6G p.  35
• Confidential Employees A-1 S1 p.  1
• Continuing Legal Education A-30 S9 p.  92
• Conventional Arbitration A-43 S1B1 p.  122
• CPA Exam A-30 S5A p.  91
  • A-36 S5 p.  102
• Courtesy/Tact A-5 S7 p.  7
• Credit Hours
  • Approved locations A-23 S3H1 p.  77
  • Flexitour with credit hours A-23 S3H p.  77
  • Non-contiguous A-23 S3H6 p.  77
  • Official time activities A-9 S5A p.  17
  • Orientation sessions A-8 S1E3 p.  11
• Critical Job Elements
  • Definition A-12 S2C p.  29
  • Formal meetings A-12 S6A p.  34
    • S6D p.  34
  • Receipt/Notice A-12 S6B p.  34
  • New/Revised A-12 S7 p.  35
• CTAP
  • Briefings A-51 S6 p.  140
  • Career transition services A-51 S7 p.  140
  • Definitions EX 51-1 p.  198
  • Eligibility A-51 S2B p.  138
  • Notice A-51 S2D p.  138
  • Priority selection A-51 S3 p.  138
  • Program description A-51 S2A p.  138
  • Qualification determinations A-51 S4 p.  139
  • Vacancy notices A-51 S5 p.  140

• Debt to Agency A-53 S4 p.  141
• Deceased Employees A-53 S2 p.  141
• DEEO Committees
  • EEO counselors A-45 S2 p.  127
  • Information A-45 S3 p.  127
  • Local DEEO Committees A-45 S1 p.  125
• Defibrillators A-27 S6 p.  84
• Demotions
  • Adverse actions A-39 S1A p.  108
  • Placement actions A-13 S2A p.  41
  • Priority placement A-20 S1 p.  70
  • Unacceptable performance A-40 S1 p.  111
• Denial of Within-Grade A-17 S1 p.  57
• Departure Ratings A-12 S4A p.  30
  • A-12 S2N p.  29
• Details
  • CJEs and standards A-12 S6F p.  35
  • Defined A-16 S1A p.  55
  • Documentation A-16 S3B p.  56
  • Evaluations A-12 S6F p.  35
  • Higher graded duties A-16 S2 p.  55
  • Information A-16 S3A p.  56
  • More than sixty days A-16 S5D p.  56
  • Overseas A-16 S3D p.  56
  • Payment of expenses A-16 S5H p.  57
  • Placement actions A-13 S2A p.  41
  • Relief of other duties A-16 S3C p.  56
  • Rotational A-16 S4 p.  56
  • Seasonal employee procedures A-14 S5B p.  50
  • Sixty days or less A-16 S5D p.  56
  • Solicitation/Selection A-16 S5C p.  56
• Developmental Assignments A-25 S2 p.  81
• Direct Deposit Program A-53 S6 p.  141
• Disciplinary Actions
  • Advanced notice A-38 S5A1 p.  106
  • Alternative Discipline A-38 S2 p.  105
  • Appeals A-38 S7 p.  107
  • Arbitration A-38 S7 p.  107
  • Closed no action A-38 S1G p.  105
  • Defined A-38 S1A p.  104
  • Evidence A-38 S3 p.  106
  • Final decision A-38 S5A3 p.  106
  • Mitigating factors A-38 S1F p.  104
  • Nexus A-38 S6 p.  107
  • Off duty conduct A-38 S6 p.  107
  • Quarterly report A-38 S8B p.  108
  • Replies A-38 S5A2 p.  106
  • Sanitized documents A-38 S8A p.  108
  • Specifications A-38 S5A3 p.  106
  • Standard of proof A-38 S7F p.  108
  • Stays A-38 S7B p.  107
  • Union letter A-38 S9 p.  108
  • Union representation A-38 S1D p.  104
    • S1E p.  104

• Discrimination
  • DEEO Advisory Committees A-45 p.  125
  • Employee rights A-5 S8 p.  7
  • Grievance process A-41 S2E p.  115
  • Prohibited personnel practice A-4 S2A p.  3
• Division A-1 S3A p.  1
• Dues Withholding
  • Action and effective dates A-10 S5 p.  22
  • Back pay award A-10 S10 p.  24
  • Certification and remittance A-10 S2 p.  21
  • Disputes A-10 S8E p.  23
  • Form 1187 A-10 S1C p.  21
  • Form 1188 A-10 S5 p.  22
  • Information A-10 S11 p.  24
    • S13 p.  25
  • Non-bargaining unit positions A-10 S9 p.  24
  • Overpayments A-10 S6 p.  22
  • Processing procedures A-10 S4 p.  21
  • Revocation A-10 S5 p.  22
  • Union responsibilities A-10 S3 p.  21
  • Waivers of overpayments A-10 S6 p.  22
• Duration of Contract
  • Effective date A-54 S1A p.  142
  • Mid-term agreements A-54 S2 p.  142
  • Practices A-54 S2 p.  142
  • Reopener A-54 S3 p.  143
  • Successor agreement A-54 S1B p.  142

• E-mail
  • Computer equipment A-11 S10A p.  27
  • Union Access A-11 S14 p.  27
• Effective Date
  • Career ladder promotions A-13 S8 p.  45
  • National Agreement A-54 S1A p.  142
  • Promotions A-13 S9C p.  46
• Elections A-11 S1B p.  25
• Embedded Quality A-12 S12 p.  36
• Emergency Salary Payment A-53 S5C p.  141
• Employee Assistance Program (EAP)
  • Publicity A-27 S10D p.  84
  • Reasonable accommodation A-27 S2 p.  82
  • Sick leave A-27 S10C p.  84
  • Smoking cessation A-27 S10E p.  84
• Employee Performance Folder (EPF) A-7 S4 p.  9
• Employee Rights
  • Arrests/convictions A-5 S10 p.  7
  • Basic rights A-5 S9 p.  7
  • Clearance letters A-5 S4L p.  7
  • Corrupt employee/undercover A-5 S6 p.  7
  • Confidential communications A-5 S1C p.  5
  • Courtesy/tact A-5 S7 p.  7
  • Discrimination A-5 S8 p.  7
  • E-mail monitoring A-5 S14A p.  8
  • Grievance resolution A-5 S1B p.  5
  • Interviews/Investigations A-5 S4 p.  5
  • Last chance agreements A-5 S18 p.  8
  • Reprisal A-5 S15 p.  8
  • Resignations A-5 S5 p.  7
  • Section 1203 complaints A-5 S16 p.  8
  • Statement Analysis Questionnaire A-5 S4J p.  7
  • Telephone monitoring A-5 S14B p.  8
  • Union membership A-5 S2 p.  5
    • S3 p.  5
  • Unlawful orders A-5 S13 p.  8
  • Video surveillance A-5 S14A p.  8
• Employer Rights A-3 p.  2
• Employment Agreement A-22 S2E p.  73
• Equal Employment Opportunity
  • Alternate Dispute Resolution A-41 S2E p.  115
  • Complaints A-5 S12 p.  8
  • Counselors A-45 S2 p.  127
  • Forum A-41 S2E p.  115
  • Grievances A-41 S6D p.  116
  • Information/Statistics A-45 S3 p.  127
• Ergonomic Furniture A-27 S14 p.  85
• Evaluative Recordations A-12 S9 p.  35
• Exclusive Representative A-8 S1A p.  10
• Ex parte communications A-5 S4G p.  6
• Expedited Arbitration A-43 S1B2 p.  122
  • S4C p.  124

• Facilities and Services
  • Building specifications A-11 S15 p.  27
  • Bulletin boards A-11 S4A p.  25
    • S4B p.  26
  • Computer equipment A-11 S10 p.  27
  • Computer use A-11 S13 p.  27
    • S16 p.  28
  • Distribution of union material A-11 S4D p.  26
  • Elections/ballot boxes A-11 S1B p.  25
  • E-mail A-11 S14 p.  27
    • S16 p.  28
  • Employee information A-11 S7 p.  26
  • File cabinets A-11 S2B p.  25
  • Home mail A-11 S4G p.  26
  • Internal mail A-11 S4H p.  26
  • Intranet web site A-11 S4A2 p.  26
  • IRM changes/access A-11 S8 p.  27
  • IVT access A-11 S20 p.  28
  • Lexis/research A-11 S13 p.  27
  • Libel/slander A-11 S4E p.  26
  • Mail Slots A-11 S4F p.  26
  • Meeting Space A-11 S1A p.  25
    • S2A p.  25
    • S9B p.  27

• • NTEU announcement cards A-11 S3 p.  25
  • A-52 S3 p.  140
  • NTEU web site A-11 S19 p.  28
  • Office equipment A-11 S10 p.  27
  • Office space A-11 S10A p.  27
  • Parking A-11 S11 p.  27
  • Parking space (Union) A-11 S17 p.  28
  • Photocopier/FAX access A-11 S12 p.  27
  • Take one bins A-11 S4C p.  26
  • Telephone access A-11 S16 p.  28
  • Telephone directories A-11 S6 p.  26
  • Video equipment A-11 S2C p.  25
  • Voice mail boxes A-11 S14 p.  27
    • S16 p.  28
  • Westlaw A-11 S13 p.  27
• Family Leave
  • Annual Leave A-33 S3A2 p.  97
  • Child Care/Spousal Care A-33 S5 p.  98
  • Compensatory Time A-33 S3A2 p.  97
  • Credit Hours A-33 S3A2 p.  97
  • Exhibits 33-1 A-33 S1 p.  97
  • Family and Medical Leave Act A-33 S1 p.  97
  • Job Sharing Opportunities A-33 S6 p.  98
  • Leave Request A-33 S3B p.  97
  • Leave Without Pay A-33 S3A2 p.  97
  • Maternity Reasons A-33 S3 p.  97
  • Medical Certificate A-33 S3C p.  98
  • Modification of Duties A-33 S4 p.  98
  • Sick Leave A-33 S3A2 p.  97
  • Substitute Paid Time Off A-33 S1B p.  97
• Federal Employees Compensation Act A-27 S11A p.  84
• Financial Planning A-21 S4 p.  73
  • A-36 S12 p.  103
• First Aid Kits A-27 S6 p.  84
• First Consideration
  • Internal candidates A-13 S1B p.  40
  • POD assignments A-13 S1B p.  40
  • Vacancy announcements A-13 S1B1 p.  40
• Flexiplace
  • Credit hours A-23 S3H p.  77
  • Defined A-50 S1A p.  134
    • S1B p.  134
    • S1C p.  134
  • Eligibility A-50 S2 p.  135
  • Emergency conditions A-50 S6E p.  137
  • Employee responsibilities A-50 S5 p.  137
  • Furniture and equipment A-50 S7 p.  137
  • Information A-50 S3B p.  136
  • Inspections A-50 S4D p.  137
  • Location A-50 S1A2 p.  134
  • Management responsibilities A-50 S4 p.  136
  • Occupational criteria A-50 S2E p.  135
  • Orientation A-50 S3A p.  136
  • Return to office A-50 S1E p.  134
  • Situational criteria A-50 S2F p.  135
  • Temporary A-15 S8 p.  55
  • Time and attendance A-50 S6 p.  137
  • Work agreement A-50 S1D p.  134
  • Work reviews A-50 S4C p.  136
• Flu Shots A-27 S5A p.  83
• Forms
  • Form 1187 A-10 S1C p.  21
  • Form 1188 A-10 S5 p.  22
  • Form 3081 A-9 S3 p.  16
  • Form 3210 A-10 S3 p.  21
    • S4 p.  21
  • Form 5228 A-5 S2 p.  5
  • Form 5394 A-7 S1A p.  9
  • Form 6264 A-20 S4A p.  71
  • Form 6850-BU A-12 S4A p.  30
  • Form 8111 A-5 S4A2(e) p.  5
  • Form 8112 A-5 S4E p.  6
  • Form 9058 A-31 S1B p.  93
  • Form 9142 A-5 S4A3 p.  5
  • Form 12036 A-5 S4D p.  6
• Formal Meetings
  • Adverse actions A-39 S1D p.  108
    • S1E p.  108
  • Agendas A-8 S1A1 p.  10
  • Defined A-8 S1A p.  10
    • S1A4 p.  10
  • Disciplinary actions A-38 S1D p.  104
    • S1E p.  104
  • EEO settlement A-8 S1A6 p.  10
  • Grievances A-41 S3 p.  115
  • Interviews/investigations A-5 S4 p.  5
  • Last chance A-8 S1A6 p.  10
  • Notice A-8 S1A3 p.  10
  • Resignations A-5 S5A p.  7
  • Unacceptable performance A-40 S1D p.  112
  • Union participation A-8 S1 p.  10
• Forced Distribution of Ratings A-12 S3B p.  30
• Frequent Flyer Miles A-29 S16 p.  90
• Furloughs (lapse in appropriations) A-48 p.  133
• Furniture A-27 S14 p.  85

• Government Vehicles A-27 S7 p.  84
  • A-29 S3I p.  88
  • S10 p.  89
• Grievance Procedure (Employee)
  • Additional participants A-41 S7G p.  117
    • S13 p.  118
  • Agency grievance procedure A-41 S2D p.  115
  • Arbitration notice A-41 S9B p.  118
  • Data analysis A-41 S7I p.  117
  • Definition/scope A-41 S2A p.  114
    • S2B p.  114
  • EEO A-41 S6D p.  116

• • Exclusive representative A-41 S3 p.  115
  • Failure to prosecute A-41 S11 p.  118
  • Forum A-41 S2E p.  115
  • Freedom from restraint A-5 S1A p.  4
  • Grievability A-43 S4A7 p.  123
  • Mass grievances A-41 S5 p.  115
  • New issues A-41 S8B p.  118
  • Performance appraisals A-41 S6C p.  116
  • Responses A-41 S10D p.  118
  • Scheduling meetings A-41 S12 p.  118
  • Stays A-41 S14 p.  118
  • Steps waived A-41 S10B p.  118
  • Streamlined process A-41 S5 p.  115
  • Time limits A-41 S6 p.  116
    • S9 p.  118
  • Time limits extended A-41 S10A p.  118
  • Uniform procedure A-41 S7 p.  116
  • Witnesses A-41 S8A p.  117
• Ground Rules A-47 p.  129
  • A-54 p.  142
• Guide to Penalty Determinations A-38 S2A p.  105
  • A-39 S9 p.  111

• Hardship Relocations
  • Above journey level A-15 S5B p.  53
  • Different series A-15 S5D p.  53
  • Documentation A-15 S5G p.  53
  • Examples of hardships A-15 S5M p.  54
  • Grievances A-15 S5P p.  54
  • Pay setting A-15 S5C p.  53
  • Procedures A-15 S5 p.  53
  • Voluntary downgrade A-15 S5F p.  53
    • S5O p.  54
• Headquarters A-1 S3C p.  1
• Health Benefit Brochures A-27 S9 p.  84
• Health Plan Fairs A-27 S9C p.  84
• Health Insurance
  • Extended seasons A-22 S2H p.  74
  • Non-pay status A-53 S7 p.  141
  • Seasonal employee eligibility A-22 S2D2 p.  73
    • A-27 S12 p.  84
• Health and Safety
  • Asbestos A-27 S15 p.  85
  • Bomb threats A-27 S1E p.  82
  • Chairs A-27 S14D p.  85
  • Computer monitors A-27 S14C p.  85
    • S14F p.  85
  • Defibrillators A-27 S6 p.  84
  • Employee Assistance Program A-27 S10 p.  84
  • Ergonomic furniture A-27 S14 p.  85
  • First aid kits A-27 S6 p.  84
  • Flu shots A-27 S5 p.  83
  • Hazardous conditions/duty A-27 S1 p.  82
    • S3 p.  82
    • S14A p.  85
  • Health plan fairs A-27 S9C p.  84
  • Health units A-27 S5C p.  83
    • S17 p.  85
  • Injury on the job A-27 S11 p.  84
  • Local safety committee A-27 S4 p.  83
  • Nurses A-27 S5B p.  83
  • OSHA violations A-27 S1E p.  82
  • Pamphlet CA-550 A-27 S11B p.  84
  • Repetitive task injuries A-27 S14B p.  85
  • Reports A-27 S13 p.  84
  • Safety Officer/representatives A-27 S1D p.  82
  • Smoke free work environment A-27 S18 p.  85
  • Transporting sick employees A-27 S8 p.  84
  • Water A-27 S19 p.  85
  • Wrist rests A-27 S14C p.  85
• Higher Graded Duties A-16 S2 p.  55
• Hours of Work
  • Administrative workweek A-23 S1 p.  76
  • Alternative work schedules A-23 S3 p.  76
  • AWS agreements A-23 S2A p.  76
  • Involuntary reductions A-23 S9 p.  79
  • Shift changes A-23 S7 p.  79
  • Special tours A-23 S4 p.  78
  • Start times A-23 S8 p.  79
  • Training A-23 S6 p.  79

• Illness on the Job A-27 S8 p.  84
• Inclement Weather A-36 S3 p.  101
• Indefinite Suspensions A-39 S2C p.  109
• Injured Employees A-27 S11 p.  84
  • S16 p.  85
• Institutional Grievance Procedure
  • Defined A-42 S2A p.  119
  • Exclusivity A-42 S8 p.  121
  • Failure to prosecute A-42 S2H p.  120
  • Local Union procedure A-42 S3 p.  120
  • Meetings A-42 S2G p.  120
  • National Union procedure A-42 S4 p.  120
  • New issues A-42 S6 p.  121
  • Precedence A-42 S8 p.  121
  • Time limits A-42 S2E p.  120
  • Time limits extended A-42 S2F p.  120
• Intermittent Employees
  • Health insurance A-22 S2H1 p.  74
  • Release and Recall A-14 p.  47
• Internal Revenue Manual (IRM) A-2 S2 p.  2
  • A-11 S8 p.  27
• IRS Enter on Duty Date (IRS EOD) A-1 S3B p.  1
• Internal Union Business A-9 S2F p.  14
• Interviews/Investigations of Employees
  • Adverse actions A-39 S1E p.  108
  • Clearance letters A-5 S4L p.  7
  • Disciplinary actions A-38 S1E p.  104
  • Kalkines Warning A-5 S4E p.  6

• • Miranda rights/custodial A-5 S4C p.  6
  • Non-custodial A-5 S4D p.  6
  • Procedures A-5 S4 p.  5
  • Quarterly report A-5 S4M p.  7
  • Recording A-5 S4H p.  6
  • Selection for position A-13 S6D p.  45
  • Statement Analysis Questionnaire A-5 S4J p.  7
  • Subject matter A-5 S4A2(a) p.  5
  • Third party witness A-5 S4A p.  5
  • Unacceptable performance A-40 S1D p.  112
  • Undercover A-5 S6 p.  7
  • Union representation notice A-5 S4I p.  6

• Job Sharing A-22 S3 p.  75
  • A-33 S6 p.  98
• Job Swaps A-15 S7 p.  55
  • A-19 S5C p.  64
• Joint Committees
  • Business Improvement A-46 S5 p.  129
  • Diversity and EEO A-45 S1 p.  125
    • A-46 S3 p.  128
  • Labor-Management Relations A-46 S2 p.  127
    • S3 p.  128
    • S4 p.  128
  • Safety Advisory A-27 S4 p.  83

• Kalkines Rights A-5 S4E p.  6

• Labor-Management Relations Committee (LMRC)
  • Agendas A-46 S2A p.  127
    • S3C p.  128
  • Local LMRC A-46 S3 p.  128
  • National LMRC A-46 S2 p.  127
  • Local subcommittee A-46 S3G p.  128
  • Meetings A-46 S2A p.  127
    • S3F p.  128
  • Negotiations A-46 S4C p.  128
  • Purpose A-46 S1 p.  127
  • Travel reimbursement A-46 S2C p.  128
    • S3F p.  128
• Labor Recognition Week A-8 S3 p.  12
• Last Chance Meetings A-8 S1A6 p.  10
  • A-5 S18 p.  8
• Leases A-11 S15 p.  27
• Leave Sharing Program
  • Emergency Leave Transfer A-31 S4 p.  95
  • Leave Bank A-31 S2 p.  94
  • Leave Transfer A-31 S3 p.  94
• Leaves of Absence
  • Conditions A-35 S3 p.  100
  • Job-related study A-35 S2A p.  100
  • Political activities A-35 S2B p.  100
  • Union Officials A-35 S1 p.  100
• Literature Distribution A-11 S4 p.  25
• Local Agreements
  • AWS A-23 S2B p.  76
  • Flexiplace A-50 S8 p.  138
• Local Official Time
  • Utilization Plans A-9 S8 p.  18

• Mass Grievance A-41 S5 p.  115
• Maternity Leave A-33 S3 p.  97
• Measured Employees
  • Defined A-12 S14B p.  37
  • Efficiency criteria A-12 S18 p.  38
  • Numerical standards A-12 S14 p.  37
  • Quality criteria A-12 S17 p.  37
  • Quarterly performance summaries A-12 S15 p.  37
  • Reports A-12 S19 p.  38
  • Skill codes A-12 S20 p.  39
  • Sixty-six percent goal A-14 S3D p.  56
  • TEPS changes A-12 S21 p.  39
  • TEPS procedures A-12 S21 p.  39
• Medical Certificates
  • Confidential information A-34 S7B p.  100
  • Maternity A-33 S3 p.  97
  • Supply to medical authority A-34 S7A p.  99
• Meetings
  • Formal A-8 S1 p.  10
    • S2 p.  11
  • Space for Union A-11 S1A p.  25
    • S2A p.  25
    • S9B p.  27
• MEPS A-12 S13 p.  37
• Merit System Protection Board A-4 S4 p.  4
• • • A-39 S6A p.  110
• Mid-Term Bargaining
  • Agency Head Approval A-47 S1K p.  129
  • Briefings A-47 S1B2 p.  129
    • S2C p.  130
    • S4B1 p.  131
    • S5D4 p.  132
  • Consolidation of issues A-47 S1D p.  129
  • Disapproval A-47 S1K p.  129
  • Duration of agreements A-47 S1I p.  129
  • Effective date A-47 S1I p.  129
  • Ground rules A-47 p.  129
  • Impasse/FSIP A-47 S2G p.  131
  • Mediation A-47 S2H p.  131
    • A-15 S3 p.  52
  • National A-47 S2 p.  130
  • New proposals A-47 S1E p.  129
  • Non-negotiable proposals A-47 S1L p.  130
  • Notice A-47 S2 p.  130

• • • S4B p.  131
    • S5B p.  132
  • Proposals A-47 S2C4 p.  130
    • S5D4 p.  132
  • Publicity A-47 S1F p.  129
  • Team size A-47 S1B p.  129
  • Tentative agreements A-47 S1G p.  129
  • Travel A-9 S9 p.  18
• Military Leave A-36 S8 p.  102
• Miranda Rights A-5 S4C p.  6
• Monitoring contacts A-12 S9 p.  35

• Narratives A-12 S4 p.  30
• National Field Representatives
  • Access to Employer premises A-11 S9 p.  27
  • Grievances, arbitrations, ULPs A-9 S2E8 p.  14
• Nepotism A-4 S2G p.  4
• Non-competitive actions A-13 S2B p.  41
• Non-competitive conversion of seasonals A-13 S2C p.  41
• Non-duty status A-14 S2B p.  48
  • S3A p.  48
  • S4A p.  49
• Notices to Employees
  • Adverse action A-39 S4 p.  110
  • Annual notice of employee rights A-5 S9 p.  7
  • AWOL A-32 S9 p.  96
  • Clearance letters A-5 S4L p.  7
    • A-38 S1G p.  105
  • Conduct investigations A-5 S4A p.  5
  • Disciplinary action A-38 S5A3 p.  106
  • Leave restriction A-34 S4 p.  99
  • Notice of representational rights A-5 S4I p.  6
  • NTEU announcement cards A-52 S3 p.  140
  • Non-qualified employees A-13 S4A11 p.  43
    • A-13 S4B3 p.  43
  • Non-selected employees A-13 S7F p.  45
  • Pay statement A-52 S4 p.  140
  • Personnel notice A-52 S2 p.  140
  • Reassignment/realignment A-15 S2 p.  50
  • Release and recall A-14 p.  47
  • Separation/probationary employee A-37 S1 p.  103
  • Rosters A-13 S4B p.  43
  • Rules of conduct A-52 S5 p.  141
  • Unacceptable performance A-40 S4 p.  112
• Notification to Union
  • Adverse action A-39 S7A p.  111
  • Bank time balance A-9 S2O p.  16
  • Changes in elements and standards A-12 S7 p.  35
  • Change in position description A-26 S2 p.  81
  • Changes in working hours A-23 S1 p.  76
  • Commitment letters A-8 S1B p.  10
  • Discipline A-38 S8A p.  108
  • Formal Meetings A-8 S1A p.  10
  • Personnel policy and practices A-47 S2A p.  130
  • Reduction-in-Force A-19 p.  62
  • Release and recall lists A-14 S6 p.  50
  • Rosters A-13 S4B6 p.  43
  • Unacceptable performance A-40 S7 p.  114

• Office Closing A-36 S3A p.  101
• Office Space-Union A-11 S10A p.  27
• Official Personnel Folder (OPF) A-7 S3 p.  9
• Official Time Coordinator A-9 S2P2 p.  16
  • S8 p.  18
• Official Time For Union Officials
  • Definition A-9 S2B p.  13
  • Bank time A-9 S2E p.  14
  • Bank time allocation A-9 S2G p.  14
  • Credit hours A-9 S5A p.  17
  • Disputes A-9 S2P p.  16
    • S2K p.  15
  • Meetings with mgmt (official time) A-9 S2C p.  13
  • Meetings with mgmt/formal actions A-9 S2C p.  13
  • Official Time Coordinator A-9 S2P2 p.  16
  • Official Time reporting A-9 S3 p.  16
  • Official Time Utilization Plan A-9 S8 p.  18
  • Statutory Appeals A-9 S2C5 p.  13
  • Steward check-in/check-out A-9 S2P p.  16
    • S2Q p.  16
    • S2R p.  16
    • S2S p.  16
  • Steward designations A-9 S1B p.  13
  • Training (official time) A-9 S2C13 p.  14
  • Travel expenses A-9 S9 p.  18
  • Travel for negotiation sessions A-9 S9 p.  18
  • Umpire A-9 S2K p.  15
  • Work conflicts A-9 S4 p.  17
• Official Time Utilization Plan A-9 S8 p.  18
• Orientation of Employees A-8 S1E p.  11
  • S1F p.  11
• Organ Donations A-36 S13 p.  103
• OSHA
  • Field Counsel A-9 S2C15 p.  14
  • Violations A-27 1E p.  82
• Out-Service Training A-30 S5 p.  91
• Outside Employment Arbitration A-6 S3 p.  9
• • • A-43 p.  122
  • Disapproval A-6 S1 p.  8
  • Grievances A-6 S2 p.  8
    • A-41 p.  114
  • Seasonal employees A-6 S4 p.  9
• Overpayments
  • Employees A-53 S4 p.  141
  • Union A-10 S6 p.  22
• Overtime

• • Claims A-24 S1 p.  79
  • Compensation A-24 S5A p.  80
  • Equitable distribution A-24 S2A p.  80
  • Exempt employees A-24 S4 p.  80
  • Notice A-24 S2E p.  80
  • Release from assignment A-24 S2B p.  80
  • Records A-24 S2D p.  80
    • S5B p.  80
  • Stand-by duty A-24 S3 p.  80
  • Travel A-24 S6 p.  80
    • A-29 S1 p.  86
• Overtime Breaks A-28 S2 p.  86

• Parking A-11 S11 p.  27
  • S17 p.  28
  • A-29 S11 p.  89
• Part-time Employees
  • Child care A-33 S6 p.  98
  • Defined A-22 S3A p.  75
  • Denials A-22 S3C p.  75
  • Impact on benefits, etc. A-22 S3J p.  75
  • Opportunities/coverage A-22 S3B p.  75
  • Part-time Career Act A-22 S3D p.  75
    • S3E p.  75
  • Service credit A-22 S3H p.  75
• Paternity Leave A-33 S5 p.  98
• Pay Errors A-53 S4 p.  141
• Per Diem A-29 S3 p.  87
• Performance Appraisals
  • Ad hoc A-14 S2A6 p.  47
  • Applicability A-12 S1 p.  28
  • By whom A-12 S4 p.  30
  • Computer Tracking/Records A-12 S11 p.  36
  • Critical Elements and Standards A-12 S3 p.  30
    • S6 p.  34
    • S7 p.  35
    • S10 p.  36
  • Definitions A-12 S2 p.  28
  • Departure Ratings A-12 S4 p.  30
  • Details A-12 S6F p.  34
  • Enforcement Statistics A-12 S2 p.  28
    • S8 p.  35
  • Evaluation Date A-12 S4 p.  30
  • Evaluative Recordation A-12 S2D p.  29
    • S9 p.  35
  • Forced Distributions A-12 S3B p.  30
  • Narratives A-12 S4 p.  30
  • New Rating Levels A-12 S3C p.  30
  • Progress Reviews A-12 S2 p.  28
    • S9 p.  35
  • Rating Scale A-12 S5 p.  33
  • Rebuttals A-12 S4H p.  32
  • Submission Processing A-12 S21 p.  39
  • Standards A-12 S3 p.  30
    • S14 p.  37
  • Statistics A-12 S8 p.  35
  • Telephone Monitoring A-12 S9 p.  35
  • TEPS/Measured Employees Ratings A-12 S14 p.  37
    • S17 p.  37
    • S18 p.  38
  • Unacceptable performance A-40 p.  111
  • Union Representatives A-12 S4J p.  32
• Personnel Records
  • Access A-7 S1A p.  9
  • Authorized access A-7 S2 p.  9
  • Automation A-7 S5 p.  10
  • Delays in providing A-7 S6 p.  10
  • Employee Performance Folders A-7 S4 p.  9
  • Official Personnel Folder A-7 S3 p.  9
  • Photocopies A-7 S1B p.  9
• Position Classification A-26 p.  81
• Position Descriptions A-26 p.  81
  • A-12 S4J p.  32
  • A-12 S6 p.  34
• Posting
  • Bulletin Boards A-11 S4A p.  25
    • S4E p.  26
  • Vacancy announcements A-13 S3E p.  43
• Precedence of Law and Regulation A-2 p.  2
• Priority Consideration A-13 S11 p.  47
• Priority Placement Plan
  • Eligibility A-20 S3 p.  70
  • Registration A-20 S4 p.  71
  • Selection criteria A-20 S6 p.  72
• Probationary Employees A-37 p.  103
• Professional Dues A-30 S14 p.  93
• Prohibited Personnel Practices
  • Arbitration A-4 S4 p.  4
    • A-43 p.  122
  • Defined A-4 S2 p.  3
  • Grievances A-4 S3 p.  4
    • A-41 p.  114
  • Merit System principles A-4 Preamble p.  2
  • Personnel action A-4 S1B p.  3
• Progress Reviews A-12 S4L p.  32
• Promotion Certificates
  • Copy to Union A-13 S7B p.  45
  • Preparation A-13 S7A p.  45
  • Record keeping A-13 S7C p.  45
• Promotions
  • Application due date A-13 S4 p.  43
  • Best qualified list A-13 S6 p.  45
  • Career ladders A-13 S8 p.  45
  • Conduct investigation A-13 S9A p.  46
  • Counseling A-13 S9D p.  46
  • Coverage by Contract A-13 S2 p.  41
  • Effective date of A-13 S9C p.  46
  • First consideration A-13 S1B p.  40
  • Grievances A-13 S10 p.  46
    • S11 p.  47

• • Information Request A-13 S10 p.  46
  • Leave accrual impact A-13 S6C p.  45
  • Performance appraisal A-13 S5A1 p.  44
  • Priority consideration A-13 S11 p.  47
  • Priority order A-13 S2E p.  42
  • Qualification standards A-13 S4 p.  43
  • Records A-13 S7C p.  45
  • Remedies A-13 S11 p.  47
  • Roster A-13 S4 p.  43
  • Selective placement factors A-13 S3B p.  42
  • Vacancy announcement A-13 S3 p.  42
• Pseudonyms A-5 S17 p.  8
• Public Transportation Subsidy A-53 S10 p.  142

• Qualification Waiver A-22 S2H1 p.  74

• Ranking Procedures
  • Award points A-13 S5D p.  44
  • Multiple grades A-13 S5A p.  44
  • Performance appraisal A-13 S5A1 p.  44
  • Referral of candidates A-13 S6 p.  45
  • Wage Grades A-13 S5A p.  44
• Reasonable Accommodations
  • Qualified employees A-27 S2 p.  82
  • Training A-30 S13G p.  93
• Realignments A-15 p.  50
• Reassignments/Realignments
  • Abolished positions A-15 S4C p.  53
  • Between PODs/commuting area A-15 S2B p.  51
  • Competitive/non-competitive A-13 S2 p.  41
  • Defined A-15 S1B2 p.  50
  • Expedited dispute resolution A-15 S3 p.  52
  • Discipline A-15 S4D p.  53
  • Hardship A-15 S5 p.  53
  • Involuntary A-15 S4C2 p.  53
  • Job swaps A-15 S7 p.  55
  • Notice A-15 S2 p.  50
  • Outside commuting area A-15 S2C p.  51
  • POD assignments/first year A-15 S4B p.  52
  • Reassignment Preference Notice A-19 S5A p.  53
  • Reestablished position A-15 S4C p.  53
  • Voluntary relocation A-15 S6 p.  54
  • Within a POD A-15 S2A p.  50
• Rebuttals A-12 S4G p.  32
• Recordations
  • Defined A-12 S2D p.  29
  • Feedback A-12 S9 p.  35
  • Furnished A-12 S9A p.  35
  • Monitored contacts A-12 S9 p.  35
  • Negative feedback A-12 S9D p.  36
  • Sample A-12 S4C p.  31
  • Written response A-12 S9C p.  36
• Recruitment A-4 Preamble p.  2
• Reduction in Force
  • Expedited bargaining A-19 S4 p.  63
  • Defined A-19 S1B p.  62
  • Information A-19 S2 p.  62
  • Notice A-19 S3 p.  62
  • Reduction-in-Grade A-39 S1 p.  108
    • A-40 S1 p.  111
• Referral of Candidates
  • BQ list A-13 S6E p.  45
    • S6F p.  45
  • Interviews A-13 S6D p.  45
  • Leave balance A-13 S6C p.  45
  • Reassignment eligible A-13 S6A p.  45
  • Uniform treatment A-13 S6A p.  45
    • S6B p.  45
• Release/Recall
  • Advance notice A-14 S2B p.  48
  • Basis A-14 S1 p.  47
  • Details A-14 S5 p.  50
  • Intermittents/procedure A-14 S4 p.  49
  • Performance points A-14 S2A5 p.  47
  • Recall notice A-14 S2C p.  48
  • Seasonals/term procedure A-14 S3 p.  48
  • Separate lists A-14 S2A3 p.  47
  • Seniority points A-14 S2A4 p.  47
  • Skills A-14 S2D p.  48
  • Telephone contact A-14 S2C1(c) p.  48
  • Temporary duties A-14 S2D4 p.  48
  • Term employees A-14 2A7 p.  48
  • Ties A-14 S2A8 p.  48
  • Union notification A-14 S6 p.  50
• Religious Leave
  • Charge to annual leave A-23 S5F p.  79
  • Eligibility A-23 S5A p.  78
  • Notification A-23 S5C p.  78
  • Repayment A-23 S5E p.  79
  • Use A-23 S5D p.  78
  • Worked A-23 S5D p.  78
• Reopening Contract A-54 S3 p.  143
• Removals A-39 p.  108
  • A-40 p.  111
• Repetitive Movement Injury A-27 S14B p.  85
• Replacement Salary Checks A-53 S5 p.  141
• Reprimands A-38 p.  104
• Restroom Usage A-11 S22 p.  28
• Resignations
  • Clean record A-5 S5A p.  7
  • Involuntary A-5 S5D p.  7
  • Settlement agreements A-5 S5A p.  7
  • Union representation A-5 S5A p.  7
  • Withdrawals A-5 S5B p.  7
• Retired Stewards A-9 S1B2 p.  13
• Retirement
  • Additional programs A-21 S1 p.  72
  • Involuntary A-21 S2 p.  72

• • Retirement planning A-21 S1 p.  72
  • Withdraw A-21 S3 p.  72
• Rosters A-13 S4B p.  43
• Rotational Details A-16 S4 p.  56
• Rules of Conduct A-52 S5 p.  141

• Seasonal Employment
  • Ad hoc appraisal A-14 S2A6 p.  47
  • Annual leave A-22 S2H4 p.  74
    • A-32 S3B p.  96
  • Defined A-22 S2A p.  73
  • Details A-14 S5 p.  50
  • Health benefits A-22 S2D2 p.  73
    • A-27 S12 p.  84
  • Other work A-22 S2H p.  74
  • Release and recall A-14 p.  47
  • Seasons A-22 S2C p.  73
  • Unemployment compensation A-22 S2E7 p.  74
  • Waive minimum qualifications A-22 S2H1 p.  74
  • Work agreements A-22 S2E p.  73
• Selecting Official A-13 S6 p.  45
• Selection
  • Additional positions A-13 S7E p.  45
  • Non-selected applicants A-13 S7F p.  45
  • Promotion certificate A-13 S7A p.  45
  • Rosters A-13 S7D p.  45
• Selective Placement Factors A-13 S3B p.  42
• Senior Commissioner Representative A-1 S3D p.  1
• Sexual Preference A-5 S8 p.  7
• SharePoint A-13 S10C p.  46
• Shifts A-23 S7 p.  79
• Sick Leave
  • Abuse of Sick leave A-34 S4 p.  99
  • Advanced Sick leave A-34 S6 p.  99
  • Annual leave A-34 S5 p.  99
  • Bereavement EX 34-1 p.  188
  • Chronic conditions A-34 S4C p.  99
  • Confidential medical
  • information A-34 S7 p.  99
  • Diagnosis/prognosis A-34 S4A3 p.  99
  • Doctor's Statement A-34 S4 p.  99
  • Earning A-34 S1 p.  98
  • Use A-34 S2 p.  98
• Smoke Free Work Environment A-27 S18 p.  85
• Smoking Cessation A-27 S10E p.  84
• Stand-by Pay A-24 S3 p.  80
• Statement Analysis Questionnaire A-5 S4J p.  7
• Stays A-41 S14 p.  118
• Stewards
  • Assistant Chief Steward A-9 S1A p.  12
  • Bank time A-9 S2D p.  14
    • S2E p.  14
  • Chapter president A-9 S1 p.  12
  • Check-in/check-out A-9 S2P p.  16
  • Chief Steward A-9 S1 p.  12
  • Credit hours A-9 S5A p.  17
  • Designation A-9 S1 p.  12
  • Examinations A-9 S9C p.  20
  • FLRA proceedings A-9 S2C12 p.  13
  • Internal Union business A-9 S2F p.  14
  • Jurisdiction A-9 S1B7 p.  13
  • Number A-9 S1B1 p.  13
  • Official time A-9 S2B p.  13
    • S2C p.  13
  • Performance appraisal A-12 S4J p.  32
  • Retired A-9 S1B2 p.  13
  • Roster A-9 S1B3 p.  13
  • Telephone access A-11 S16 p.  28
  • Time reporting A-9 S3 p.  16
  • Training A-9 S2C13 p.  14
    • S6 p.  18
  • Travel-Local A-9 S9D p.  21
  • Travel and per diem A-9 S9B p.  19
  • Work conflicts A-9 S4 p.  17
• Suspensions
  • Adverse actions A-39 S2C p.  109
  • Disciplinary actions A-38 S5 p.  106
    • S6 p.  107
    • S7 p.  107

• Tax Audits A-36 S4 p.  102
• Tax Enforcement Results A-12 S2I p.  29
  • S2J p.  29
  • S8 p.  35
• TEPS
  • Defined A-12 S14A p.  37
  • Efficiency criteria A-12 S18 p.  38
  • National Ranges A-12 S20F p.  39
  • Numerical Standards A-12 S14 p.  37
  • Quality criteria A-12 S17 p.  37
  • Quarterly performance Summaries A-12 S15 p.  37
  • Reports A-12 S19 p.  38
  • TEPS procedures A-12 S21 p.  39
• Telephone Access A-11 S16 p.  28
• Temporary Promotions
  • Competitive A-13 S2A4 p.  41
  • Higher graded duties A-16 S2 p.  55
  • Non-competitive A-16 S5 p.  56
• Temporary Quarters A-29 S15 p.  90
• Third Party Witness A-5 S4 p.  5
• Time Off Awards
  • Calculated A-18 S4J p.  61
  • Charge back A-18 S4K p.  61
  • Eligibility A-18 S4C p.  61
    • S4D p.  61
  • Forfeited A-18 S4H p.  61

• • Increments A-18 S4F p.  61
    • S4G p.  61
  • Manager awards A-18 S4E p.  61
  • Purpose A-18 S4A p.  60
• Time Reporting (Stewards) A-9 S3 p.  16
• Tours of Duty
  • Defined A-22 S1 p.  73
  • Intermittent employment A-22 S4 p.  75
  • Part-time employment A-22 S3 p.  75
  • Seasonal employment A-22 S2 p.  73
• Training
  • Administrative time A-30 S2D p.  91
    • S5D p.  91
  • Assessments A-30 S1B p.  90
  • CLP A-30 S2D p.  91
  • Competencies A-30 S2B p.  90
  • Continuing education A-30 S9 p.  92
  • Correspondence courses A-30 S7 p.  92
  • Educational resources A-30 S3 p.  91
  • Funding A-30 S1A p.  90
  • Instructors/OJIs A-30 S6 p.  92
  • Lack of training defense A-30 S8 p.  92
  • On-line courses A-30 S12 p.  92
  • Out-Service training A-30 S5 p.  91
  • Overtime A-30 S13C p.  93
  • Professional dues A-30 S14 p.  93
  • Reasonable accommodations A-30 S13E p.  93
  • Reimbursement A-30 S5 p.  91
  • Reorganizations/restructuring A-30 S4 p.  91
  • Results/assessments A-30 S2C p.  90
  • Selection A-30 S6A p.  92
  • Self-directed training A-30 S2D p.  91
  • TAP A-30 S10 p.  92
  • Travel A-30 S13 p.  93
• Transfer of Function
  • CTAP coverage A-49 S2C p.  134
  • Definition A-49 S1B p.  133
  • Notification A-49 S2 p.  134
• Transportation of Ill Employees A-27 S8 p.  84
• Travel
  • Actual expenses A-29 S3C p.  87
  • Advances A-29 S2 p.  87
  • Carpools A-29 S14 p.  90
  • Cost comparison A-29 S3H3 p.  88
  • Disabled employees A-29 S12 p.  90
  • During work week A-29 S1A1 p.  86
  • Frequent flyer miles A-29 S16 p.  90
  • Gainsharing A-29 S17 p.  90
  • Government vehicles A-29 S3I p.  88
    • S10 p.  89
  • Housing A-29 S4 p.  88
  • Meals A-29 S3 p.  87
    • S6 p.  89
  • Notice A-29 S1C p.  87
  • Overtime A-29 S1A2 p.  86
    • A-24 S6 p.  80
  • Parking A-29 S11 p.  89
    • A-11 S11 p.  27
  • Per diem A-29 S3 p.  87
  • Return/non-work days A-29 S3H3 p.  88
    • S5 p.  89
  • Taxicab fares A-29 S7 p.  89
  • Transportation Subsidy A-53 S10 p.  142
  • Training A-30 S13 p.  93
  • Unusual circumstances A-29 S4B p.  88
• Travel Gainsharing A-29 S17 p.  90
• Tuition Assistance Program A-30 S10 p.  92

• Unacceptable Performance
  • Appeals A-40 S6 p.  113
  • Arbitration A-40 S6 p.  113
  • Decision A-40 S4A p.  112
  • Definition A-40 S1A p.  111
  • Evidence A-40 S5 p.  113
  • Grievances A-40 S2B p.  112
  • Improvement plan A-40 S1C1(b) p.  112
    • S2A2 p.  112
  • Notice A-40 S1C1(a) p.  112
    • S2A p.  112
  • Oral/written reply A-40 S3C p.  112
  • Sanitized documents A-40 S7 p.  114
    • S9 p.  114
  • Specifications A-40 S4A p.  112
  • Transcripts A-40 S3D p.  112
  • Union copies A-40 S7 p.  114
  • Union letter A-40 S8 p.  114
• Undercover Investigations A-5 S6 p.  7
• Unfair Labor Practices A-9 S2C2 p.  13
  • A-17 S4A p.  57
  • A-41 S1C p.  114
  • A-43 S4B1 p.  124
• Union Office A-11 S10 p.  27
• Union Rights
  • Budget briefings A-8 S6 p.  12
  • Chapters/Chapter boundaries A-8 S1H p.  11
  • Commitment letters A-8 S1B p.  10
    • S1C p.  10
  • Contact lists A-8 S1H p.  11
  • Formal meetings A-8 S1 p.  10
  • Labor Recognition Week A-8 S3 p.  12
  • Last chance meetings A-8 S1A6 p.  10
  • Newsletters A-8 S5 p.  12
  • Notice/agenda formal meetings A-8 S1A1 p.  10
  • Orientations A-8 S1A4 p.  10
    • S1E p.  11
    • S1F p.  11
  • Refuse to represent employees A-8 S4 p.  12
  • Settlement discussion A-8 S1A6 p.  10

• • Surveys A-8 S8 p.  12
  • Training classes A-8 S1G p.  11
  • Union video A-8 S1E p.  11
  • Work Plans and studies A-8 S8C p.  12
• Unlawful Order A-5 S13 p.  8
• Unmanageable Inventory A-25 S1 p.  80
• Use or Lose Leave A-32 S1B p.  95
  • A-48 S2 p.  133

• Vacancy Announcements
  • Cancellation A-13 S3F p.  43
  • Copies to Union A-13 S3D p.  42
  • Content requirements A-13 S3A p.  42
  • Extensions A-13 S3C p.  42
  • Modification to qualifications A-13 S3G p.  43
  • Posting A-13 S3D p.  42
    • S3E p.  43
  • Selective placement factors A-13 S3B p.  42
• Vehicle Repair A-36 S7 p.  102
• VERA/VSIP A-19 S5B p.  64
• Video Conferences (IVT) A-11 S20 p.  28
• Video Equipment A-11 S2C p.  25
• Video Surveillance A-5 S14A p.  8
• Voice Mail A-11 S14 p.  27
• Voluntary Relocation Program A-15 S6 p.  54
• Voluntary Relocation Incentive A-19 S5E p.  65
• Volunteer Activities A-36 S11 p.  103
• Voting A-36 S2 p.  101

• Waiver of Overpayment
  • Employee A-53 S9 p.  141
  • Union A-10 S6 p.  22
• Web Sites
  • Intranet A-11 S4A2 p.  26
  • Intranet access to NTEU web site A-11 S19 p.  28
  • Libel/slander A-11 S4E p.  26
  • Link to information A-2 S3 p.  2
• Whistleblowing A-4 S2 p.  3
  • A-5 S15 p.  8
• Within-Grade Increases A-17 p.  57
• Witnesses
  • Arbitration A-43 S4A3 p.  123
  • Grievances A-41 S8A p.  118
  • Official time A-9 S9C p.  20
  • Third party A-5 S4A1 p.  5
  • Travel A-9 S9C p.  20
• Worker's Compensation A-27 S11 p.  84
• Workload Management
  • Developmental assignments A-25 S2 p.  81
  • Group Secretaries/two groups A-25 S4 p.  81
  • Temporary group clerks A-25 S3 p.  81
  • Unmanageable inventory A-25 S1 p.  80
• Work Schedules
  • Definition A-22 S1 p.  73
  • Information Sharing A-22 S5 p.  76
    • A-8 S8C p.  12
  • Intermittent employment A-22 S4 p.  75
  • Job sharing A-22 S3 p.  75
  • Part-time employment A-22 S3 p.  75
  • Seasonal employment A-22 S2 p.  73