ENVIRONMENTAL DIFFERENTIAL PAY Sample Clauses

ENVIRONMENTAL DIFFERENTIAL PAY. HAZARD DUTY PAY ENERGY CONSERVATION

ENVIRONMENTAL DIFFERENTIAL PAY. Section 1. The Employer and the Union will have as their objective the elimination or reduction to the lowest possible level of all hazards, physical hardships, and working conditions of an unusual nature. When such action does not eliminate or reduce the unusual nature of the situation, an environmental differential will be paid, if it meets the criteria in existing regulations. Section 2. When the Union determines a local work situation not previously covered warrants coverage, it will notify the Directorate of Personnel of the title, location of the position(s), and the nature of the exposure. The Employer will issue a written decision on the matter within eight (8) workdays of the receipt of the Union's position. Within twelve (12) workdays of the Employer's position, the Union may request to negotiate. Section 3. When the Employer determines that a local work situation that is presently receiving the differential, is such that it should be excluded from coverage, the Employer will notify the Union of the title and location of the position(s) and the justification for exclusion from coverage. At the request of the Union, the parties will meet for the purpose of negotiating on the issue. The Union’s request for a meeting will be submitted to the Directorate of Personnel within twelve (12) workdays of receipt of the Employer’s notification. The Directorate of Personnel will issue a written decision on the matter within eight (8) workdays of the meeting. If this decision is not acceptable to the Union, the matter becomes grievable. Section 4. When the Union or Employer considers that there is a need to establish additional categories to 5 CFR Part 532, Subpart E, Section 511, they will discuss the proposal for the purpose of jointly preparing a request to establish the new category. If the parties cannot agree upon a joint request, either or both may prepare individual replies for transmittal by the Employer through Department of Army channels to the Office of Personnel Management for approval/disapproval. The Union will be provided a complete copy of the transmittal. Section 5. Assignments to perform hazardous duty will be equitably distributed within the organizational unit where hazardous work is being performed. Environmental (hazard) pay rosters will be maintained by the supervisor and made available to an Employee or ▇▇▇▇▇▇▇. Section 6. GS/WG Employees will receive hazardous duty pay for irregular or intermittent hazardous duty pursuant to applicabl...

ENVIRONMENTAL DIFFERENTIAL PAY. Section 1. In accordance with applicable regulations regarding hazard or Environmental differential, the Employer will compensate employees performing covered duties similar to those listed in FPM Supplement 990-2, Book 550 and FPM 532-2, Subchapter S-8 and Appendix J. Section 2. When the Union considers a local work situation to warrant coverage under payable categories of references cited in Section 1 above, it will notify the Civilian Personnel Office in writing. Such notification will include the title and location of the position and nature of the exposure so as to show clearly the situation that may warrant Environmental Differential. Section 3. When the Union considers that there is a need to establish additional categories to Appendix J of FPM Supplement 532--2, for which an Environmental Differential should be paid it will notify the Civilian Personnel Office in writing. Each request for an addition to a category in Appendix J, FPM Supplement 532-2 will include information about the hazard, physical hardship, or working condition showing: (a) the nature of the exposure so as to clearly show that the hazard, physical hardship, or working condition which results from that exposure is of an unusually severe nature; (b) the degree to which the employee is exposed to the hazard, physical hardship, or working condition of an unusually severe nature; (c) the period of time during which the exposure will continue to exist; (d) the degree to which control may be exercised over the physical hardship, hazard, or working condition of an unusually severe nature; and (e) the rate of environmental differential recommended to be established. Upon receipt and review, the action is then forwarded to the appropriate approving official.

ENVIRONMENTAL DIFFERENTIAL PAY. SECTION 1. The Employer and the Union will have as their objective the elimination or reduction to the lowest possible level of all hazards, physical hardships, and working conditions of an unusual nature. When such action does not eliminate or reduce the unusual nature of the situation, an environmental differential will be paid, if it meets the criteria in existing regulations. SECTION 2. Environmental Differential Pay (EDP) will be paid in accordance with applicable laws, rules, and regulations. Employees will be paid Hazardous Duty Pay (HDP) in accordance with applicable laws, rules, and regulations. Assignments to perform hazardous duty will be equitably distributed amongst qualified employees, when possible. First consideration will be given to employees within the organizational element where hazardous work is normally performed. Employees who are exposed to chemical or toxic hazards shall be paid EDP or HDP, if exposed to the hazard in excess of the permissible exposure limits set by OSHA. SECTION 3. When the Union determines a local environmental or hazardous work situation not previously covered warrants a differential pay, it will notify the CPO of the title, location of the position(s), and the nature of the exposure. The Employer will notify the union when the position in question has been submitted for initial review and will provide updates as requested by the union. Back Pay shall be paid in accordance with the current laws and regulations. SECTION 4. The Union and the Employer agree that it is the responsibility of all personnel to report any hazards to appropriate authority (e.g., the line of supervision, Unit Safety Manager, or Safety Officer). When hazardous conditions (e.g., exposure to asbestos) are detected, management shall immediately take necessary action (e.g., eliminate, reduce, cease operations, and/or withdraw personnel). Notice of the hazard shall be posted in accordance with applicable laws and regulations.

ENVIRONMENTAL DIFFERENTIAL PAY. Section 1. The Employer shall have as its objective the elimination or reduction to the lowest level possible of all hazards, physical hardships, and working conditions of an unusually severe nature. When such action does not overcome the unusually severe nature of the hazard, physical hardship, or working condition, an environmental differential may be warranted. Even though the environmental differential is authorized, there is the responsibility to initiate continuing positive action to eliminate danger and risk which contribute to or cause the hazard, physical hardship, or working condition of unusually severe nature. The existence of environmental differentials is not intended to condone work practices which circumvent Federal safety law, rules, and regulations. Section 2. For the purpose of this Section, "environmental differential" means additional pay authorized as specified in regulations for a category of situations involving exposure to a hazard, physical hardship, or working condition of an unusually severe nature. Environmental differential pay is not authorized for hazards, physical hardships, or working conditions which are an integral or inherent part of a job, constitute the reason for the job and are taken into consideration in the job grading process. Section 3. An environmental differential will be paid to Employees in local work situations in accordance with Federal statute, Code of Federal Regulations, and rules, i.e., classification standards that have been approved by the appropriate regulatory procedures. Section 4. The Employer will notify Employees when their work assignments have been approved for payment of an environmental differential. If at any time during a job assignment an Employee feels that environmental pay may be warranted, the Employee should call the matter to the attention of the Employer who shall advise the Employee whether the specific work situation is presently approved for environmental differential pay. If the situation is not presently approved for environmental differential pay but is considered to be of an unusually severe nature, the Employer shall submit a written request for evaluation of the situation to determine if environmental differential pay is warranted. The Employee shall have the right to be represented by the shop ▇▇▇▇▇▇▇ when discussing the matter of environmental differential pay in connection with the Employee’s work assignment. Section 5. When a new, unapproved job-related hazard or envi...

ENVIRONMENTAL DIFFERENTIAL PAY. Section 1: Environmental Differential Pay (EDP) will be paid in accordance with appropriate regulations. Each case involving EDP will be investigated by the Employer’s Safety Representative to determine the extent of the hazard and if the situation may be abated. When the Employer’s action cannot overcome the nature of the hazard, physical hardship or working conditions, an environmental or hazardous differential may be warranted. Section 2: The Employer will be responsible for seeking information and clarification on proposed additions and/or changes to environmental differential coverage not clearly resolved by reference to appropriate regulations. In those cases where corrective action does not practically eliminate the unusual severity of the hazards, physical hardships, and working conditions, the Employer will assure that employees exposed to these conditions are properly compensated in keeping with government-wide regulations, as permitted by 5 CFR 532.511. Section 3: The Employer agrees to appoint one (1) Union representative and one (1) alternate, selected by the Union President, to the 189AW EDP Committee. This committee will meet semi- annually, or as required. Requests to disapprove or discontinue EDP will be reviewed by the EDP Committee and a recommendation forwarded to HRO for approval. The HRO is the final approval/disapproval authority for EDP.

ENVIRONMENTAL DIFFERENTIAL PAY. (Unchanged)

ENVIRONMENTAL DIFFERENTIAL PAY. 13.1. When the UNION determines that a local work situation may warrant coverage under payable categories of Environmental Differential Pay, in accordance with government wide regulations applicable at the time, (currently Appendix A, 5 CFR 532, Subpart E (Wage Grade), or Appendix A, 5 CFR 550, Subpart 1) (General Schedule), it will notify the Civilian Personnel Officer of the title and location of the position(s). The notice will detail the nature of the exposure so as to show clearly that the hazard, physical hardship, or working condition which results from that exposure meets the conditions set forth in the CFR’s. Within fifteen (15) calendar days of the receipt of the UNION’s position, the parties will meet for the purpose of consulting on the issue. If the EMPLOYER’s decision on the matter is not acceptable to the UNION, the UNION may elect to file a grievance following the procedures within this agreement. 13.2. When a determination is made that a job or jobs are no longer entitled to EDP or there is a need to decrease the pay of the employees, the EMPLOYER shall notify the UNION in advance and provide the UNION the opportunity to negotiate as appropriate.

ENVIRONMENTAL DIFFERENTIAL PAY. The employer will make additional payments to employees engaged in hazardous work or under special environmental conditions as prescribed in law. In the event the parties agree there are no comparable guides for a particular task, action will be initiated to establish an additional category to the applicable directives covering Environmental Differential Pay.