be initiated at the level of division head or the Joint Grievance Committee, as appropriate.

SECTION 9. Expeditious Handling. The parties agree that they will handle grievances in an expeditious manner and abide by the time limits set forth in this agreement. If these time limits are not met, the grievance will move to the next step as provided in Section 10 of this Article.

SECTION 10. Steps in the Procedure.

a. Step 1.-Within 15 days after the employee, or the exclusive representative, becomes aware of the matter from which the grievance arises, the grievant will present the grievance in writing on the standard grievance form to his immediate supervisor. The supervisor and the grievant accompanied by the union representative will meet as expeditiously as possible, but in no event more than 5 work days after the presentation of the grievance. The supervisor will provide his written response within 5 working days after the meeting.

b. Step 2.-If the grievance is not resolved at Step 1 or there is no response in the time limit set above, the grievant may submit the grievance to his division head not more than 5 working days after receipt of his immediate supervisor's written response. The division head will meet with the grievant, who may be accompanied by no more than 2 union representatives within 5 working days after his receipt of the grievance. The division head will provide his written response within 5 working days after the meeting.

c. Step 3.-If the grievance is not resolved at Step 2 or there is no response in the time limit set above, the grievant or the union may submit the grievance to the Director, Labor and Employee Relations Service not more than 5 working days after

the receipt of the division head's written response. A Joint Grievance Committee will be established which will consist of three union representatives, appointed by the President of the union involved, and three management officials. It will meet within 15 days after submission of the grievance to attempt to resolve the matter. Any decision reached by the Committee must be in accordance with applicable laws, regulations and/or labor-management agreements. The decision of the committee will be issued within 10 days after the meeting, unless a longer period is mutually agreed upon.

If correspondence relating to a grievance is transmitted by mail, the date of postmark shall constitute the filing date.

d. Step 4.

(1) If the grievance is not resolved at Step 3 or there is no response in the time limit set forth above, the union may inform the Director, Labor and Employee Relations Service of its decision to proceed to arbitration. This written statement must be submitted to the Director within 30 days after the decision of the Joint Grievance Committee. If management is the grievant, it may inform the union in writing of its decision to proceed to arbitration within 30 days after the decision of the Joint Grievance Committee.

(2) Either the union or the Director, Labor and Employee Relations may submit a request to the Federal Mediation and Conciliation Service (FMCS) for a list of seven arbitrators from which a mutually acceptable arbitrator will be selected. The parties may also, by mutual agreement, select an arbitrator from any other appropriate

source.

(3) If the parties are unable to agree upon an arbitrator from the list, the parties will alternately delete one name from the list until one person remains, who will then become the arbitrator. First selection by toss of coin. If either party refuses to take part in selecting an arbitrator, the FMCS will be empowered to select.

(4) The arbitration hearing will take place within 4 months after filing of the notice of decision to proceed to arbitration, unless the parties mutually agree to an extension of the time limit. SECTION 11. Arbitration.

a. Arbitration will extend only to grievances unresolved under the procedures outlined in Section 10 above, which are otherwise arbitrable. It will not extend to changes or proposed changes in language of the labor-management agreement between GPO and an exclusive representative or between GPO and the Joint Council of Unions. The determination of the arbitrability of any grievance is the first thing to be determined by the arbitrator. If possible, he will make this determination prior to his hearing evidence on the merits of the grievance.

b. The parties will stipulate the issue to be submitted to the arbitrator. If the parties cannot agree on a stipulation, then each side will present its definition of the issue and the arbitrator will make a determination of the issue at the close of the hearing after hearing all of the evidence.

c. An arbitrator's decision will be based on the entire record of the case.

d. An arbitrator will make no award effecting a change, modification, addition or deletion to a labor-management agreement.

e. An arbitrator will render his decision as quickly as possible, but not later than 30 calendar days after the close of the record.

f. The union and the GPO will each pay one-half of the cost of the arbitration. The GPO will make available its existing facilities for the conduct of an arbitration unless either party requests a neutral site which is within 1⁄2 mile radius of GPO, in which case the expenses will be equally shared.

g. Arbitration hearings will normally be held during regular day shift hours of the normal workweek. The grievant(s), no more than two duty status union representatives and employee witnesses who have direct knowledge of the circumstances bearing on the case will be given reasonable amounts of official time to participate in the hearing.

ARTICLE VIII

CORRECTIVE ACTIONS

SECTION 1. A corrective action is an action taken by management against an employee, who has completed his probationary period, in an attempt to correct a conduct or a performance problem. Such actions consist of verbal warnings, letters of warning, suspensions, reductions in grade or pay for cause, or removals.

SECTION 2. a. When an employee's conduct is such that potential corrective action is indicated, the supervisor may counsel the employee involved prior to initiating corrective action with regard to his conduct, attempting to make later corrective actions unnecessary. In the event the supervisor believes such counseling has not resolved the problem, he may

refer the employee to the division head for further counseling.

b. In the event that retention of an employee in an active duty status may be injurious to the employee, his fellow employees, the general public, or may result in damage to government property, or is detrimental to the interests of the government, counseling prior to such corrective action may not be possible. In that event, the supervisor must inform the employee of his rights under the corrective procedures.

SECTION 3. Corrective actions shall only be taken for just cause.

SECTION 4. Corrective actions should be initiated by a GPO official within a reasonable period of time after knowledge of the alleged infraction or circumstances.

SECTION 5. When the GPO issues a Form 2021 concerning a corrective action, the union president or his designee will be informed of such issuance by the Labor and Employee Relations Service.

SECTION 6. Except for a verbal warning, an employee will be informed in writing of the specific offenses, infractions, or violations for which he is charged.

SECTION 7. Upon written request, the Employee Relations Branch will provide the employee or his designated representative the right to review and/or obtain, free of charge, a copy of the complete file of charges and evidence in all corrective actions.

SECTION 8. a. The following files will be maintained relating to a corrective action:

1. Letter of Warning and Standard Form 50's in the Official Personnel Folder (OPF).

2. The corrective action file(s) in the Employee Relations Branch.

3. Supervisory records.