U.S. Office of Personnel Management - Ensuring the Federal Government has an effective civilian workforce

ALTERNATIVE WORK SCHEDULES

ALTERNATIVE WORK SCHEDULES . . . ADVERSE AGENCY IMPACT

Department of the Interior, Bureau of Reclamation, Boulder City, Nevada and Local 1978, American Federation of Government Employees, AFL-CIO, Case No. 01 FSIP 97, May 24, 2001 (Release No. 440).

The AGENCY proposed the termination of a 4-10 compressed schedule for tour guides at the Hoover Dam because it had an adverse agency impact, i.e., the schedule restricted its "ability to increase productivity and the level of service provided to customers...."

The UNION proposed that the Agency should continue the 4-10 compressed because of the benefits to the tour guides whose jobs are arduous and taxing--walking up and down large stairwells and working with large crowds in extreme hot and cold temperatures. Termination of the schedule would also adversely impact employee moral, and increase commuting time and child care expenses.

The PANEL concluded the 4-10 compressed schedule for tour guides causes an adverse agency impact and ordered that it be terminated.

ALTERNATIVE WORK SCHEDULES . . . ADVERSE AGENCY IMPACT

Department of Justice, Federal Bureau of Prisons, Federal Correctional Institution, Waseca, Minnesota and Local 801, American Federation of Government Employees, AFL-CIO, Case No. 01 FSIP 128, September 14, 2001 (Release No. 443).

The AGENCY found that the 5-4/9 compressed work schedule proposed for four fabric worker supervisors (FWS) and one material handler supervisor (MHS) would likely have an adverse agency impact (reduction of productivity and increased cost of operations) and decided not to establish the proposed schedule.

The UNION proposed the following 5-4/9 compressed schedule for the employees: FWSs would work eight days from 6:30 a.m. to 4 p.m. and one day from 7:30 a.m. to 4 p.m., with either Monday or Friday off. MHSs would work eight days from 6:30 a.m. to 4 p.m. and one day from 7 a.m. to 3:30 p.m., with the second Friday of the pay period off. The schedules of FWSs and MHSs would be adjusted so they would be off on Thursday when a Federal holiday falls on Friday and the day off would be Tuesday when a holiday falls on Monday; and their compressed schedules would revert to a traditional schedule when necessary during training.

The PANEL ordered the parties to negotiate over the UNION's proposal.

ALTERNATIVE WORK SCHEDULES

Department of Justice, Federal Bureau of Prisons, Federal Correctional Institution, Talladega, Alabama and Local 3844, American Federation of Government Employees, AFL-CIO, Case No. 00 FSIP 160, February 114, 2001 (Release No. 438).

The AGENCY proposed that:

1. Under a 4-10 compressed work schedule, two drug treatment specialists (DTSs) could be off on Mondays, one on Tuesdays, one on Wednesdays, and one (the DTS who works inside the fence at the medium security facility) on Fridays.

2. Except for the DTS assigned to the post inside the Federal Correctional Institution, the schedule would rotate quarterly.

3. Initial assignments would be based on seniority; and employees would rotate through the schedule from the top down.

4. The hours of the schedule would be "from 7:30 a.m. to 6 p.m., except on the day preceding an employee's day off, when the employee would work a late night from 9:30 a.m. to 8 p.m." (EXCEPT, the second employee with Mondays off would work a late night on Wednesday.)

The UNION proposed that "three DTSs work from 6:30 a.m. to 5:00 p.m. Mondays through Thursdays, with off days on Fridays, Saturdays, and Sundays, and that two DTSs work from 7:30 a.m. to 6:00 p.m. Tuesdays through Fridays with off days on Saturdays, Sundays, and Mondays."

The PANEL ordered the parties to adopt the following:

Two DTS employees will have Mondays off, one will have Tuesdays off, and two, one of whom will be the DTS employee "inside the fence" will have Fridays off. The schedule will be rotated quarterly with the exception of the employee inside the fence who will remain assigned to the inside FCI post at the request of the Union. Initial assignments will be assigned by seniority preference. DTS staff on the [4-10] schedule will then rotate through the schedule from the top down. The normal 10-hour workday will be from 7:30 a.m. to 6:00 p.m., except on the day preceding an employee's day off, when the employee would work a late night from 9:30 a.m. to 8:00 p.m. The sole exception to this late night schedule would be the second employee with Mondays off who will work a late night on Wednesdays, and the second employee with Fridays off who will work a late night on Tuesdays.

Six months after the CWS is implemented the parties will review the effectiveness of the schedule with periodic evaluations thereafter so long as the schedule is in effect as per Program Statement 3000.02, chapter 6.

At the end of the [six]-month trial and each [six] months thereafter the parties will review the effectiveness of late night scheduling to determine its continuation. If determined at a later date that the need for late night staff is not a necessity, AWS/CWS with late night coverage will be converted to covered hours no later than 6:00 p.m.

Holidays: The staff member will receive the same hours of holiday pay as the hours normally scheduled to be worked on that day. In accordance with 5 U.S.C. § 6103(b) and OPM's Handbook on Alternative Work Schedules, the time and attendance record will reflect the number of hours the employee was scheduled as holiday off if the employee does not work the holiday. [Bold in original.]

Leave: When an employee is approved for a day of sick or annual leave, the staff member will be charged leave for the number of hours he or she was scheduled to work that day. [Bold in original.]

Evaluation Procedures: All data to be used in monitoring the effects of the compressed schedule will be provided to the Union prior to implementation. [Bold in original.]

The Union representative will be given an active role in the agency's collection and evaluation of data used to monitor the effects of the implemented schedule.

The Union and management agree to meet regularly and/or when necessary for the purpose of addressing the development of adverse effects, substantiated by collected data. The intent of these meetings is to consider implementing corrective actions, short of revocation of the schedule, to deal with possible adverse effects.

Management will provide the Union with a copy of all information that will be provided to the Office of General Counsel for the purpose of determining an adverse effect, if applicable. This will be done prior to any changes in the schedule.

ALTERNATIVE WORK SCHEDULES

Department of the Air Force, McGuire Air Force Base, McGuire AFB, New Jersey and Local 1778, American Federation of Government Employees, AFL-CIO, Case No. 01 FSIP 38, April 2, 2001 (Release No. 439).

The AGENCY proposed that employees who work in the Isochronal Inspection Operations (ISO) remain on the 5-4/9 compressed work schedule. Under this schedule, the employees' worked from 7 a.m. to 4:45 p.m., with a 45 minute lunch break from 11:30 a.m. to 12:15 p.m. and two 15 minute rest breaks.

Basically, the UNION proposed that:

1. Six of the seven employees assigned to ISO work a 4-10 CWS, starting at 6:30 a.m. and ending at 5 p.m. Two employees would be off on Mondays, two would be off on Wednesdays, and two would be off on Fridays. Lunch break would be from 11 to 11:30 a.m.; and employees would take two 15-minute rest breaks at 9 a.m. and 2 p.m., and one 7-minute break at 3:30 p.m.

2. One employee would be permitted to work a flexible schedule, Monday through Friday, from 6:30 a.m. to 3 p.m. The lunch break and two 15-minute rest breaks would be at the same times as breaks for employees working under a 4-10 CWS.

3. Credit hours could be earned, with supervisory approval, by employees who work a flexible schedule.

4. Employees could be able to request compensatory time off in lieu of overtime pay, when overtime has been worked.

5. Sign in/out sheets would be used to account for time or, in the alternative, the ISO Flight Chief could be assigned to the 4-10 CWS to monitor time and attendance.

6. Employees who would suffer a personal hardship by working under a CWS either would be reassigned or excused from working a compressed schedule.

g. The Employer would take into consideration employees' responsibilities for child care, elder care or the care of disabled family members in its review of hardship exemption requests.

The PANEL ordered the parties to adopt the UNION's proposal.

ALTERNATIVE WORK SCHEDULES

Department of Justice, Federal Bureau of Prisons, Federal Correctional Institution, Waseca, Minnesota and Local 801, American Federation of Government Employees, AFL-CIO, Case No. 01 FSIP 44, April 2, 2001 (Release No. 439).

The UNION proposed the following:

a. The Facilities bargaining unit staff members will be offered three work schedules. They will have only one opportunity to select a compressed work schedule. A[n] employee may select to work a [4-10]-hour schedule with either Monday, Wednesday, Thursday, or Friday off. These days will be equitably rotated quarterly. A[n] employee may select to work a 5-4/9 compressed work schedule with Monday or Fridays off. These days will be equitably rotated quarterly. Those employees not selecting either compressed work schedule will remain on 5/8. [Bold in original.]

The hours of work for the [4-10] CWS will be 6 a.m. until 4:30 p.m. The hours of work for the 5-4/9 CWS will be 6 a.m. until 3:30 p.m. Those staff that wish to remain on a five day work week, their hours will remain 7 a.m. until 3:30 p.m.

b. When a staff member who is on a CWS has to attend Bureau[-] sponsored training, he/she will revert to 5/8-hour days, Monday through Friday, if necessary to accomplish said training. The parties agree that there may be times when said training can be accomplished without reverting back to a [five] day work week, for example, if training is scheduled Tuesday through Friday. [Bold in original.]

c. This schedule will begin no later than 30 days from the date of signing or the next pay period after OGC approves the agreed schedule. The CWS will be re-evaluated after [six] months by both the Union and Management. Management and the Union agree to discuss any perceived problems by either party. Management agrees to provide any documentation, data, or other evidence to the Union in a timely manner as problems occur prior to declaring any adverse agency impact. Both parties agree that they will attempt to correct any perceived problems prior to the completion of the [six]-month trial period. [Bold in original.]

d. Management will request a waiver from Central Office authorizing the Facilities Department to issue tools between the hours of 3:15 p.m. and 4:15 [p]m. within 5 (Five) working days. If this waiver [cannot] be obtained within thirty (30) calendar days, management will determine a means to make available class B tools. [Bold in original.]

The AGENCY proposed the following:

a.. The Facilities bargaining unit staff members will be allowed three work schedules, a [4-10] schedule, a 5-4/9 schedule, and a 5/8 schedule. The week days scheduled off will be limited to a total number of three staff on Monday, three staff on Wednesday, three staff on Thursday, and three staff on Friday, at the election of management. This determination will be based on, but not limited to, job skills and seniority. [Bold in original.] The hours of work for the [4-10] CWS will be 6 a.m. until 4:30 p.m. The hours of work for the 5-4/9 CWS will be 6 a.m. until 3:30 p.m. Those staff that wish to remain on a five day work week, their hours will remain 7 a.m. until 3:30 p.m. They will have only one opportunity to select a compressed work schedule.

b. When a Facilities Department staff member has to attend training, management will notify the union shop steward if it is determined, based upon legitimate needs of the institution, whether a staff member on a CWS will revert to a 5/8 schedule. [Bold in original.]

c. This schedule will begin no later than 30 days from the date of signing or the next pay period after OGC approves the agreed schedule. The CWS will be re-evaluated after [six] and 12 months by both the Union and Management. Management and the Union agree to discuss any perceived problems by either party. Management agrees to provide any documentation, data, or other evidence to the Union in a timely manner as problems occur and prior to declaring any adverse agency impact. Both parties agree that they will attempt to correct any perceived problems at the completion of the [six] and 12-month trial periods. [Bold in original.]

The PANEL ordered the parties to adopt the following:

1. The Facilities bargaining unit staff members will be allowed three work schedules, a [4-10], a 5-4/9, and a 5/8 schedule. They will have one opportunity to select a compressed work schedule. House of work for the [4-10] schedule will be 6 a.m. to 4:30 p.m., with scheduled days off limited to a maximum of three employees each on Monday, Wednesday, Thursday, and Friday. The hours of work for the 5-4/9 schedule will be 6 a.m. to 3:30 p.m., with Mondays and Fridays as days off. Selection of a specific CWS or day off will be cased on seniority and job skills, i.e., if more than three employees select a particular off day, the three employees who are more senior and do not have required skills would get that off day. Days off under both CWS schedules will be equitably rotated quarterly. Those employees not selecting either CWS will remain on a [five]-day work schedule from 7 a.m. to 3:30 p.m.

2. When a Facilities Department staff person has to attend work-related training, the employee will convert to a [five], [eight]-hour day, Monday through Friday schedule, if necessary to accomplish said training. The parties understand that occasions may arise where the CWS must be temporarily suspended during training periods as a result of unusual workload needs, operational exigencies, or low staffing levels. The Employer shall make every reasonable effort to avoid suspension of an employee's CWS.

3. This schedule will begin no later than 30 days from the date of signing or the next pay period after OGC approves the agreed schedule. The CWS will be re-evaluated after [six] months by both the Union and Management. Management and the Union agree to discuss any perceived problems by either party. Management agrees to provide any documentation, data, or other evidence to the Union in a timely manner as problems occur prior to declaring any adverse agency impact. Both parties agree that they will attempt to correct any perceived problems prior to the completion of the [six]-month trial period.

4. Management will request a waiver from [the] Central Office authorizing the Facilities Department to issue tools between the hours of 3:15 p.m. and 4:15 p.m. within [five] working days. If this waiver cannot be obtained within 30 calendar days, management will determine a means to make available class B tools.

ALTERNATIVE WORK SCHEDULES

Department of Justice, Federal Bureau of Prisons, Federal Correctional Institution and Federal Detention Center, Oakdale, Louisiana and Locals 1007 and 3957, American Federation of Government Employees, AFL-CIO, Case Nos. 01 FSIP 67, 68, 108, and 109, June 27, 2001 (Release No. 441).

Facilities Foremen (Case Nos. 01 FSIP 67 and 68)

The UNION proposed that:

1. Half the facilities foremen would work a 4-10 compressed schedule (Monday through Thursday from 6 a.m. to 4:30 p.m.) and the other half would work the same hours Tuesday through Friday.

2. Employees working the Monday through Thursday compressed schedule would have Friday, Saturday, and Sunday off. Those working Tuesday through Friday would have Saturday, Sunday, and Monday off.

3. Days off would rotate as follows:

Monday[s] and Friday[s]...off will be rotated on a monthly basis, unless otherwise agreed upon by the foreman and his relief to rotate on a[n] alternate basis, and signed off on by the General Foreman. On weeks in which there are Federal Holidays and annual training then the schedule will revert back to a [five] day, [eight] hour work week, Monday thru Friday, 7:30 a.m. to 4 p.m.

4. After a six-month trial period, the schedule would be reviewed for "effectiveness."

5. Initial schedule assignments would be based on "seniority preference."

6. Holidays and evaluation procedures would be handled as follows:

Holidays will be handled in accordance with 5 U.S.C. § 6103(b) and OPM Handbook on Alternative Work Schedules. Evaluation procedures will include providing all data used in monitoring the effects of the (CWS) to the Union prior to implementation. The Union will be given the opportunity for a representative to have an active role in the agency's collection and evaluation of data used to monitor the effects of the implemented schedule. All data sent to the Office of General Counsel for determining the adverse impact or effect on the agency due to implementation of the (CWS) will be provided to the Union.

The AGENCY proposed that:

1. Facilities foremen would work a 5-4/9 compressed schedule–working eight days during the pay period from 6:30 a.m. to 4 p.m. and one day from 7:30 a.m. to 4 p.m.

2. Foremen would take their days off on Tuesday, Wednesday, or Thursday.

3. Half of the foremen would take their day off during the first week of the pay period and the other half would take their day off in the second week.

4. The compressed work schedules would revert to a basic 40-hour workweek "‘[d]uring the designated period for Annual Refresher Training, as well as periods involving [the 10 Federal] holidays.'"

The PANEL ordered the following:

a. Facilities foremen will work 6:30 a.m. to 4 p.m., [eight] days every pay period; 7:30 a.m. to 4 p.m., [one] day every pay period; and have one Monday, Tuesday, Wednesday, Thursday, or Friday off per pay period. Off days will be distributed evenly throughout the week. Priority for a Monday or Friday off day will be determined by seniority. Half of the foremen will get these days off during the first week of the pay period, and the other half will get these days off in the second week of the pay period. During the designated period for Annual Refresher Training, employees will revert to a 5-8 schedule. Federal holidays will be handled in accordance with 5 U.S.C. § 6103(b) and OPM Handbook on Alternative Work Schedules.

b. Prior to the implementation of a schedule, the Union and management will meet to discuss in detail what will be monitored with respect to the implementation of the schedule. The schedule will be implemented and after the sixth month, both parties will meet for the purpose of discussing the effectiveness of the schedule. All baseline data to be used in monitoring the effects of the compressed schedule will be provided to the Union prior to implementation. A Union representative will be given an active role in the Employer's collection and evaluation of data used to monitor the effects of the implemented schedule. The Union and management agree to meet regularly and/or when necessary for the purpose of addressing the possible development of any adverse affect with respect to the implementation of the schedule. The intent of these meetings is to implement corrective action, short of revocation of the schedule, to deal with possible adverse affects. During the meeting after the sixth month, the Employer will provide the Union with a copy of all information that will be provided to the Office of General Counsel for the purpose of determining an adverse agency impact, if applicable.

Laundry Workers (Case Nos. 01 FSIP 108 and 109)

The UNION proposed that:

1. Laundry employees would work a 4-10 compressed schedule.

2. One employee would work Monday through Thursday from 5:30 a.m. to 3:30 p.m., with Friday, Saturday, and Sunday off. The other employee would work the same hours Tuesday through Friday, with Saturday, Sunday, and Monday off.

3. In addition to the above tours–

A 5:30 a.m. to 2 p.m. shift will be maintained at all times to ensure appropriate staffing in the event of unforeseen circumstances. The Monday and Friday days off will be rotated on a quarterly basis, unless otherwise agreed upon by the supervisors to rotate on a[n] alternate basis, and signed off on by the Laundry Manager.

4. Like the schedule for the facility foremen, after a six-month trial period the schedule for laundry workers would be evaluated for effectiveness and employees' initial tour assignments would be determined by seniority.

5. How holidays would be treated and the procedures for monitoring and reviewing the effectiveness of the schedule would be the same as proposed for the facilities foremen.

The AGENCY proposed that:

1. Laundry workers would work a 5-4/9 compressed schedule.

2. During the first week of the pay period, one employee would work Monday, Tuesday, Wednesday, and Friday from 5:30 a.m. to 3 p.m., with Thursday off. The second week of the pay period, the employee would work the same hours Monday through Thursday.

3. The second laundry employee would work Monday through Thursday from 5:30 a.m. to 3 p.m., and on Friday from 5:30 a.m. to 2 p.m., during the first week of the pay period. The second week, the employee would work Monday, Tuesday, Wednesday, and Friday from 5:30 a.m. to 3 p.m., with Thursday off.

4. The compressed work schedules would revert to a basic 40-hour workweek "‘[d]uring the designated period for Annual Refresher Training, as well as periods involving [the 10 Federal] holidays.'"

The PANEL ordered the following:

a. Laundry workers shall work a 5-4/9 schedule under which one employee will work 5:30 a.m. to 3 p.m., Monday through Thursday of the first week of the pay period. The employee will have Friday off. The employee will work from 5:30 a.m. to 3 p.m., Monday through Thursday of the second week of the pay period. On the Friday of the second week, the employee will work from 5:30 a.m. to 2 p.m. The second laundry employee will work the opposite schedule, i.e., the employee will work from 5:30 a.m. to 3 p.m. Monday through Thursday of the first week of the pay period. On the Friday of the first week, the employee will work from 5:30 a.m. to 2 p.m. The second week of the pay period the second laundry employee will work 5:30 a.m. to 3 p.m. Monday through Thursday.... The employee will have Friday off. During the designated period for Annual Refresher Training, employees will revert to a 5-8 schedule. Federal holidays will be handled in accordance with 5 U.S.C. § 6103(b) and OPM Handbook on Alternative Work Schedules. [Bold in original.]

b. Prior to the implementation of a schedule, the Union and management will meet to discuss in detail what will be monitored with respect to the implementation of the schedule. The schedule will be implemented and after the sixth month, both parties will meet for the purpose of discussing the effectiveness of the schedule. All baseline data to be used in monitoring the effects of the compressed schedule will be provided to the Union prior to implementation. A Union representative will be given an active role in the Employer's collection and evaluation of data used to monitor the effects of the implemented schedule. The Union and management agree to meet regularly and/or when necessary for the purpose of addressing the possible development of any adverse affect with respect to the implementation of the schedule. The intent of these meetings is to implement corrective action, short of revocation of the schedule, to deal with possible adverse affects. During the meeting after the sixth month, the Employer will provide the Union with a copy of all information that will be provided to the Office of General Counsel for the purpose of determining an adverse agency impact, if applicable.

ALTERNATIVE WORK SCHEDULES . . . EXTENT OF NEGOTIATIONS

Department of the Air Force, Travis Air Force Base, Travis AFB, California and Local 1764, American Federation of Government Employees, AFL-CIO, Case No. 01 FSIP 90, August 9, 2001 (Release No. 442).

The AGENCY proposed the following:

Section 9. Alternative Work Schedules

(1) All currently approved alternative work schedules which are in effect at the time this agreement is approved will remain in effect during the life of this agreement unless the Employer obtains approval to discontinue them as provided in section g, below. In work areas that do not have any current alternative work schedule approved at this time, nothing will pre-clude the Parties from voluntarily agreeing to implement coverage under a compressed work schedule program.

(2) Flexitime programs are not in effect. However, nothing would preclude the Parties from agreeing to implement a Flexitime Program on a trial basis. It is agreed and understood that employees who are on any compressed work schedule may not also be on a flexitime schedule.

We agree to either eliminate the current credit hours section (h) or to leave it in.

Section 10. Telecommuting

The parties agree that a telecommuting program for bargaining unit employees will be implemented to conform with the new law relating to this and that such program will be in accordance with agency implementing directives. The parties will meet promptly to discuss this issue when implementing instructions are made available.

The UNION proposed the following:

c. Establishing AWS:

Whereas the establishment of flexible or compressed work schedules are fully negotiable matters, the parties resolve to negotiate implementation of new AWS programs on request of either party during the life of the agreement. Where the Agency asserts that a particular flexible or compressed schedule would have an adverse agency impact and the Union challenges the Agency's adverse impact assertion, and the matter is not resolved through negotiations, either party may bring the dispute to the Federal Service Impasses Panel (‘Panel') for ultimate determination as to whether the subject schedule would create an adverse agency impact. The parties agree that the Union will present only [three] AWS impasses to the Panel during the life of the agreement[.]

d. AWS, as used herein, includes but is not limited to the following options:

(1) Compressed Work Schedules:

a. 4-day, 10-hour workweek

b. 5-4/9 compressed plan, wherein an employee will work [eight] [nine]-hour days and one [eight]-hour day, for a total of 80 hours in a bi-weekly pay period.

(2) Flexible Work Schedules. The Parties will establish Flexible hours–surrounding core hours in accordance with law and regulations.

(3) Flexi-Place

(4) Credit Hours. Credit hours means those hours within a flexible work schedule that an employee elects to work in excess of his or her basic work requirement so as to vary the length of a workweek or workday.

e. No employee shall be required to be on a compressed work schedule and any employee may elect to remain on a regular [five] day per week, [eight] hour per day schedule. An employee who desires to change an election to be placed on or off an AWS must notify his or her supervisor [one] week in advance of the desired date for the requested change.

The PANEL ordered the parties to adopt the AGENCY's proposal.

ALTERNATIVE WORK SCHEDULES

Department of Justice, Bureau of Prisons, Federal Correctional Institution, Lompoc, California and Local 4048, American Federation of Government Employees, AFL-CIO, Case No. 01 FSIP 177, October 31, 2001 (Release No. 444).

The UNION proposed a six-month pilot of compressed work schedules in three departments at the Federal Correctional Institution–4-10 compressed schedules in the inmate systems management and unit management departments, and a 5-4/9 compressed schedule in the mechanical services/facilities department.

The AGENCY proposed that the parties maintain the status quo, a traditional work schedule where employees worked five days a week for eight hours.

The PANEL ordered the parties to adopt the following:

1. The Union's proposal for a [six]-month pilot of 4-10 compressed work schedules in Inmate Systems Management and Unit Management, and a 5-4/9 in Mechanical Services (Inside and Outside). In emergencies, during training periods, and when an apparent staffing shortage is occurring, the schedules will be suspended.

2. Procedures for Evaluating a Compressed Work Schedule:

a. Prior to the implementation of a schedule the Union and management will meet to discuss in detail what will be monitored with respect to the implementation of the schedule.

b. The schedule will be implemented and after the [sixth] month, both parties will meet for the purpose of discussing the effectiveness of the schedule.

c. All data to be used in monitoring the effects of the compressed work schedule will be provided to the Union prior to implementation (baseline data).

d. A union representative will be given an active role in the Employer's collection and evaluation of data used to monitor the effects of the implemented schedule.

e. The Union and the Employer agree to meet regularly and/or when necessary for the purpose of addressing the possible development of any adverse affect with respect to the implementation of the schedule.

f. The intent of these meetings is to implement corrective action, short of revocation of the schedule, to deal with possible adverse affects.

g. During the meeting after the schedule has been in effect for [six] months, the Employer will provide the Union with a copy of all information that will be provided to the [Federal Bureau of Prisons] Office of General Counsel for the purpose of determining an adverse affect, if applicable.