Whereas, the State of Alaska (Employer) and the Confidential Employees Association (CEA) have negotiated a collective bargaining agreement (Agreement) pursuant to AS 23.40.070-260 relating to employees performing personnel/payroll functions and services as defined in 2AAC10.220(b)(1) and designated by the Alaska Labor Relations Agency as members of the Confidential Unit, and
Whereas, that Agreement sets forth the salaries, wages, hours, and other terms and conditions of employment of such employees, and
Whereas, the parties have reduced that Agreement to writing, and
Whereas, the purpose of the Employer and CEA in entering into that Agreement is to promote orderly and peaceful relations, and to achieve the highest level of employee performance consistent with safety, good health, and sustained effort in the best interest of the State of Alaska and the CEA membership.
Therefore, in consideration of their mutual promises, the parties set forth the following Agreement.
ARTICLE 1
RECOGNITION
1.01 - General Recognition. The Employer recognizes CEA as the exclusive representative of all permanent, nonpermanent, probationary, and provisional employees engaged in performing personnel/payroll functions and services as defined in 8AAC97.990(1), in the Confidential Bargaining Unit and as the sole collective bargaining agent for the purpose of acting for the employees in negotiating salaries, wages, hours, and other terms and conditions of employment.
"Employee" in this Agreement shall mean a person in State service who is paid a salary or wage and holds probationary, permanent, nonpermanent, or provisional status working in a position that has been designated by the Alaska Labor Relations Agency (ALRA) as a Confidential Unit position.
Both parties recognize that the Alaska Labor Relations Agency (ALRA) retains its authority to determine bargaining unit assignments. New positions and classifications created by the Employer shall be placed in the appropriate bargaining unit consistent with prior ALRA rulings. The CEA shall be notified of all new job classifications created, or revisions to existing classifications, within ten (10) working days of such action. The notification shall include a copy of the job class specifications. Notification shall be via e-mail and job class specifications shall be online through Workplace Alaska.
No filled position shall be removed from this bargaining unit without written notification to CEA. If CEA does not file a written petition with the ALRA challenging the proposed bargaining unit transfer within fifteen (15) working days of receipt of the notice to CEA, the Employer is free to take the proposed action.
No filled position shall be changed to exempt or partially exempt status without at least thirty (30) calendar days notice to CEA prior to submitting the request to the Personnel Board. Concurrent with the notice, the Employer shall provide a written explanation of the transfer request to CEA.
The Employer will provide concurrent written notice to CEA when an unfilled position is removed from the bargaining unit.
1.02 - Negotiations. The Employer will not negotiate or handle grievances with any employee organization other than CEA with reference to terms and conditions of employment of employees in the Confidential Unit. When individuals or organizations other than CEA request negotiations or handling of grievances, they will be advised by the Employer to transmit their request to CEA.
1.03 - Nonpermanent Employees. It is recognized that the need exists to hire nonpermanent employees in positions similar in duties and requirements to permanent positions in the bargaining unit; therefore, notwithstanding as 39.25.195 the following provisions shall apply:
A. An individual hired as a nonpermanent covered by this agreement must perform the work of the assigned class and may not be paid less than the entry salary step of the range assigned to the class in which the nonpermanent is to work.
B. Short-term Nonpermanent Positions. Assignments of ninety (90) calendar days or less in any twelve (12) month period may be filled through the use of short-term nonpermanent appointments (casuals). The Employer may make such appointments without use of any eligible lists. Any individual hired as a short-term nonpermanent must be terminated following the ninetieth (90th) day of employment. The Employer and the APEA/AFT agree that all determinations concerning the terms and conditions of casual employment shall be made independently by the Employer, except as provided for in this article or as specifically provided for in subsequent articles.
C. Long-term Nonpermanent Positions. Assignments described as substitute, normal, program, and project nonpermanents in division of personnel standard operating procedure (SOP) no. 09-VIII which are for periods of more than 90 days but less than twelve (12) months duration may be filled through the use of long-term nonpermanent appointments. Any individual hired pursuant to this provision shall meet the minimum qualifications as required of individuals seeking permanent employment in the class into which they are to be hired. The Employer agrees to hire individuals for these assignments through Workplace Alaska. In the event that an employee is worked for longer than twelve (12) months, except as provided in paragraph F of this section, the Employer will review the reasonableness of establishing a permanent position. The long-term nonpermanent employee shall become the incumbent of the permanent position. All long-term nonpermanent employees shall be entitled to personal leave accrual, health insurance, and holidays. Long-term nonpermanents shall have access to the complaint procedure outlined in Section 12.04 as the sole means for resolving disputes or controversies with respect to nonpermanent employment.
D. Time spent in nonpermanent status shall be credited toward probationary status as follows:
If the nonpermanent employee is converted to probationary status in the same classification, a successor classification, or a broadbanded class performing similar duties with no break in employment, the employee shall be credited with one (1) month toward the probationary period for every consecutive month of nonpermanent employment to a maximum of one-half (1/2) the required probationary period in the job class.
E. Extensions to the time limits established in B. and C. above may be accomplished with the written concurrence of the CEA.
F. It shall not be a violation of this agreement to employ JTPA or similar nonpermanent employees and such nonpermanent employees shall not be members of the bargaining unit. The Employer agrees to abide by the federal regulations governing such employment programs.
Any dispute arising between the parties under this paragraph concerning compliance with federal regulations shall not be subject to Article 12 of this agreement but may be referred by either party, after discussion, to the federal agency responsible for such program resolution.
Neither party waives its right to seek resolution of the matter, when appropriate, in court after exhaustion of administrative remedies as authorized in this paragraph.
G. It shall not be a violation of this agreement to employ trainees under the State’s temporary Assistance Program (welfare to work) and these employees shall not be members of the bargaining unit.
ARTICLE 2
NONDISCRIMINATION
2.01 - Noninterference. The Employer will not interfere with, restrain or coerce employees because of membership or lawful activity in CEA, nor for the purpose of discouraging membership in CEA will it discriminate in respect to hire, tenure of employment or any terms or conditions of employment.
2.02 - Equal Employment Opportunity and Affirmative Action. The Employer and CEA mutually agree to cooperate in establishing and/or maintaining Equal Employment Opportunity and Affirmative Action Programs consistent with statutory obligations applicable to employees to provide equal treatment with respect to rates of pay, benefits, and other terms and conditions of employment regardless of race, religion, color, national origin, age, sex, physical or mental disability, marital status, change in marital status, pregnancy, parenthood, political affiliation or belief.
2.03 - CEA Obligations. Nothing in this Article shall prevent CEA from its obligation to protect the rights of an employee.
2.04 - Nondiscrimination. The parties agree that they will not discriminate in any employment matter against any employee with regard to race, religion, color, national origin, age, sex, physical or mental disability, marital status, change in marital status, pregnancy, parenthood, political affiliation or political belief. Further, the parties agree to support appropriate action against any employee involved in sexual harassment.
Employees shall have the right to utilize the Employer's Internal Discrimination Complaint Procedure should a dispute involving the provisions of this section arise. This procedure shall be the sole method of resolution of disputes arising from this section.
ARTICLE 3
CEA SECURITY
3.01 - Membership. Employees covered under this Agreement will not be required to become a member of CEA as a condition of employment, and there shall be no discrimination against an employee because of membership or non-membership in CEA. Employees may or may not join CEA at their discretion.
3.02 - Agency Shop. All employees shall, as a condition of continued employment, either become a member of CEA and pay CEA dues or pay an agency fee to CEA in an amount certified by the CEA to be equal to the cost of collective bargaining representation for the life of this agreement. Payment of CEA dues or agency fees shall commence within thirty (30) days after the effective date of this Agreement or within thirty (30) days after the date of hire, whichever is later.
Employees shall be notified at the time of hire that an agency shop obligation exists under this Agreement. Employees shall contact the CEA on their own time.
Upon written request by the CEA, an employee who has been employed for more than thirty (30) days and who is not complying with the agency shop provisions of this Agreement shall be terminated by the Employer, provided that the following actions have occurred:
1. The CEA shall notify the employee of the amount of money that is in arrears. The notice shall inform the employee of impending discharge if the full amount owed is not paid to the CEA within thirty (30) days after receipt of the notification. A copy of the notification shall be mailed simultaneously to the Director of the Division of Personnel.
2. The CEA shall tender to the Director of the Division of Personnel a written request for termination of the employee for failure to comply with the agency shop provisions of the Agreement within the time period specified in 1, in that the employee has not paid the arrearage and has not documented that the money is not owed. A copy of the notification shall be mailed simultaneously to the employee.
The CEA shall defend, indemnify, and save the Employer harmless against any and all claims, demands, suits, grievances, or other liability (including attorneys' fees incurred by the Employer) that arise out of or by reason of actions taken by the Employer pursuant to this article, except those actions caused by the Employer's negligence.
3.03 - Maintenance of Membership. Each employee who, on the effective date of this Agreement, is a member of CEA or who thereafter becomes a member may continue such arrangement for the duration of this Agreement. However, such an employee may withdraw from CEA membership by giving CEA written notice of intention to withdraw. If a payroll deduction for CEA dues is affected, written notice of withdrawal shall also be given to the Employer. Such withdrawal shall remain effective until the employee voluntarily renews CEA membership. Employees who withdraw under this provision shall suffer no discrimination by CEA or the Employer. Withdrawal from CEA membership does not eliminate the agency shop obligations of Section 2.
3.04 - Checkoff and Deductions. Employees who desire to have dues or fees deducted from their pay and paid to CEA shall authorize such payroll deductions by executing checkoff on a form supplied by CEA. The President of CEA shall notify the Director of the Division of Personnel in writing of any change in the amount, frequency, or method of calculating authorized dues or fees deductions at least sixty (60) days prior to the effective date of the change. The Employer shall then make appropriate changes in payroll deductions without further notice, provided that any change does not conflict with the amount authorized by the employee. The Employer shall remit the authorized deductions to the Treasurer of CEA by the thirtieth (30th) of the month following issuance of the payroll warrant, together with a list of the names of the employees from whose pay the deductions were made.
3.05 - Payroll Files. CEA shall receive each pay period, without charge, a computer report via electronic files by use of diskette or other common media mutually agreeable to the parties which lists each bargaining unit member’s name, social security number, position control number, range, step, classification title, status, hire date, department, merit anniversary date, mailing address, and termination date or last date in pay status, if applicable. The report will also itemize and show any regular deductions made and forwarded to CEA. CEA specifically agrees that all information provided shall be used only for purposes related to the execution of the Agreement; that CEA shall be responsible for the protection and security of information provided; and that CEA shall assume all liability which may result from any improper disclosure or use by CEA of information provided.
3.06 - Meetings. Where there is appropriate available meeting space in buildings owned or leased by the Employer, this space may be used for meetings by CEA, provided that a request is approved in advance pursuant to the rules of the department or agency concerned. Posting notification of CEA meetings will be permitted in office areas and on the State’s e-mail system.
3.07 – Representative. The CEA shall inform the Director of the Division of Personnel in writing of the names of its seven (7) board members.
With the prior approval of the first level supervisor outside the bargaining unit, these designees shall be allowed to handle complaints and grievances under this Agreement during working hours and shall suffer no loss in compensation for time spent handling complaints or grievances, as well as disseminating information regarding collective bargaining issues directly to CEA and its Membership. Approval will not be unreasonably denied. All time spent in such activities during work hours shall be recorded on the employee’s timesheet. Time spent performing these activities shall not be counted in the calculation of hours worked. However, time compensated pursuant to this section shall be counted for the purpose of fulfilling any applicable guaranteed workweek.
3.08 – Super Seniority. For the purpose of layoff or transfer of positions in the bargaining unit, the seven (7) CEA Executive Board members and the CEA negotiators shall head the seniority list of State service from the date of notice to the Employer of their designated status.
3.09 - E-mail Communications. The employer recognizes the association’s right to communicate with its members through the internet. Bargaining unit members may use their state computers to communicate with each other and/or the association, provided such use does not interfere with official state use, or the performance of the bargaining unit member’s job duties.
ARTICLE 4
MANAGEMENT RIGHTS
It is recognized that the Employer retains the right, except as otherwise provided in this Agreement, to manage the affairs of the State and to direct its workforce. Such functions of the Employer include, but are not limited to:
A. recruit, examine, select, promote, transfer, and train employees of its choosing, and to determine the methods of such actions;
B. develop and modify class specifications as well as assignment of the salary range for each classification, and allocate positions to those classifications;
C. assign and direct the work; determine the methods, materials, and tools to accomplish the work; designate duty stations and assign employees to those duty stations;
D. reduce the work force due to lack of work, funding, or other cause consistent with efficient management;
E. discipline, suspend, demote, or dismiss employees for just cause;
F. establish reasonable work rules; assign the hours of work and assign employees to shifts of its designation.
All of the functions, rights, powers, and authority of the Employer not specifically abridged, delegated, or modified by this Agreement are recognized by CEA as being retained by the Employer.
ARTICLE 5
PARKING
Every effort will be made to provide reserved parking spaces for employees who are handicapped with respect to walking capability. If spaces are available, they will be assigned as near as practical within close proximity to the employee's working area. In those areas where the parking spaces are assigned specifically to the bargaining unit employees with disabilities, the number and location of bargaining unit spaces will not be modified or changed before consulting with CEA.
The Employer will make available parking passes to State parking facilities for employees covered by this Agreement who are required to perform work outside their regular work areas. When an employee is required to work away from the normal work site, the Employer may provide a State-owned vehicle if available, upon the supervisor's or designee's approval.
Where head bolt heater outlets are provided by the Employer, all employees shall be permitted to use such outlets at no cost and under the conditions as designated by the Employer, consistent with specific Environmental Protection Agency (EPA) or local jurisdiction standards, where existing.
The State shall provide not less than ninety (90) days notice of any change in the number of parking spaces available to employees and visitors. In the event the State becomes aware of a change that does not allow for ninety (90) days notice, the State will notify CEA within five (5) days of the time the State becomes aware of the change. The parties will meet and confer regarding any significant change in the number and location of parking spaces provided for employees.
The State will make a good faith effort to make parking available to employees. The state will make a good faith effort to make designated parking facilities available to employees, wherever practicable.
ARTICLE 6
LEGAL ASSISTANCE
If the Employer determines that an employee did not engage in conduct beyond the scope of the employee's authority or which constituted willful misconduct or gross negligence in the performance of the employee's duties, upon request, the Employer agrees to provide for the legal defense of the employee in any civil action brought against the employee as a result of the performance of the employee's duties.
The employee must request in writing that the Employer provide the legal defense services available under this Article within ten (10) working days of service of summons and complaint on the employee. The summons and complaint shall accompany the request. The postmark on the employee's request shall be accepted as the date of request by the Employer. Failure to submit a written request within the required ten (10) working days may relieve the Employer of any obligation under this Article.
The Employer shall have the right to determine which attorney shall represent the employee. If the employee objects to the attorney provided by the Employer, the employee may request the Employer to appoint another attorney. The employee may make only one (1) such request.
If the Employer determines that the employee did not engage in conduct beyond the scope of the employee's authority or which constituted willful misconduct or gross negligence, the Employer agrees to compensate the employee at the employee's normal rate of pay including per diem, without loss of any benefits or seniority to the employee. Upon a reasonable showing by the employee of need, an absence from work will be allowed to prepare the employee's case for negotiation or trial. The Employer also agrees to pay any judgment (including punitive damages) rendered against the employee if the Employer has provided legal services to the employee pursuant to this Article.
The Employer may undertake the defense of an employee pursuant to this Article with written reservation. If the Employer has provided legal services under reservation, the obligation to pay a judgment (including punitive damages) against the employee is not operative until final determination is made by the Employer of the employee's eligibility for legal services under this Article. If the Employer has undertaken the defense of an employee with reservation, and if a court of competent jurisdiction deems that the employee acted beyond the scope of the employee's authority or with willful misconduct or gross negligence, then the Employer has no liability whatsoever to the employee or any other person as a result of such determination. In such cases as this, the judgment (including punitive damages), costs and fees will be borne by the employee as in any other instance where the court determines that the employee acted beyond the scope of the employee's authority or with willful misconduct or gross negligence.
For purposes of this Article, Employer means State of Alaska or designated representative of the State or an agency of the State.
WORKING RULES
7.01 - Workweek. The normal workweek for overtime eligible employees shall consist of thirty-seven and one-half (37.5) hours in work or pay status from Sunday midnight to Sunday midnight within a maximum of five (5) consecutive days. All full-time employees shall be guaranteed a full workweek. Hours worked in excess of thirty-seven and one-half (37.5) hours, but less than forty (40) hours shall be paid at the straight time rate.
Overtime exempt employees shall normally work thirty-seven and one-half (37.5) hours per week. The normal workweek shall consist of five (5), seven and one-half (7.5) hour days; however, with the mutual agreement of the employee and supervisor, the individual daily work schedule may be adjusted within the pay period to meet the needs of the agency and the desires of the employee. Hours worked in excess of thirty-seven and one-half (37.5) hours are not compensable except as otherwise provided in this agreement.
7.02 - Overtime. All work performed by overtime eligible members of the bargaining unit in excess of forty (40) hours of work in a workweek is overtime and shall be paid in accordance with the Fair Labor Standards Act.
7.03 - Compensatory Time. Compensatory time off for overtime eligible employees shall be in accordance with the Fair Labor Standards Act. Overtime shall be paid in cash except where an overtime eligible employee requests in writing compensatory time off and the supervisor approves the request. The decision to grant or deny compensatory time off is left to the sole discretion of management and shall be consistent with the Fair Labor Standards Act guidelines. An employee may accrue not more than 240 hours of compensatory time. Compensatory time off will normally be used during the pay period in which the overtime is worked. However, compensatory time not used between December 16 and December 15 of the following calendar year shall be cashed out to the employee at the employee's annualized hourly wage notwithstanding the initial request to have it accrue as compensatory time.
Compensatory time arrangements may be established by mutual agreement of the parties to compensate overtime ineligible employees for situations requiring inordinate amounts of work in excess of the normal workweek.
7.04 - Lunch Periods. A lunch period of not less than thirty (30) minutes nor more than one (1) hour shall be allowed, at the discretion of management, approximately midway of each shift.
7.05 - Relief Breaks. All full-time employees shall be allowed one (1) relief break of fifteen (15) minutes in duration during the first (1st) half of the shift and another relief break of fifteen (15) minutes in duration during the second (2nd) half of the shift. Past practice shall continue regarding relief breaks for part-time employees.
A. Subject to the provisions of B below, holidays shall be:
The first of January - New Year's Day
The third Monday of January - Martin Luther King, Jr. Day
The third Monday in February - President's Day
The last Monday in March - Seward's Day
The last Monday in May - Memorial Day
The Fourth of July - Independence Day
The first Monday in September - Labor Day
The 18th of October - Alaska Day
The 11th of November - Veterans Day
The fourth Thursday in November - Thanksgiving Day
The 25th of December - Christmas Day
Every day designated by public proclamation by the Governor of the State as a legal holiday.
The holiday formerly known as Lincoln's Birthday shall be treated as a floating holiday. On the date of the holiday (February 12) the personal leave account of long-term nonpermanent, probationary, and permanent employees in pay status on that date shall be credited with one (1) additional day of personal leave.
B. The Employer may direct all employees to work on a day designated to be observed as a holiday, except for New Year's Day, Independence Day, Labor Day, Thanksgiving Day, and Christmas Day. If all employees are directed to work on a day designated to be observed as a holiday, the employee's personal leave account shall be credited with an additional day of leave. For purposes of this section, observed means a day off work with pay.
C. If a recognized holiday falls on Sunday then the following Monday shall be a holiday, and if the recognized holiday falls on Saturday then the preceding Friday shall be a holiday.
D. Part-time employees shall be entitled to those holidays on which they are regularly scheduled to work and will receive compensation only for those hours for which they would have been regularly scheduled to work, not to exceed 7.5 hours.
E. Each employee shall be entitled to, and compensated for, the holidays listed above provided the employee was in pay status on the regular work day immediately preceding the holiday and in pay status on the regular work day immediately following the holiday. All hours worked by overtime eligible employees on a holiday shall be compensated at the rate of one and one-half (1.5) times the hourly rate of pay in addition to the applicable base wages for that holiday.
F. By mutual agreement, bargaining unit members may elect to work on a holiday listed in A. above. In that event, the parties shall use the letter of agreement in appendix D and the bargaining unit member’s personal leave account shall be credited with one day (7.5 hours) of personal leave.
7.07 - Distribution of Overtime. Compensable overtime shall be distributed as equally as is practical among employees in the same general classification within each agency. A record of actual compensated overtime hours worked will be maintained and made available for reasonable inspection by appropriate CEA representatives with prior approval of the employee.
7.08 - Continuous Hours of Work. An employee required to work a double shift shall not be required to work in excess of fifteen (15) hours within one (1) twenty-four (24) hour period except in an emergency.
7.09 - Termination Pay. When an employee provides the Employer with a written two (2) weeks notice of termination, the employee's wages become due immediately upon termination and shall be paid within five (5) working days.
7.10 - Frequency of Payday. Payday shall be the 15th and the last day of the month. If payday falls on a Saturday, Sunday or holiday, then the last working day before such Saturday, Sunday or holiday shall be the payday. Should the State desire to institute bi-weekly pay periods, the state and CEA shall immediately re-enter negotiations for the purposes of defining applicable pay procedures.
7.11 - Flexible Work Schedules. Flexible work hours may be established by the commissioner of the employing department. The commissioner or the commissioner's designee shall be the approving authority for requests for flexible hours.
7.12 - Alternate Workweeks. It is recognized that from time to time it is desirable
to have employees work a schedule other than that provided in Section 1. An
alternate workweek may be authorized by written agreement between the Director
of the Division of Personnel Human Resources Manager and the CEA
under the provisions of Letter of Agreement CEA 99-KK-01 (Appendix B), with a
copy sent to the Labor Relations Section.
Other alternate workweek agreements may be established by written agreement between the CEA and the Labor Relations Section subject to the following conditions:
A. The Employer shall retain final authority for scheduling hours of work.
B. The Employer or the CEA may cancel the arrangement at any time with at least five (5) working days written notice to the other party.
C. When an affected employee is absent, leave will be charged for the number of scheduled work hours missed.
D. No more than seven and one-half (7.5) hours of holiday pay will be allowed for any holiday. The written arrangement establishing the alternative workweek shall address how a full week's hours are to be achieved during workweeks which include a holiday.
E. Personal leave accrual rates shall remain unchanged.
7.13 - Shift Changes. Except in emergencies, an employee's shift will not be changed without at least five (5) working days notice prior to the effective date of the change.
7.14 - Flexible Time Plan. The parties recognize the normal workweek is 37.5 hours and that it may be necessary for overtime-exempt employees to work extraordinary hours to meet the mission of the agency. An FLSA exempt employee who has been authorized to work additional hours may submit a written request to the division director for approval of a Flexible Time Plan to offset excessive hours of work with a reduction of normal work hours at a later time.
An approved Flexible Time Plan is subject to the following conditions:
1. An employee who works in excess of 50 hours in a workweek will be eligible for flextime credits retroactive to 42.5 hours of work in the week.
2. Flextime credits will accrue in one-half (0.5) hour increments.
3. No flextime credits may be earned for travel time.
4. No more than 12 hours of work per day may be counted toward the 50.0 hour per work week threshold or toward flextime credits.
5. No more than one hundred fifty (150) hours of flextime credits may be earned within a leave year.
6. Flextime credits may not be used in advance of performance.
7. Employees will document on the time sheet all hours worked and all flextime used.
8. Accrued flextime credits may be used at any time business permits with the prior approval of the supervisor in the same manner as personal leave. Requests to use accrued flextime will not be unreasonably denied.
9. Flextime credits earned in one leave year must be used by January 31, of the following year. Unused flextime credits will be cancelled without payment if not used by the January 31, deadline. Upon separation from state service or the bargaining unit, accrued flextime credits will be cancelled without payment. Accrued flextime credits may not be cashed out.
10. Disputes regarding the accrual or use of flextime credits are subject to the complaint procedures of Section 12.04.A. This shall be the sole and exclusive method of resolving such disputes.
11. Flextime credits will be tracked and credited manually until the state implements an automated tracking system. The automated tracking system shall be in place no later than July 1, 2000.
LEAVE
8.01 - Rate of Accrual. All full-time employees holding permanent, probationary or provisional status shall accrue personal leave as follows:
Years of Service Hours Per Pay Period
0 - 2 7.50
2 - 5 8.44
5 - 10 9.38
10 + 11.25
Personal leave accruals for partial months of service will be on a prorated basis. Employees who work less than full-time shall accrue personal leave on a prorated basis according to the above schedule and hours in pay status. Accrued leave shall be posted on a semimonthly pay period and shall be available for use when posted. In determining years of service for the purpose of computing personal leave, all permanent/probationary/provisional service with the Territory and State of Alaska is included.
Employees transferring into the bargaining unit who have accrued annual leave shall have the hours of annual leave transferred to the employee's personal leave account.
8.02 - Changes of Accrual Rate. All accrual rate changes shall become effective the first day of the pay period following the pay period in which the employee completes the service requirement and becomes eligible for the higher accrual rate.
8.03 - Medical Leave Bank and Transfer of Accrued Sick Leave.
A. An employee who transfers into the Confidential Unit who has accrued sick leave shall have fifty percent (50%) of that sick leave transferred to the employee’s personal leave account and fifty percent (50%) of that sick leave transferred to a medical leave bank. Banked medical leave may only be taken in accord with this article.
B. Medical Leave Bank. Such leave is to be used only in the event of illness or injury of the employee or the employee's immediate family, or other events authorized in this article. There will be no further additions to the medical leave bank.
The medical leave bank balance can be authorized for
use only after the personal leave balance has been exhausted, except that any
one (1) medical disability which prevents the employee from working, as
certified by the attending health care provider, which exceeds seven (7)
five (5) consecutive working days shall be charged as follows:
1.
shall be charged to personal leave
up to a maximum of seven (7) five (5) consecutive working days.
2.
after exceeding the seven (7)
five (5)consecutive days charged to personal leave, the additional leave
shall be charged to the medical leave bank retroactive to the
first day of leave taken.
3. if the medical leave bank has been exhausted, the leave shall be charged to personal leave.
Such illnesses shall in all cases require a report from a health care provider recognized under the FMLA.
C. Except as otherwise provided in this article, upon separation from state service, one-half the hours in an employee’s medical leave bank shall be transferred to the CEA Catastrophic Medical Leave Bank. The Labor-Management Committee established at Article 11 shall develop the procedures regarding use of this leave bank.
8.04 - Utilization and Disposal. Personal leave shall be used for any and all purposes for which sick and/or annual leave have heretofore been used. This includes medical or dental appointments, and illness or injury of the employee or the employee's immediate family.
Personal leave requests require the prior approval of the supervisor except in the case of illness or injury to the employee. Employee requests shall be given full consideration and, to the extent practicable, approved. However, the parties agree that the final decision with regard to approval or disapproval of any request will be based on the supervisor's evaluation of the needs of the job. In an absence due to illness or injury, the supervisor may require a physician's certificate. Employees will not be required to provide a physician's certificate for illnesses of less than three (3) days unless improper use is suspected.
Personal leave accrued but not used shall accumulate until separation; however, at least 37.5 hours of personal leave must be used each full leave year (December 16 of one (1) calendar year through December 15 of the following calendar year). Approved leave without pay and Personal leave cashed-in pursuant to Section 8.07 of this article shall count toward the mandatory 37.5 hours usage. Part-time employees shall have the mandatory leave requirement prorated based upon the number of hours the employee is regularly scheduled to work.
If the employee fails to use the 37.5 hours in any full leave year, the employee shall be entitled to payment for the unused portion. This payment shall be at the employee's annualized hourly rate and shall be included in the first (1st) regular payroll following the close of the leave year. The period of time for which payment is made will be deducted from the employee's personal leave balance. It is understood that, should the employee fail to schedule the 37.5 hours leave, the Employer may direct that the employee take the personal leave at any time to satisfy the 37.5 hours requirement.
A. Employees who separate from State service for any reason including layoff shall receive within seven (7) days a lump sum payment for accrued personal leave in accordance with statutory provisions in effect on the date of separation.
B. Employees who go on personal leave and subsequently give notice of resignation, or who do not return to work, will be considered to have separated on the last day worked. No additional leave will accrue after the last day worked.
C. Any exception to the policy stated in B. of this section requires the prior written approval of the Commissioner of the Department of Administration.
D. Upon separation from state service, the sick leave bank balance shall be automatically canceled without pay except in case of death of an employee who, at the time of death, is a bargaining unit member. All unused sick leave shall be paid to the employee's designated beneficiary in a lump sum at the employee's annualized hourly rate of pay.
8.06 - Funeral Leave. If a death occurs among members of an employee's immediate family, the employee will be excused from work and allowed to use up to 75 hours of leave to attend the funeral and make arrangements. The funeral leave time will be charged first to personal leave, then to the banked sick leave or, if no leave is available, to leave without pay. Additional days may be authorized under extenuating circumstances. Immediate family, for the purpose of funeral leave, shall mean husband, wife, child, father, mother, any person “in loco parentis” to the employee, sister, brother, father-in-law and mother-in-law, grandparents, grandchildren, and stepchildren and foster children.
8.07 - Leave Cash-In. Employees having in excess of 37.5 hours of personal leave shall, upon request to the Employer, receive payment for accrued but unused personal leave at the annualized hourly rate of pay. Under no circumstances may an employee receive a leave cash-in which would reduce the employee's leave balance below 37.5 hours. Payment will be made no later than one (1) pay period following the pay period in which the request is received.
8.08 - CEA Leave Bank. Upon written authorization, new employees in the bargaining unit shall have seven and one-half (7.5 hours) of personal leave assessed and transferred to the CEA Leave Bank as soon as a sufficient amount is posted to individual leave accounts. Such reduction shall not be applied toward the mandatory leave usage as required in Section 4 of this Article.
The purpose of the Bank is to provide CEA with a reserve of personal leave to provide for employee training, Association business meetings, contract negotiations and other purposes authorized by the CEA President. Voluntary contributions in increments of seven and one-half (7.5) hours may be made by any employee.
Each leave assessment and contribution will be converted to its dollar value at the rate of pay of the employee from whom the leave was received. Those dollars (with benefit costs) shall be placed in the CEA Cash Business Leave Bank. For each hour of business leave used in accordance with other provisions of this section, dollars will be withdrawn from the bank equal to the hourly rate (with benefits) of the employee utilizing the leave.
Upon notice by the President of CEA to the Employer, each employee who has authorized a deduction will be assessed personal leave in equal amounts.
All personal leave transferred to the Bank is final and not recoverable for recredit to an employee's individual leave account.
Withdrawal requests from the CEA Leave Bank will be made by the President of CEA addressed to the Director of the Division of Personnel. The President and officers of CEA assume complete responsibility for:
1. evaluating requests for use of the Leave Bank;
2. approving withdrawal requests in given amounts.
Withdrawal from the Bank shall be made only when leave has been approved on the same basis as any personal leave request. Such approval shall not be unreasonably denied.
8.09 - Donations of Personal Leave. Employees shall be allowed to donate personal leave to and receive donations of annual or personal leave from employees in this unit, those represented by a different union, or non-covered employees subject to the following conditions:
A. Each employee wishing to donate personal leave will fill out, date and sign a leave slip showing the amount of personal leave he or she wishes to donate in increments of not less than four (4) hours.
B. Each leave slip will have written or typed along the bottom, "Leave donation to (employee name), (social security number)" if available.
C. The Employer will not be responsible for the collection of such leave donations, nor for any statements made in connection with said collection.
D. All leave slips for a particular recipient shall be delivered to the Human Resources Manager of the recipient’s department for processing each pay period as needed.
E. The Employer will, for purposes of computation, convert the donated leave hours to dollars at the hourly rate of the donor. The dollars will then be converted to hours of leave at the hourly rate of the recipient, and the resulting number of hours will be added to the recipient's donated leave account. The total amount of donated leave credited to the employee's donated leave account shall not exceed 300 hours during the life of the current agreement. Leave donations will be credited to the recipient's donated leave account during the pay period in which received by the Division of Finance. Donated leave may not be used until all accrued personal or sick leave has been exhausted.
F. Once the Division of Finance has completed the above process, the State will not be obligated for further processing or liabilities resulting therefrom. Once the donation has been transferred to the recipient, the donation cannot be withdrawn, modified or otherwise returned to the donor's leave account. Leave donations will not reduce the mandatory leave usage requirements established in this Article. Upon the death of an employee, any unused donated leave shall be paid in cash to the employee's beneficiaries at the employee's annualized hourly rate.
G. Employees shall be allowed to donate personal leave to and receive donations of annual or personal leave from employees in this unit, those represented by a different union, or non-covered employees which shall be paid in cash. The Employer will convert the leave to earnings at the annualized hourly rate of the donor and appropriate deductions required by law will be made. The net sum of donations after deductions will be combined into a single check and delivered to the Human Resources Manager for distribution to the employee.
8.10 - Court Leave. An employee who is called to serve as a juror or subpoenaed as a witness shall be entitled to court leave. Court leave shall be supported by written documents such as subpoena, marshal's statement of attendance, and compensation for services, per diem and travel. Employees shall turn over to their employing departments all moneys received from the court as compensation for service and in turn shall be paid their current salary while on court leave.
8.11 - Military Leave. An employee who is a member of a reserve or auxiliary component of the United States Armed Forces is entitled to a leave of absence without loss of pay, time or performance rating without regard to other compensation earned during that period on all days during which the employee is ordered to training duty, as distinguished from active duty, with troops or at field exercises, or for instruction, or when under direct military control in the performance of a search and rescue mission. The leave of absence may not exceed sixteen and one-half (16.5) working days in any leave year.
8.12 - Family Leave. Qualified employees may be granted family leave. When taking family leave, a qualified employee must exhaust all accrued personal and sick leave as provided in Section 8.03, and donated leave (in that order) before entering leave without pay except that an employee may elect to retain up to 37.5 hours of personal leave in his or her leave account for use upon return from leave taken under this provision. When taking leave due to pregnancy, childbirth, foster care placement or adoption, the leave entitlement must be taken consecutively.
The period for utilizing family leave entitlements shall commence with the first day of family leave. An employee may be required to recertify the qualifying reason for remaining on family leave. An employee may be required to provide a fit-for-duty statement prior to returning to work.
8.13 - Other Approved Absences. Upon application and approval of the appointing authority, an employee may be granted leave of absence with or without pay. Such leave shall not normally exceed twelve (12) continuous months. Continuous service credit shall not accrue during the period of leave without pay. Approval of said leave of absence shall not be unreasonably withheld.
8.14 - Leave Anniversary Date. The leave anniversary date must be moved one (1) month later for each twenty-three (23) days of leave without pay in a leave year.
ARTICLE 9
TIME OFF TO VOTE
The Employer shall provide reasonable and necessary time off for employees covered by this Agreement to vote in local, municipal, borough, State, federal and special elections; provided that the employee is unable, in the view of the Employer, to vote outside working hours.
ARTICLE 10
SAFETY EQUIPMENT
It shall not be a violation of this Agreement nor grounds for dismissal if an employee refuses to work on an unsafe job, provided the job is found to be unsafe by the Alaska Department of Labor. Any safety equipment required by AS18.60 to make a job safe, shall be supplied by the Employer. The Employer shall abide by AS18.60 standards.
Disciplinary action shall not be taken under this Article until the Department of Labor has made a finding on safety, providing that the employee or CEA has made a formal request for a Department of Labor investigation. If the Department of Labor finds the job to be safe and in the remote possibility that subsequent disciplinary action is taken, the employee shall have recourse to the established settlement of disputes procedure.
LABOR-MANAGEMENT COMMITTEE
11.01 - Purpose. In order to facilitate communication between the parties and to promote cooperative employer-employee relations the Employer and CEA agree to form a joint Labor-Management Committee which shall meet as necessary to discuss matters of mutual concern.
11.02 - Committee Composition. The Committee shall be composed of three (3) members appointed by the President of CEA and three (3) members appointed by the Commissioner of the Department of Administration. Additional individuals may be included in particular labor-management meetings by mutual agreement.
11.03 - Meetings and Agenda. The Labor-Management Committee shall meet quarterly at the request of either party. More frequent meetings may be scheduled, should the need arise and the parties agree.
Labor-Management Committee meeting agendas shall be prepared in advance. The parties shall attempt to compile a mutually agreeable agenda. However, if this is not possible, each party may propose up to three items for inclusion on the agenda, one (1) of which is subject to veto by the other party.
Labor-Management meetings shall be conducted in good faith. The parties shall alternate responsibility for chairing the meetings; the chair shall be responsible for preparing and distributing meeting minutes.
11.04 - Authority of Committee. The Labor-Management Committee shall have no power to
contravene any provision of this Agreement; nor to enter into any Letter of
Agreement; nor to resolve disputes concerning the interpretation or application
of any provision of this Agreement. The Committee shall be empowered to make
joint recommendations on issues which are brought before it.
Prior to any changes in job class specifications (including the
creation of new job classes) the proposed class specifications shall be
presented to the labor-management committee for discussion and recommendation
by a majority of committee members. Recommendations of the committee shall be
forwarded to the Director of Personnel for consideration. If the director does
not implement a committee recommendation within 30 days, the Labor Management
Committee may appeal the decision to the Commissioner of Administration. The
Commissioner shall issue a written decision accepting or rejecting the
recommendation within 30 days of receipt.
No discussion or review of any matter by the Labor-Management Committee
shall forfeit or affect the time frames of the settlement of disputes procedure
(Article 12).
11.04 - Committee Evaluation and Training. At the conclusion of each calendar year, the parties shall discuss the Labor-Management Committee concept and shall determine whether to continue, modify or terminate it.
SETTLEMENT OF DISPUTES
12.01 - No Strike or Lockout, Picket Lines
A. CEA agrees that during the life of this Agreement, CEA, its agents or its bargaining unit members will not authorize, instigate, aid or engage in any work stoppage, slowdown, sick-out, refusal to work, picketing or strike against the Employer.
B. If a picket line is established and sanctioned by CEA and officially announced by the CEA President, it shall not be a violation of this Agreement and it shall not be cause for discipline or discharge in the event an employee refuses to enter upon any property involved in such a primary labor dispute or refuses to go through or work behind any such primary line, including primary picket lines at the Employer's place of operation. The provisions of this paragraph do not apply to those class one employees described under AS 23.40.200 or to class two employees if enjoined pursuant to AS23.40.200.
C. The Employer agrees that during the life of this Agreement there will be no lockout.
D. Any violation of this Section by CEA or the Employer is not subject to the grievance-arbitration procedure and either party may pursue such legal remedies as provided by law.
E. Disciplinary action taken against an employee for violation of this Section is subject to the grievance-arbitration procedure.
A. Grievance Procedure. It is desired that differences between employees and supervisors be resolved as quickly as possible. To achieve this goal, employees are encouraged to discuss such differences with their supervisor as soon as possible after they are aware of the event leading to the difference and prior to filing a grievance. Supervisors are similarly encouraged to be responsive to such discussions. Adjustments may not conflict with this Agreement or applicable laws, regulations, or policies and shall not be precedential. Such discussion is at the employee's option and the time limits for filing a grievance shall be adhered to. If the supervisor has not responded, or the employee is not satisfied with the supervisor's response, the employee must file a written grievance at Step One within the time frames set forth below.
A grievance shall be defined as any controversy or dispute involving the application or interpretation of the terms of this Agreement arising between the CEA or an employee or employees and the Employer.
Grievances shall be processed on forms provided by the Employer. The grievance shall state the facts giving rise to the grievance, the specific provision(s) of the Agreement that are alleged to have been violated, and the remedy requested. If the Employer fails to render a decision within the allotted time, the grievance may be advanced to the next step by the CEA. Time frames may be extended by mutual agreement of the parties.
Step One: An employee shall individually, or with a CEA representative, present the written grievance to the first level supervisor outside the bargaining unit within twenty (20) working days of the disputed action or the date the employee is made aware of the action, whichever is later. The supervisor shall respond in writing within ten (10) working days of receipt.
Settlements reached at Step One shall be binding only if such settlements are consistent with the provisions of this Agreement, the policies and regulations of the Employer, and the authority of the respondent. Grievances settled at Step One which are found to be inconsistent with the provisions of this Agreement, the policies and regulations of the Employer, and/or the authority of the respondent may be reopened by the Employer through written notice to CEA within ten (10) working days after receipt of the settlement. CEA may advance such a grievance directly to Step Two.
Step Two: If the grievance is unresolved at the prior Step, an appeal may be submitted by the CEA representative in writing to the Commissioner of the Department of Administration within ten (10) working days after the prior Step response is due or received. Within five (5) working days of receipt at Step Two, the grievance shall be the subject of a conference between the CEA representative and a representative of the Commissioner of the Department of Administration. If the representatives are unable to resolve the grievance, the Commissioner or designee shall respond in writing within ten (10) working days after the conference.
B. Disciplinary Grievances. All grievances resulting from dismissal, demotion for cause, or a single suspension in excess of thirty (30) days of a permanent employee shall be entered into the procedure at Step Two. Such grievances shall be brought to the attention of the Employer within ten (10) working days of the action or knowledge thereof.
C. Class Action Grievances: A class action grievance is a controversy or dispute which affects two (2) or more employees in the same manner. Class action grievances shall be submitted by the CEA representative to the first (1st) level supervisor having jurisdiction over all grievants.
A. Board of Arbitration. Within thirty (30) days of the signing of this Agreement, the Employer and the CEA will jointly request from the US. Federal Mediation and Conciliation Service (USFMCS) the names of 21 qualified arbitrators. From the list of 21 arbitrators the Employer and the CEA shall alternately strike from the list one name at a time until 11 names remain on the list. This list of 11 arbitrators shall be used by the parties to select individual arbitrators for hearings. This does not preclude the parties from compiling a mutually agreeable list without the assistance of USFMCS.
For each hearing, the parties will select the arbitrator by alternately striking one (1) name at a time until only one (1) name remains on the list. The parties will alternate on striking the first (1st) name. The name of the arbitrator remaining on the list shall be accepted by the parties as the arbitrator, and arbitration shall commence on a mutually acceptable date.
B. Selection of the Arbitrator. If a grievance is not resolved at Step Two the CEA may request arbitration. This request shall be submitted to the Director of the Division of Personnel in writing within twenty (20) working days after the response from Step Two is due or received. The CEA shall state specifically which Article(s) and Section(s) the Employer may have violated and the manner in which the violation is alleged to have occurred. The parties will meet within twenty (20) working days after receipt of the request for arbitration to strike names and to make arrangements to contact the arbitrator about scheduling the hearing. The CEA shall contact the Employer to strike names.
C. Authority of the Arbitrator. Questions of arbitrability shall be decided by the arbitrator. Once a determination is made that the matter is procedurally arbitrable or if such preliminary determination cannot reasonably be made, the arbitrator shall then proceed to hear the merits of the dispute.
The parties agree that the decision or award of the arbitrator shall be final and binding. The arbitrator shall have no authority to rule contrary to, amend, add to, subtract from or eliminate any of the terms of this Agreement. The arbitrator shall have no power to modify a penalty or other management action except by finding a contractual violation.
Expenses incident to the services of the arbitrator shall be borne as designated by the arbitrator. Normally, the losing party shall be expected to pay the arbitrator's expenses. If neither party can be considered the losing party, the arbitrator shall apportion expenses using the arbitration decision as a guide.
D. Removal of Documents. Documents implementing penalties which are later reversed shall be removed from the employee's personnel file. This does not preclude the maintenance of such records in the files of the Labor Relations Section, provided such documents shall not be forwarded to potential employers within or outside State government.
E. Arbitration Witnesses. A Confidential Unit member who is required to appear as a witness for CEA for an arbitration proceeding shall be granted time off subject to the CEA Business Leave Bank.
A. Complaint Procedure. A complaint shall be defined as (1) any controversy, dispute or disagreement arising between the CEA or an employee or employees and the Employer which does not involve the application or interpretation of the terms of this Agreement, or (2) the appeal of the discharge, demotion or suspension of a probationary employee not holding permanent status in another classification. Such matters are not included in the definition of a grievance as set forth in Section 2. The following shall be the sole and exclusive method of resolving complaints.
Complaints shall be processed on forms provided by the Employer. The complaint shall state the facts from which it arises, the rules, procedures or conditions which should be considered and the remedy requested. If the Employer fails to render a decision within the allotted time, the complaint may be advanced to the next step by the CEA. Time frames may be extended by mutual agreement of the parties. Adjustments to complaints shall not conflict with this Agreement or applicable laws, regulations or written policies.
Step One. An employee may individually, or with a CEA representative, present the written complaint to the first level supervisor outside the bargaining unit within twenty (20) working days of the action or inaction or the date the employee is made aware of the action or inaction, whichever is later. The supervisor shall respond in writing within ten (10) working days of presentation.
Step Two. If the complaint is unresolved at Step One, an appeal may be submitted by the CEA representative in writing to the Commissioner of the Department of Administration within ten (10) working days after the Step One response is due or received. Upon request of the CEA, a conference between the CEA representative and a representative of the Commissioner of the Department of Administration will be convened to discuss the complaint. If the representatives are unable to resolve the complaint, the Commissioner or designee shall respond in writing within twenty (20) working days after receipt of the appeal or the date of the conference, whichever is later. The decision of the Commissioner of the Department of Administration is final and shall settle the matter.
B. Group Complaints. A group complaint is a controversy, dispute or disagreement which affects two (2) or more employees in the same manner. Group complaints shall be submitted by the CEA representative to the first (1st) level supervisor having jurisdiction over all complainants and may be appealed upward from that level until final settlement by the Commissioner of the Department of Administration. Time limits and procedures shall be as for individual complaints set out above. Group complaints must identify complainants by name, job class and department to the extent possible.
C. Conversion to Grievance. If in the opinion of the CEA representative a matter initially filed as a complaint does involve the application or interpretation of this Agreement, the complaint may be converted to a grievance at or before Step Two. The grievance must be filed on a grievance form with copies of the complaint and all responses attached. Nothing in this section shall limit the Employer's right to raise questions of arbitrability.
12.05 Review of Individual Positions. An employee may obtain a review of the classification of his/her position in the following manner:
The Union shall submit a request for review to the Director of the Division of Personnel. The request for review shall include an electronic copy of the statement of duties on the official form obtained from the Division of Personnel web site. The employee shall complete the portions of the statement describing the duties and responsibilities performed.
The Division of Personnel will review the employee's duty description with the employing agency as part of a position analysis. A final position description will be completed to reflect the actual duties assigned and performed. The completed PD will be reviewed in conjunction with existing class specifications for proper classification. Not later than sixty (60) calendar days following receipt of the request, the Director of Personnel shall render a decision and notify both the employing agency and the Union.
12.05 - Position Review. An employee may obtain a review of the classification
of his/her position, band within a broad-banded job classification, or level of
competency demonstrated within a broad-banded job classification in the
following manner:
A.
The CEA shall submit a
request for review, including a position description (PD) completed by the
employee and a listing of competencies if relevant, to the Human Resources
Manager of the employing department, with a copy to the Director of the
Division of Personnel.
B.
The completed PD and
competencies will be reviewed in conjunction with existing class specifications
for proper classification, band or range placement. Not later than thirty (30)
days following receipt of the request, the department shall submit its written
analysis and recommendations to the Director of the Division of Personnel with
a copy to the CEA.
C.
If the department fails to
respond within thirty (30) days, the CEA may advance the request to the
Director of the Division of Personnel within five (5) days of the due date.
D.
Within thirty (30) days
from the date of receipt of the department's recommendation or thirty (30) days
from the date the request was advanced by the CEA, the Director of the Division
of Personnel shall review the PD and the listing of competencies if relevant,
in conjunction with the existing class specifications for proper allocation.
The Director of the Division of Personnel shall notify both the department and
the CEA of the decision.
If the CEA does not agree with
the director’s decision, the following shall be the sole and exclusive
method for resolving disputes regarding classification of a position. The CEA
may request a review by a three-member peer panel within ten (10) working days
of the date the decision was due or received, whichever is earlier. The
commissioner shall appoint one member of the panel, CEA shall appoint one member
of the panel, and the two members shall jointly select the third member. The
panel shall make every effort to schedule the review within 60 days and shall
issue a written analysis and decision within 30 days. After review of the
written record, the panel shall determine the appropriate classification of the
position by majority vote. The panel has no authority to establish a new pay
range or job classification. The panel’s authority shall be limited to a
determination of the proper job class allocation and range assignment. The
award shall be consistent with the merit system principles articulated in AS
39.25.010. Any change in classification shall be effective on the first day of
the pay period following the date of the decision. The decision of the panel
is binding upon the parties.
Any cost associated with the
services of the third member of the panel shall be shared equally between the
parties.
E. Reallocations shall be made effective in accord with 2 AAC 07.035. If the Director determines that the position should be upgraded but funds are not available the employing department shall restrict the duties to be consistent with the classification at the funded level.
F. No more than one (1) request may be processed for a position under this section in any twelve (12) month period unless substantial changes in duties have occurred.
G. The foregoing procedure shall be the sole and exclusive method of resolving classification disputes, notwithstanding the other provisions of Article 12.
WAGES
A.
Effective July 1, 2005,
the salary/wage schedule in effect on June 30, 2004, shall be increased by two percent (2%)..Effective July 1, 2000, the following shall be the salary/wage schedule.
Effective July 1, 2006, the salary/wage schedule in effect on June 30, 2006, shall be increased by two percent (2%).
(At the conclusion of bargaining: Salary tables to be prepared by the Division of Finance for reproduction in this collective bargaining agreement.)
|
|
|
|
|
|
|
|
|
|||
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
| |