ARTICLE 32
EQUAL EMPLOYMENT OPPORTUNITY

SECTION 1 - GENERAL

We agree to cooperate in providing equal opportunity for all
persons to prohibit discrimination because of age, sex, race,
religion, color, national origin, or disability and to promote
the full realization of equal employment opportunity (EEO)
through a positive and continuing effort.

SECTION 2 - EXCHANGE OF INFORMATION

Through the procedures established for labor-management
cooperation, the Parties agree to advise the other of outstanding
equal opportunity problems of which they are aware. The Agency
will provide AFGE Local presidents statistical data once a
quarter on the composition of the workforce in relationship to
the Civilian Labor Force (CLF). A copy of the Affirmative
Employment Plan will be furnished to AFGE Locals with the copy of
the Semi-Annual Accomplishment Report as generated.

SECTION 3 - EEO COMMITTEES

A. The AFGE Locals, at their option, will have
representation on the Special Emphasis Program Committees if such
committees exist, or are established, at the Centers.

B. The functions of these committees shall include
recommendations of necessary changes in new or revised EEO Plans;
review of the effectiveness of applicable EEO Plans and
Affirmative Action Programs in the Centers; and recommendation of
actions to remedy shortcomings in existing EEO Plans and Programs
insofar as may be appropriate under the Civil Service Reform Act
of l978. The Union's representative will be a full participant
on committees.

SECTION 4 - EEO COUNSELORS

A. The Agency will appoint EEO Counselors selected from a
list of nominees which shall include the names of any employees
who have been nominated by the AFGE Local.

B. EEO Counselors will be properly trained in accordance
with appropriate regulations and will be made available and
accessible to employees on duty time if otherwise in a duty
status. SECTION 5 - COMPLAINT PROCESSING

A. When first contacted by an aggrieved person, or very soon
following initial contact (as prescribed by 29 C.F.R. Part 1614),
the EEO counselor must inform the aggrieved person of the
possible applicability of remedies.

B. The counselor will inform the aggrieved person of the
requirement that he or she must choose one (not both) of the
following processes:

1. A right to have his or her allegations of
discrimination addressed in the negotiated grievance procedures
of the collective bargaining agreement with a caution that the
opportunity to raise allegations of discrimination will be lost
if not raised in the grievance process.

2. A right to have his or her allegations of
discrimination addressed under the EEO process.

C. The EEO Counselor is required to inform the aggrieved
person that once he or she decides which forum he or she elected,
the aggrieved person is precluded from using the other forum to
address the same matter.

1. On EEO complaints which impact on bargaining unit
employees, the Union shall be informed of all proposed remedies
or corrective action to be taken as the result of an informal or
formal complaint resolution.

2. When it has been determined that a complaint does not
meet the EEO criteria, the complaint may be referred to the Union
as a timely filed grievance, at the employee's discretion.