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NNSY EMPLOYEE HELP & RIGHTS CENTER
WHAT HAPPENED AT WORK?
ANNUAL LEAVE: MY LEAVE WAS DENIED OR CHANGED
WHAT HAPPENED? My annual leave was denied, changed, cancelled, forced, or affected by another employee’s request.
WHAT SHOULD I KNOW? Article 19 addresses planned leave, May 15 extended-leave scheduling, conflicts, written approval or disapproval and reasons, cancellation, emergency or unplanned leave, call-in and continuing absence, liberal and forced leave, volunteers, borrowed employees, interrupted operations, increments, death in the immediate family, an additional travel day, related LWOP, sick leave where qualifying, and approved leave or bumping rules.
WHAT SHOULD I DO? Keep your request and written response. Contact a steward about a denial, cancellation, forced leave, conflict, or bumping question.
CBA REFERENCE: Article 19. READ ORIGINAL CBA LANGUAGE.
STILL NOT SURE? DON’T GUESS. CONTACT YOUR STEWARD OR TVFEMTC.
SICK LEAVE: WHAT EMPLOYEES SHOULD KNOW
WHAT HAPPENED? I need sick leave or was asked for medical information.
WHAT SHOULD I KNOW? Article 20 covers qualifying uses, medical/dental/optical appointments, call-in, continuing absence, SF-71, medical certification, special certification and annual review, alternative employee statements where permitted, being sent home by the medical officer, advance sick leave, EAP-related hardship procedures, Reserve physical examinations and six-minute increments.
WHAT SHOULD I DO? Follow the CBA notice and certification steps and keep copies. Ask a steward before assuming a request is improper.
CBA REFERENCE: Article 20. READ ORIGINAL CBA LANGUAGE.
STILL NOT SURE? DON’T GUESS. CONTACT YOUR STEWARD OR TVFEMTC.
HURT AT WORK? START HERE.
WHAT HAPPENED? I was injured, became ill, or was exposed to something at work, or I saw an unsafe condition or accident.
WHAT SHOULD I KNOW? Article 25 addresses CA-1 assistance, emergency treatment, subsequent treatment, OWCP assistance, medical examinations, representation, and access to certain personal exposure and medical records. Article 26 covers safety and health, including timely accident reporting and reporting unsafe conditions.
IMMEDIATE STEPS: 1) Get emergency care first if needed and follow the Article 25 emergency provisions. 2) Notify your supervisor. 3) Report to the dispensary as required. 4) Report the accident or unsafe condition promptly under Article 26. 5) Write down the date, time, place, witnesses and what happened.
WHO TO CONTACT: Your supervisor and the dispensary right away; then your steward or TVFEMTC for help with reporting, the CA-1, treatment, leave or representation.
IMPORTANT DEADLINES: Report the injury and accident promptly — Article 26 requires timely accident reporting. Confirm any CA-1 or OWCP filing time limits with your steward; this guide does not state them.
FORMS / DOCUMENT LIMITATIONS: Article 25 provides assistance with the CA-1. This site does not provide official forms; obtain them through the channels the CBA identifies. Keep copies of everything you submit and receive, including medical and exposure records you request.
ESCALATION: If reporting, treatment, CA-1 assistance or records access is refused or delayed, contact your steward; disputes over CBA compliance may use the negotiated grievance procedure.
WHAT HAPPENS NEXT? Your claim and treatment move forward through the CA-1/OWCP process, with medical examinations and follow-up treatment as Article 25 describes.
CBA REFERENCE: Article 25 (injury, CA-1, OWCP, medical records) and Article 26 (safety, accident reporting). READ ORIGINAL CBA LANGUAGE.
SEARCH TERMS: hurt, injured, injury, accident, CA-1, OWCP, workers’ comp, dispensary, exposure, unsafe, safety.
STILL NOT SURE? DON’T GUESS. CONTACT YOUR STEWARD OR TVFEMTC.
NNSY CONFERENCE COMMITTEE: 757-716-8747 · Building 298, Norfolk Naval Shipyard, Norfolk, VA 23709
ENVIRONMENTAL PAY: COULD THIS WORK QUALIFY?
WHAT HAPPENED? I may be owed environmental differential pay.
ARTICLE 13 SEARCH CATEGORIES: High Work — 25%; Dirty Work — 4%; Cold Work — 4%; Hot Work — 4%; Welding Preheated Metals — 4%; Fibrous Glass — 6%; Pressure Chamber / Centrifugal Stress; Flying — 100%; Asbestos — 8%; Submerged Vessel Duty — 50%; Explosives / Incendiary Material — high degree and low degree hazards; Toxic Chemicals — high degree hazard; Aircraft Carrier Duty — 4%; Firefighting — exact Article 13 rate and language.
WHAT SHOULD I DO? Compare the assignment with the qualifying situations and exact original language in Article 13. The CBA addresses employee notification, supervisory determination, new situations, simultaneous exposure and the highest applicable differential rule. If you believe qualifying work was missed, contact a steward; disputes may use the negotiated grievance process.
CBA REFERENCE: Article 13. READ ORIGINAL CBA LANGUAGE.
STILL NOT SURE? DON’T GUESS. CONTACT YOUR STEWARD OR TVFEMTC.
EMPLOYEE PROBLEM-SOLVING CENTER: STEP-BY-STEP GUIDES
I NEED TO FILE A GRIEVANCE
WHAT HAPPENED? I believe management violated the CBA, a rule or a working condition, and I want to challenge it.
WHAT SHOULD I KNOW? Disputes over CBA application — leave, pay, differentials, safety, discipline and more — may use the negotiated grievance procedure in the CBA. Grievances move through set steps with set time limits, and you may have a union representative with you.
IMMEDIATE STEPS: 1) Write down what happened, when, where, who was involved and any witnesses. 2) Gather your documents: requests, written responses, schedules, notices. 3) Identify the CBA article you believe was violated. 4) Contact a steward right away.
WHO TO CONTACT: Your steward first, or TVFEMTC through the NNSY Conference Committee.
IMPORTANT DEADLINES: Grievance steps have strict CBA time limits. Check the exact time limits in the original grievance-procedure language with your steward — do not wait, and do not rely on this summary for day counts.
FORMS / DOCUMENT LIMITATIONS: This site does not provide official grievance forms. Use only the format the CBA requires and keep a dated copy of everything you submit.
ESCALATION: If the issue is not resolved at one step, it may move to the next step of the negotiated grievance procedure; the Council decides whether to take a grievance further.
WHAT HAPPENS NEXT? Management responds at each step within CBA time limits. Your steward will tell you about meetings, responses and next steps.
CBA REFERENCE: Negotiated grievance procedure and the article that applies to your issue (see the Article 1–38 index). READ ORIGINAL CBA LANGUAGE.
SEARCH TERMS: grievance, file a grievance, complaint, contract violation, unfair, dispute, steward.
STILL NOT SURE? DON’T GUESS. CONTACT YOUR STEWARD OR TVFEMTC.
NNSY CONFERENCE COMMITTEE: 757-716-8747 · Building 298, Norfolk Naval Shipyard, Norfolk, VA 23709
MANAGEMENT WANTS TO QUESTION ME — WHAT SHOULD I DO?
WHAT HAPPENED? A supervisor, investigator or other management official wants to interview or question me, or asked me for a statement.
WHAT SHOULD I KNOW? The CBA provides for union representation. If you reasonably believe the questioning could lead to discipline, you may ask for a union representative before answering. Ask clearly; management is not required to offer one first.
IMMEDIATE STEPS: 1) Stay calm and professional. 2) Ask what the meeting is about. 3) If you believe it could lead to discipline, say: “I request union representation before answering questions.” 4) Do not sign a statement you have not read or do not agree with. 5) Write down who was present, the date, time and questions asked.
WHO TO CONTACT: Your steward immediately, or TVFEMTC through the NNSY Conference Committee.
IMPORTANT DEADLINES: Ask for representation before or at the start of questioning. If discipline follows, CBA response and grievance time limits may begin — contact a steward right away.
FORMS / DOCUMENT LIMITATIONS: This site does not provide statement or interview forms. Ask for a copy of any written statement you give, and keep your own notes.
ESCALATION: If representation was requested and refused, or the meeting was handled improperly, report it to your steward; it may be raised through the negotiated grievance procedure.
WHAT HAPPENS NEXT? Management may close the matter, investigate further, or propose discipline. If you receive discipline, see “I received discipline or a proposed adverse action.”
CBA REFERENCE: CBA representation provisions (see the Article 1–38 index). READ ORIGINAL CBA LANGUAGE.
SEARCH TERMS: questioned, interview, investigation, statement, meeting with supervisor, representation, Weingarten, steward.
STILL NOT SURE? DON’T GUESS. CONTACT YOUR STEWARD OR TVFEMTC.
NNSY CONFERENCE COMMITTEE: 757-716-8747 · Building 298, Norfolk Naval Shipyard, Norfolk, VA 23709
I RECEIVED DISCIPLINE OR A PROPOSED ADVERSE ACTION
WHAT HAPPENED? I received a letter of reprimand, a proposed suspension, a proposed removal or another disciplinary or adverse action notice.
WHAT SHOULD I KNOW? The CBA sets out how discipline and adverse actions are handled, including notice, your right to reply, your right to union representation, and challenging the action. Appendix V of the CBA contains related language — read it with your steward.
IMMEDIATE STEPS: 1) Read the notice carefully and note the date you received it. 2) Do not ignore it. 3) Do not sign anything beyond acknowledging receipt unless you understand it. 4) Ask for the materials the action relies on. 5) Contact a steward before replying.
WHO TO CONTACT: Your steward immediately, or TVFEMTC through the NNSY Conference Committee.
IMPORTANT DEADLINES: Reply periods and grievance or appeal time limits start from the notice. Check the dates in your notice and the exact CBA time limits with your steward right away; this guide does not replace them.
FORMS / DOCUMENT LIMITATIONS: This site does not provide official reply, grievance or appeal forms. Keep the notice, any supporting materials and dated copies of every reply.
ESCALATION: After a decision, the action may be challenged through the negotiated grievance procedure or another available route, depending on the action. Your steward will help you choose the route; the choice may affect your options.
WHAT HAPPENS NEXT? For a proposed action, management considers your reply before deciding. After a decision, grievance or appeal time limits apply.
CBA REFERENCE: CBA discipline and adverse action provisions, representation provisions, negotiated grievance procedure, and Appendix V (see the Article 1–38 index). READ ORIGINAL CBA LANGUAGE.
SEARCH TERMS: discipline, reprimand, suspension, removal, fired, proposed adverse action, letter, Appendix V.
STILL NOT SURE? DON’T GUESS. CONTACT YOUR STEWARD OR TVFEMTC.
NNSY CONFERENCE COMMITTEE: 757-716-8747 · Building 298, Norfolk Naval Shipyard, Norfolk, VA 23709
I BELIEVE I WAS DISCRIMINATED AGAINST — WHAT SHOULD I DO?
WHAT HAPPENED? I believe I was treated differently, harassed or denied something at work because of a protected characteristic, or because I raised an EEO concern.
WHAT SHOULD I KNOW? Article 8 of the CBA addresses Equal Employment Opportunity. Discrimination complaints may be raised through the EEO process or, where the CBA allows, the negotiated grievance procedure. Choosing one route can limit the other, so get advice before you file.
IMMEDIATE STEPS: 1) Write down each incident: date, time, place, who was involved, what was said or done, and witnesses. 2) Keep emails, notices and other documents. 3) Contact a steward and the EEO office promptly.
WHO TO CONTACT: Your steward or TVFEMTC through the NNSY Conference Committee, and the activity EEO office.
IMPORTANT DEADLINES: EEO time limits are short and strict. This guide does not state current EEO filing deadlines — confirm them immediately with the EEO office and your steward. Do not wait.
FORMS / DOCUMENT LIMITATIONS: This site does not provide EEO complaint forms or EEO office email links. Get forms directly from the EEO office and keep dated copies of everything.
ESCALATION: If the matter is not resolved informally, it may move to a formal EEO complaint or, where the CBA allows, a grievance. Your steward can explain the options under Article 8.
WHAT HAPPENS NEXT? After first contact, the EEO process or grievance procedure moves forward under its own steps and time limits. Keep records of every contact and response.
CBA REFERENCE: Article 8 (Equal Employment Opportunity); negotiated grievance procedure. READ ORIGINAL CBA LANGUAGE.
SEARCH TERMS: discrimination, discriminated, EEO, harassment, hostile, race, sex, age, disability, religion, retaliation, equal opportunity.
STILL NOT SURE? DON’T GUESS. CONTACT YOUR STEWARD OR TVFEMTC.
NNSY CONFERENCE COMMITTEE: 757-716-8747 · Building 298, Norfolk Naval Shipyard, Norfolk, VA 23709
EMPLOYEE PROBLEM-SOLVING CENTER
Step-by-step guides for common workplace situations, based only on the NNSY–TVFEMTC Collective Bargaining Agreement (CBA). These guides are general information, not legal advice. Always confirm details with your steward and the original CBA text.
I NEED TO FILE A GRIEVANCE
WHAT HAPPENED?
You believe management violated the CBA, treated you unfairly in employment, or violated, misinterpreted, or misapplied an applicable law, rule, or regulation affecting conditions of employment.
WHAT SHOULD I KNOW?
TIME MAY MATTER. Article 33 generally requires initiation within 15 WORKDAYS of the incident or knowledge of it. CONTACT A STEWARD AS SOON AS POSSIBLE.
WHAT SHOULD I DO RIGHT NOW?
Write the date, facts, witnesses, documents, Article/section, and corrective action requested. Try informal resolution with the immediate supervisor where applicable, then contact a steward.
STEP 1: File in writing with the second-level supervisor in the parent code/shop using the mutually acceptable form. The meeting includes the grievant and steward/chief steward. Written answer: within 10 WORKDAYS after receipt.
STEP 2: Within 5 WORKDAYS of the Step 1 decision, submit to the division head/shop superintendent or designee. Meeting may include grievant, steward, and chief steward. Written decision: within 5 WORKDAYS after the meeting.
STEP 3: Within 5 WORKING DAYS after the Step 2 decision, submit to the department head. A meeting may include the grievant, steward, chief steward, and Conference Committee member. Decision is generally within 10 WORKING DAYS after a meeting, or receipt when no meeting is held.
ARBITRATION: If unresolved, the Council Conference Committee Chairman/designated representative may request arbitration within 30 CALENDAR DAYS. The employee does not independently invoke arbitration.
MISSED DEADLINES: Employee/Council failure to meet time limits may withdraw and terminate the grievance unless mutually extended.
DIRECT ADJUSTMENT: You may seek adjustment without Council representation; the Council must have an opportunity to be present and the adjustment cannot conflict with the CBA.
SOME MATTERS USE DIFFERENT PROCEDURES: Article 33 excludes retirement, insurance, national security, examinations/certification/appointment, certain classification, discrimination, political-activity adverse actions, probationary separation, OWCP decisions, nonselection, and RIF matters. Certain prohibited-practice, performance, and adverse-action matters may use the negotiated OR statutory procedure, not both. Ask TVFEMTC before choosing.
MERIT PROMOTION: Performance-appraisal grievances use Article 33 §5. Numerical score/qualification grievances: written filing with Code 1117 within 15 CALENDAR DAYS of the rating notice; optional informal step; state basis and desired adjustment; steward/chief steward may represent. Appeal to Code 1110 within 10 CALENDAR DAYS of the Step 1 decision. Council may invoke arbitration within 30 CALENDAR DAYS where applicable.
FORMS / NEXT: Appendix III identifies the NNSY/TVFEMTC Negotiated Grievance Form, but it is not attached to the supplied electronic CBA. Contact TVFEMTC for the current grievance form. Keep copies and proof of submission. Your steward tracks meetings, decisions, and deadlines.
CBA REFERENCES: Article 33 §§1–12; Appendix III. READ ORIGINAL CBA below. STILL NOT SURE? Contact your steward or TVFEMTC. Do not guess.
NNSY Conference Committee
Phone: 757-716-8747
Building 298, Norfolk Naval Shipyard, Norfolk, VA 23709
MANAGEMENT WANTS TO QUESTION ME — WHAT SHOULD I DO?
WHAT HAPPENED?
Management wants to question, interview, or obtain a statement from you.
ARTICLE 3 — INVESTIGATORY EXAMINATION: Council representation applies during an investigation examination when you reasonably believe it may result in discipline and you request representation.
IF YOU BELIEVE THE QUESTIONS COULD LEAD TO DISCIPLINE: ASK FOR A STEWARD.
ARTICLE 31 — PREACTION INVESTIGATION: Separately, before management obtains information from you in the preaction investigation process, you are to be advised of the right to steward representation.
ARTICLE 5 — CHOICE: Where the Agreement permits, you may accept or decline Council representation, and later change your mind and request it. This does not mean every management conversation automatically creates a representation right.
WHAT TO DO: Ask for a steward before answering if discipline may result. Stay professional, record who attended and what was asked, and do not sign anything you do not understand.
WHO MAY HELP? A steward handles the assigned area; a chief steward handles broader shop/trade matters; the Council/Conference Committee assists with wider or unresolved issues. If the steward is unavailable, contact the Council/Conference Committee.
DEADLINES / DOCUMENTS: Request representation before or during the examination. No form is required. Keep notices, statements, and notes. Article 33 generally provides 15 WORKDAYS if a later grievance is needed.
ESCALATION / NEXT: Record any refusal and notify the steward or Conference Committee. Later discipline may follow Article 31 and Article 33.
REFERENCES: Article 3 §5; Article 5 §§1–3; Article 7; Article 31 §2; Article 33. READ ORIGINAL CBA below. STILL NOT SURE? Contact your steward or TVFEMTC. Do not guess.
NNSY Conference Committee
Phone: 757-716-8747
Building 298, Norfolk Naval Shipyard, Norfolk, VA 23709
I RECEIVED DISCIPLINE OR A PROPOSED ADVERSE ACTION
WHAT HAPPENED?
You received discipline or a proposed adverse action.
DISCIPLINARY ACTION: reprimand or suspension of 14 days or less. ADVERSE ACTION: suspension over 14 days, removal, furlough without pay, or reduction in grade/pay.
WHAT TO DO NOW: Record receipt date, give the notice to a steward, list every deadline, preserve documents, and prepare your reply with the steward. Before management obtains information in the preaction investigation, Article 31 provides notice of the right to steward representation.
60 CALENDAR DAYS: Proposed action should generally be issued within 60 calendar days after management learns of the alleged infraction. Missing the period does not automatically prevent action; delay reasons are to be documented.
15 CALENDAR DAYS: For covered proposed suspension/adverse action, a career or career-conditional employee has at least 15 calendar days to respond orally and/or in writing.
30 CALENDAR DAYS: Generally at least 30 calendar days separate receipt of the proposal and effective date. The Article 31 criminal-conduct exception may permit a shorter period, but not less than 7 days, as stated there.
APPENDIX V — PENALTY REVIEW: Consider 1 nature/seriousness; 2 job level/type; 3 past discipline; 4 past work record; 5 performance/confidence effect; 6 consistency with others; 7 Shipyard table; 8 notoriety/agency impact; 9 notice of the rule; 10 rehabilitation; 11 mitigation; 12 alternative penalties. Factors must be balanced, not applied mechanically. In multiple-charge cases consider whether the penalty remains reasonable if some charges fail. When challenged, the deciding official bears the burden of showing reasonableness.
CHOICE: Certain adverse actions may use the negotiated grievance procedure OR applicable statutory appeal, not both. CONTACT TVFEMTC BEFORE CHOOSING.
NEXT / DOCUMENTS: Management considers the reply and issues a written decision. Keep the proposal, evidence, reply, final decision, and delivery proof. Contact a steward immediately. Article 33 generally provides 15 WORKDAYS when the grievance route applies.
REFERENCES: Article 31 §§1–7; Appendix V; Article 33. READ ORIGINAL CBA below. STILL NOT SURE? Contact your steward or TVFEMTC. Do not guess.
NNSY Conference Committee
Phone: 757-716-8747
Building 298, Norfolk Naval Shipyard, Norfolk, VA 23709
HURT AT WORK? START HERE
WHAT HAPPENED?
You were hurt at work or developed an occupational illness.
REFERENCES: Article 25 — Medical; Article 26 — Safety and Health.
1 REPORT: Report an occupational injury to your supervisor.
2 DISPENSARY: Then report to the dispensary. In an emergency, if the supervisor or another authority is unavailable nearby, report directly to the dispensary.
3 OCCUPATIONAL ILLNESS: Notify the supervisor, who directs you to the dispensary.
4 CA-1: The Employer will provide a CA-1 and assist completion if requested. This guide does not invent an electronic process.
EMERGENCY CARE: Article 25 provides emergency examination/treatment. Transportation may be provided when your condition prevents private/public travel; medical personnel may accompany you when necessary.
PAY / LEAVE: Immediate emergency treatment after an on-the-job injury should not cause loss of pay or charge to leave.
SUBSEQUENT TREATMENT: Later treatment may involve sick leave, annual leave, or LWOP. Employer/Council will assist with OWCP reimbursement applications for qualifying subsequent travel, medical leave, or other Article 25 expenses.
REPRESENTATION: You may authorize in writing a federal union official or other person to represent you on illness, injury, or death matters. Article 25 provides access for the employee/designated representative to relevant personal exposure and medical records, including examination and copying as described there.
REPORT ALL WORKPLACE ACCIDENTS PROMPTLY — EVEN MINOR ONES. Article 26 warns prompt reporting is required and failure may affect benefits.
CONTACT / DEADLINES: Contact supervisor and dispensary, then steward/Conference Committee. Report promptly. The supplied CBA does not state a CA-1 filing deadline; contact your steward without delay. Keep CA-1, medical, exposure, and authorization copies.
ESCALATION / NEXT: If reporting is delayed/refused or safety concerns remain, contact the steward; Article 26 safety escalation and Article 33 may apply. READ ORIGINAL CBA below. STILL NOT SURE? Contact your steward or TVFEMTC. Do not guess.
NNSY Conference Committee
Phone: 757-716-8747
Building 298, Norfolk Naval Shipyard, Norfolk, VA 23709
I BELIEVE I WAS DISCRIMINATED AGAINST — WHAT SHOULD I DO?
WHAT HAPPENED?
You believe you were discriminated against or retaliated against under Article 8.
WHAT TO DO NOW: Record dates, conduct, people, witnesses, and documents. Contact an EEO Counselor or TVFEMTC promptly. Do not wait for a deadline not stated in the supplied CBA.
EEO COUNSELOR: Article 8 gives an employee who believes discrimination occurred the right to discuss the complaint with an EEO Counselor. A formal EEO complaint may be filed through the process referenced by the CBA.
REPRESENTATION: You may choose a Council personal representative when filing/discussing the complaint as provided by Article 8. A representative designated in writing may be allowed time on the clock within applicable limits.
WITNESS PROTECTIONS: Unit employee witnesses are to be free from restraint, interference, coercion, discrimination, and reprisal when testifying about discrimination complaints. Knowingly false or slanderous testimony may result in discipline.
POST-INVESTIGATIVE DISCUSSION: A Council representative may attend the post-investigative discussion between the Shipyard Commander and unit EEO complainant as provided by Article 8.
DEADLINES / FORMS: The supplied CBA states no separate current EEO filing deadline. Contact an EEO Counselor or TVFEMTC promptly. This guide does not replace the formal EEO process or invent forms. Keep copies.
NEXT / ESCALATION: Follow the EEO Counselor/formal complaint process and keep the Council representative informed. If the grievance route is permitted, Article 33 generally has a 15 WORKDAY initiation period and some procedures cannot both be used.
REFERENCES: Article 8 §§1–6; Article 33 where permitted. READ ORIGINAL CBA below. STILL NOT SURE? Contact an EEO Counselor or TVFEMTC promptly. Do not guess.
NNSY Conference Committee
Phone: 757-716-8747
Building 298, Norfolk Naval Shipyard, Norfolk, VA 23709
REMAINING NNSY CBA RESOURCES
ARTICLE 12 — CLASSIFICATION / JOB DESCRIPTION: Employees may request review of rating or classification and may be accompanied by the chief steward as described by the CBA. The Article addresses proposed substantial modifications, worksite audits, work outside the official description, statutory classification appeals, current job-description access, Council access to standards, annual job-assignment review and job-grading appeals involving grade, title and series.
ARTICLE 27 — TRADE JURISDICTION: The Article addresses duties and requirements in job descriptions, traditional trade jurisdiction, significant new work or changed practices, Council notification and the opportunity to provide views.
WHAT SHOULD I DO? Request your current job description and contact your chief steward about classification or work-assignment concerns. CBA REFERENCE: Articles 12 and 27. READ ORIGINAL CBA LANGUAGE.
STILL NOT SURE? DON’T GUESS. CONTACT YOUR STEWARD OR TVFEMTC.
PROMOTION OR HIGHER-LEVEL WORK PROBLEM?
WHAT HAPPENED? I performed higher-level work, missed promotion consideration, or need to understand a temporary assignment.
WHAT SHOULD I KNOW? Article 9 addresses merit promotion, Council bargaining over negotiable program changes, grievances, temporary promotions and details, the 120-calendar-day provision, temporary foreman and higher-paying bargaining-unit assignments where applicable, priority consideration after certain errors, job-announcement posting and the minimum announcement period.
WHAT SHOULD I DO? Keep the announcement and assignment information and contact a steward. Do not assume every temporary assignment creates a promotion entitlement.
CBA REFERENCE: Article 9. READ ORIGINAL CBA LANGUAGE.
STILL NOT SURE? DON’T GUESS. CONTACT YOUR STEWARD OR TVFEMTC.
IS MY JOB PROPERLY CLASSIFIED?
HURT AT WORK? START HERE
WHAT HAPPENED? I was hurt, injured or became ill at work, or I saw an unsafe condition that could hurt someone. (Search terms: hurt at work, injured, injury, accident, CA-1, workers’ comp, unsafe, safety.)
WHAT SHOULD I KNOW? Article 26 of the NNSY–TVFEMTC CBA covers safety and health in the workplace. Reporting the injury and documenting what happened protects your rights. Traumatic injuries are reported on Form CA-1. The CBA does not replace the injury-compensation forms or the program rules printed on them.
IMMEDIATE STEPS: 1) Get medical attention first. 2) Tell your supervisor about the injury as soon as possible. 3) Ask for Form CA-1 and complete your section. Write down the date, time, place, how it happened and who saw it. 4) Keep a copy of everything you sign or submit. 5) Report the unsafe condition so it can be fixed (Article 26). 6) Contact your steward.
WHO TO CONTACT: Your supervisor (to report the injury), medical care, your steward or chief steward, and the NNSY Conference Committee (see contact box below).
IMPORTANT DEADLINES: Report the injury promptly. Filing deadlines for CA-1 and any compensation claim are set by the form and program instructions, not by this guide. Check the current instructions on the form and confirm with your steward. If you choose to grieve a related CBA issue, the grievance time limits in the CBA apply. Do not wait.
FORMS AND DOCUMENT LIMITATIONS: This site gives no official forms and does not file claims for you. Get Form CA-1 through your supervisor or the shipyard’s official injury-reporting process. Keep your own copies. This guide is not legal or medical advice.
ESCALATION STEPS: If the injury report is refused or delayed, the hazard is not fixed, or you face retaliation for reporting, contact your steward right away. Article 26 safety concerns can be raised through the Council, and CBA violations can be grieved under the negotiated grievance procedure.
WHAT HAPPENS NEXT? Your supervisor and the agency handle the report under official procedures. You may be asked for medical documentation. Your steward can help you track the claim, the hazard fix and any CBA issue.
CBA REFERENCE: Article 26 (Safety and Health). Also see the negotiated grievance procedure for disputes. READ ORIGINAL CBA LANGUAGE: always confirm the full text of the supplied NNSY–TVFEMTC CBA through the Article 1–38 index.
STILL NOT SURE? DON’T GUESS. CONTACT YOUR STEWARD OR TVFEMTC.
NNSY CONFERENCE COMMITTEE
Phone: 757-716-8747
Location: Building 298, Norfolk Naval Shipyard, Norfolk, VA 23709
NNSY CBA LIBRARY — ARTICLES 1–38 AND APPENDICES
CBA ARTICLE INDEX
Browse the NNSY–TVFEMTC Collective Bargaining Agreement by Article.
ARTICLE INDEX DESTINATIONS
1 Recognition and Unit Description — Council representation resources
2 Laws and Regulations — original CBA
3 Rights of Council — representation resources
4 Rights of Employer — original CBA
5 Rights of Employees — representation and workplace-help resources
6 Discussion and Negotiation — original CBA
7 Council Representation — representation resources
8 EEO — EEO / Discrimination guide
9 Merit Promotion — Promotion / Higher-Level Work guide
10 RIF and Rehiring — RIF guide
11 Apprentice Programs and Training — Apprentice guide
12 Job and Position Descriptions — Classification guide
13 Environmental Pay — Environmental Pay guide
14 Wage Survey — Wage Survey resource
15 Hours of Work — Schedule / Shift guide
16 Overtime — Overtime guide
17 Trial Trips — Trial Trip resource
18 Holidays — Holiday resource
19 Annual Leave — Annual Leave guide
20 Sick Leave — Sick Leave guide
21 Extended Leave — reference resource
22 Administrative Leave — reference resource
23 Civic Responsibilities — reference resource
24 Contracting Out — reference resource
25 Medical — Workplace Injury / Medical guide
26 Safety and Health — Safety guide
27 Trade Jurisdiction — Classification / Work Assignments resource
28 General Provisions — reference resource
29 Employee Services — Facilities resource
30 Beneficial Suggestions — Suggestion resource
31 Discipline and Adverse Actions — Discipline guide
32 Council–Employer Meetings — unresolved problem / Council representation resources
33 Grievance Procedure — Grievance guide
34 Arbitration — Arbitration resource
35 Travel — Travel guide
36 Payroll Withholding of Dues — Dues resource
37 Duration and Changes — Contract Changes resource
38 Firefighters — Firefighter-specific guide
Appendices — original CBA and related employee guides.
1 Recognition and Unit Description — Council representation resources
2 Laws and Regulations — original CBA
3 Rights of Council — representation resources
4 Rights of Employer — original CBA
5 Rights of Employees — representation and workplace-help resources
6 Discussion and Negotiation — original CBA
7 Council Representation — representation resources
8 EEO — EEO / Discrimination guide
9 Merit Promotion — Promotion / Higher-Level Work guide
10 RIF and Rehiring — RIF guide
11 Apprentice Programs and Training — Apprentice guide
12 Job and Position Descriptions — Classification guide
13 Environmental Pay — Environmental Pay guide
14 Wage Survey — Wage Survey resource
15 Hours of Work — Schedule / Shift guide
16 Overtime — Overtime guide
17 Trial Trips — Trial Trip resource
18 Holidays — Holiday resource
19 Annual Leave — Annual Leave guide
20 Sick Leave — Sick Leave guide
21 Extended Leave — reference resource
22 Administrative Leave — reference resource
23 Civic Responsibilities — reference resource
24 Contracting Out — reference resource
25 Medical — Workplace Injury / Medical guide
26 Safety and Health — Safety guide
27 Trade Jurisdiction — Classification / Work Assignments resource
28 General Provisions — reference resource
29 Employee Services — Facilities resource
30 Beneficial Suggestions — Suggestion resource
31 Discipline and Adverse Actions — Discipline guide
32 Council–Employer Meetings — unresolved problem / Council representation resources
33 Grievance Procedure — Grievance guide
34 Arbitration — Arbitration resource
35 Travel — Travel guide
36 Payroll Withholding of Dues — Dues resource
37 Duration and Changes — Contract Changes resource
38 Firefighters — Firefighter-specific guide
Appendices — original CBA and related employee guides.
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