AGREEMENT BETWEEN THE GUILFORD BOARD OF EDUCATION AND. LOCAL of Council #4, AFSCME, AFL-CIO NURSES. July 1, 2012 June 30, 2015

Transcription

1 AGREEMENT BETWEEN THE GUILFORD BOARD OF EDUCATION AND LOCAL of Council #4, AFSCME, AFL-CIO NURSES July 1, 2012 June 30, 2015 Guilford Public Schools Guilford, Connecticut 06437

2 TABLE OF CONTENTS Page Article I Preamble... 3 Article II Recognition... 3 Article III Union Security... 3 Article IV Work Rules... 4 Article V Management Rights... 4 Article VI Seniority... 4 Article VII Probation... 5 Article VIII Vacancies and Transfers... 5 Article IX Layoffs... 6 Article X Holidays... 6 Article XI Hours of Work and Overtime... 6 Article XII Pension Plan... 7 Article XIII Sick Leave... 8 Article XIV Personal Leave... 8 Article XV Bereavement Leave... 9 Article XVI Insurance... 9 Article XVII Jury Duty Article XVIII Transportation Allowance Article XIX Professional Growth Article XX Clothing Allowance Article XXI Grievance Procedure Article XXII Wages Article XXIII Courses Article XXIV Field Trips Article XXV Discipline Article XXVI Annuity Plan Article XXVII Miscellaneous Article XXVIII Duration Appendix A Letter of Agreement Appendix B Letter of Agreement

3 ARTICLE I PREAMBLE This Agreement is entered into by and between the Guilford Board of Education, hereinafter referred to as the "Employer" or as the "Board", and Local of Council #4, American Federation of State, County and Municipal Employees, AFL-CIO, hereinafter referred to as the "Union". ARTICLE II RECOGNITION The Employer recognizes the Union as the exclusive bargaining agent for purposes of bargaining over hours, wages and other conditions of employment for all Nurses and Health Aides employed by the Guilford Board of Education excluding the position of Nurse Supervisor. Section 1 ARTICLE III UNION SECURITY Each employee shall, as a condition of employment, beginning the thirty-first day of said employment, either become and remain a member of the Union in good standing, or pay to the Union an agency fee. The agency fee shall be established by the Union in accordance with law. Section 2 For the purposes of this Article, an employee shall be deemed to have maintained Union membership in good standing if he/she shall have tendered the periodic dues, initiation fees, and assessments uniformly required as a condition of acquiring and retaining Union membership. Section 3 On the second pay day in each calendar month the Board will deduct union dues and service fees for the preceding month from the wages of each employee who: (a) has received at least five (5) days pay in the preceding month; (b) has signed and filed with the Board a currently effective authorization card; and (c) to whom there is owing on said second pay day an amount sufficient to cover the amount to be checked off. Section 4 The Board shall, once each month, remit the sum total of dues and service fees to Council 4, Local 1303 of the American Federation of State, County and Municipal Employees AFL-CIO together with a list of those persons from whose pay deductions have been made, and a copy thereof shall be sent to the President of the Local

4 Section 5 The Board agrees to deduct from the wages of any employee who is a member of the Union a PEOPLE deduction as provided for in a written authorization. Such authorization must be executed by the employee and may be revoked by the employee at any time by giving written notice to both the Board and the Union. The Board agrees to remit any deductions made pursuant to this Section promptly to the Union together with an itemized statement showing the name of each employee from whose pay such deductions have been made and the amount deducted during the period covered by the remittance. Section 6 The Union shall indemnify and save the Board harmless against any and all liability, claim, damage or suit, including reasonable attorney s fees, which may arise out of any action taken by the Employer in accordance with the terms of this Article. ARTICLE IV WORK RULES Employees shall have duties and responsibilities as set forth in a position description filed in a booklet maintained by the Board for this purpose. It is not the intention of this Article to make work rules and position descriptions a mandatory subject of bargaining; nor, is it the intent of this Article to waive the Union's right to demand impact negotiations, as may be required by the Municipal Employee Relations Act. ARTICLE V MANAGEMENT RIGHTS It is agreed that the management of the schools and the business of the Board, including the direction of the working forces, the establishment of methods of operations, the scheduling of hours of work, the establishment of plans for increased efficiency, the maintenance of the standards of quality, the right to hire, discipline, suspend or discharge for proper cause, the right to hire, appoint, and direct supervisors and the right to transfer or relieve of duty because of lack of work are solely vested in the Board subject, however, to the terms of this Agreement. ARTICLE VI SENIORITY The Employer shall prepare a list of all bargaining unit employees, showing by classification, their seniority in length of service with the Employer and deliver the same to the Union President annually by the 15 th day of September. The list shall reflect seniority status of employees as of the 1 st day of September. The Board shall further notify the Union of action affecting the seniority list. Upon completion of the probationary period, new employees shall be added to this list. The date of hire for all employees employed in a bargaining unit position prior to August 18, 1992 shall be such employee's date of employment with the Guilford Visiting Nurses' Association. For all other employees, the date of hire shall be such employee's date of employment in a bargaining unit position with the Guilford Board of Education. For purposes of - 4 -

5 this Agreement, seniority is defined as an employee's continuous service with the Board of Education, including service with the Guilford Visiting Nurses' Association as reference above, in a bargaining unit position since her/his last date of hire. An employee shall lose his/her seniority rights under the following circumstances: A. Termination of employment. B. Failure to report to work within fifteen (15) working days after notice by the Employer to the employee's last known address to return to work after layoff. C. Failure to return to work within five (5) working days after expiration of a leave of absence. ARTICLE VII PROBATION New employees shall serve a probationary period of four months and shall acquire no seniority rights during this period. During the probationary period an employee may be disciplined or discharged at the Board s discretion and neither the Union nor the employee will have recourse to the grievance procedure regarding discipline under this Agreement. All employees who have successfully completed their probationary period shall be regular employees and shall acquire length of service records as of the date of their employment. The effective date of fringe benefits shall be subject to limitations and enrollment requirements of insurance carriers. A probationary employee shall not be entitled to personal leave. A probationary employee shall receive three (3) days of sick leave; upon completion of the probationary period, the employee shall receive the balance of sick leave provided to regular employees. Section 1 - Vacancies ARTICLE VIII VACANCIES AND TRANSFERS Notice of bargaining unit positions which are vacant or which are newly created shall be posted in each school building and the Board of Education s website and a copy of such posting will be provided to the Union President. Employees wishing to be considered for such vacancy or new position may submit a written request to their supervisor. Vacancies will be filled on the basis of the most qualified person for the vacant position as determined by the Superintendent or designee. Qualified employees in the bargaining unit who have applied for the position will be given preference when such employees are equal in qualifications to outside candidates. The Union President shall be given notice of all employees hired into the bargaining unit within five (5) days of the date of hire. Section 2 - Transfers The Board shall not arbitrarily or capriciously exercise its discretion to transfer employees in the bargaining unit

6 ARTICLE IX LAYOFFS The Union President shall be given fourteen (14) calendar days advanced notice of any layoffs of bargaining unit members. Layoffs shall take effect as follows within each classification: A. Probationary employees; B. Part-time employees with the least seniority first; and, C. Regular employees with the least seniority first. In the event of a reduction in the health service staff the employee affected shall have the right to displace the least senior employee in that classification. For purpose of this paragraph, classification shall be as follows: A. Registered Nurses; B. Licensed Practical Nurses; and, C. Health Aides. Health service personnel who are laid off pursuant to this provision shall be given first opportunity to fill an opening in their former classification beginning with the most senior laid off employee. This recall eligibility shall be in effect for twelve months from the date of layoff. Recalled members of the unit will accept or reject in writing any offer of rehire within fourteen (14) calendar days of the mailing of the offer to rehire to the member's address which is on file in the Superintendent's office. In the event the member of the unit does not accept the Board's offer of rehire, or does not respond in writing within fourteen (14) calendar days of the mailing, the member of the unit shall forfeit all recall rights. ARTICLE X HOLIDAYS All employees shall be paid for eleven (11) holidays. For purposes of this Article, the holidays shall be: Labor Day, Columbus Day, Veterans' Day, Thanksgiving Day, Day after Thanksgiving, Christmas Eve, Christmas Day, New Year's Eve, New Year's Day, Presidents' Day, and Good Friday. Section 1 - Work Year ARTICLE XI HOURS OF WORK AND OVERTIME Effective upon ratification and approval, nurses shall work seven (7.0) hours per day, Monday through Friday, during each student day of the school year. Health Aides shall work six and three quarters (6.75) hours per day during each student day. The above hours shall include a one-half (1/2) hour paid on-call uninterrupted lunch period, with the understanding that said employee be available within the building if an emergency arises. In addition, bargaining unit employees shall work a total of three (3) days before and the day after the student school year. Commencing with the school year, the Board of Education will increase the work - 6 -

7 year by two (2) additional non-student days, to be worked during the summer break on days selected by the Nursing Coordinator, with the input of the employees. Nothing herein shall prohibit the Board of Education from hiring bargaining unit employees on or after July 1, 1998 with daily hours of employment and/or days of employment that are different than the hours and days stated in this paragraph so long as the hours of the position are twenty (20) hours or more per week. In the event the Board of Education proposed to create a bargaining unit position with weekly hours less than twenty (20) hours, it will negotiate with the Union the hours of that position. An employee who is regularly scheduled to work less than twenty (20) hours a week shall be considered a part-time employee. Part-time employees will not be entitled to medical insurance, holiday pay or the leave benefits of this Article. Employees hired on or after July 1, 2013 must regularly be scheduled to work thirty (30) hours or more per week to be eligible to receive medical insurance. Section 2 -Overtime For Health Aides, time and one-half (1-l/2) shall be paid for all time worked in excess of thirtyfive (35) hours per week. For Nurses, time and one half (1-1/2) shall be paid for all time worked in excess of thirty-seven and one-half (37.5) hours per week. Section 3 In the event of a school closing (i.e., teacher conference, single session days, etc.) or late opening of school, bargaining unit employees will be required to be on duty until students are discharged home and shall be paid for hours worked. Section 4 Employees may be required to attend one staff meeting per month. Said meeting shall not exceed one (1) hour in duration. ARTICLE XII PENSION PLAN The Board of Education agrees, for the duration of this Agreement, to permit all employees meeting the eligibility requirements of the Town of Guilford Public School Employees' (noncertified) Pension Plan (the "Pension Plan") employed by the Board as of June 30, 2013 to participate in the Pension Plan according to its terms, and as modified by this Agreement. Credited service, pursuant to the Pension Plan, will be from the employee's date of employment in a bargaining unit position with the Guilford Board of Education so long as the employee meets the Pension Plan's eligibility requirements for such year(s). The pension formula for the compensation base shall be one and one-half (1-1/2%) percent and the plan shall provide unreduced early retirement at age sixty (60), provided such employee has completed at least ten (10) years of Credited Service, as defined in the Pension Plan. Employees hired by the Board on or after July 1, 2013 shall not be covered by or allowed to become participants in the Pension Plan. Rather, those hired or transferred into a full-time position within the bargaining unit on or after July 1, 2013 (hereinafter, participating employee ) will be enrolled in a Defined Contribution Plan as approved and amended from time to time by the Board and the Town. The Defined Contribution Plan will follow these guidelines: - 7 -

8 a. The Board shall contribute to the Defined Contribution Plan three percent (3%) of the entire annual salary of each participating employee. b. A participating employee may on his/her own contribute additional monies (via withholding from his/her own salary) to the Defined Contribution Plan, as may be permitted by law and said Plan, provided that in no case shall the Board s contribution increase over the amount specified in subpart a., above. c. Any employee contributions shall vest immediately. Board contributions shall vest after five (5) years of continuous service to the Board. d. Current employee (i.e., those employed as of June 30, 2013) may elect to participate in the Defined Contribution Plan in lieu of further participation in the Pension Plan, provided that the Board s contribution for said current employee for and or all of his/her retirement benefits following this election shall be limited to the amount specified in subpart a., above. Said employee s Pension Plan benefits shall vest in accordance with the Plan. The above sets forth a summary of expected plan provisions. The final language of the Defined Contribution Plan incorporating the above provisions shall prevail over the summary language contained in this section. Section 1 ARTICLE XIII SICK LEAVE Each employee shall be entitled to fifteen (15) sick days per year cumulative to a maximum of one hundred fifty (150) days. A record of unused earned sick days shall be maintained. If the Superintendent has reason to suspect that an employee is abusing sick leave, the Superintendent may require the employee to provide a doctor's note verifying the sick day(s). Notwithstanding the foregoing, the School District retains the right to require a physician s certification for sick leave for purposes consistent with federal law (including but not limited to the Americans with Disabilities Act, the Family and Medical Leave Act, and Health Insurance Privacy and Accountability Act). Section 2 Full-time nurses shall be entitled to use five (5) sick days to care for an ill family member. Family member is defined as mother, father, brother, sister, spouse, son or daughter, stepparent and step-child. Part-time nurses shall be entitled to use two (2) sick days to care for an ill family member as such term is defined above. ARTICLE XIV PERSONAL LEAVE Employees shall be entitled to paid personal leave of two (2) days per year for the discharge of legal responsibilities which cannot be discharged except during the regular work week and for other unavoidable conflicts of a personal nature involving the individual employee

9 ARTICLE XV BEREAVEMENT LEAVE When there is a death in an employee's immediate family, the employee may be absent from work for three (3) days without any loss of pay. Immediate family shall be defined as blood and in-law mother, father, brother, sister, spouse, fiancé, son, daughter, grandmother, grandfather. Other special cases caused by death may be granted at the discretion of the Superintendent or his designee when special circumstances dictate. ARTICLE XVI INSURANCE 1. The Connecticut Blue Cross, Blue Shield Century Preferred provider plan reimbursing covered medical expenses in full subject to the following in-network co-payments; $75 co-payment for each emergency room service $15 co-payment for each home and office visit with unlimited maximum in and ; $20 co-payment in $200 co-payment for each hospital admission $100 co-payment for each out-patient surgical procedure $200 co-payment for each admission for nervous/mental care or substance abuse care The Century Preferred Plan will contain the following deductibles and co-insurances for services rendered by out-of-network providers: Calendar year deductible: one person - $200; two person family - $400; more than two person family - $500. Co-insurance: Employee to pay 20% on the first $4,000 of covered charges for individual; $8,000 for two persons, and $10,000 for family Out-of-pocket maximums: $1,000 for individual; $2,000 for two persons; $2,500 for family. The Century Preferred Plan will provide a lifetime out of network maximum benefit of one million dollars per person. In network is unlimited. The Century Preferred Plan will contain a Managed Care Program with the following noncompliance reductions: Hospital reduction - $200 Admitting physician reduction - 25% Surgical reduction - 25% The Century Preferred Plan will provide dependent coverage with the limiting age in accordance with the law. 2. Prescription drug coverage under the Anthem Public Sector 3-tier Prescription Drug Program with an unlimited annual maximum per year per person; $5 co-payment for tier 1 generic drugs; $20 co-payment for tier 2 listed brand-name drugs; and $35 co-payment for tier 3 non

10 listed brand-name drugs. Mail order shall be twice retail. The dispensing maximum is the lesser of a 34-day supply or 100 unit doses. The dispensing maximum for the voluntary mailorder program is a 100-day supply. 3. Life, Accidental Death and Dismemberment benefits of $40, Income Protection Plan beginning on the 91 st day of continuous disability. See plan on file in Central Office for additional detail. 5. a. Co-pay Blue Cross Dental Plan. b. Co-pay Blue Cross Dental Plan Rider A, "Additional Basic Benefits". 6. Effective upon ratification and approval, the insurances provided for in this article will be provided on an 83/17% basis, premium sharing with the Board of Education paying 83% and the employee paying 17% of the cost of the premium by automatic payroll deduction. The employee will sign the necessary wage deduction authorization forms. Effective July 1, 2013, the insurances will be provided on a 82/18% basis premium sharing with the Board of Education paying 82% and the employee paying 18% of the cost of the premium by automatic payroll deduction. Effective July 1, 2014, the insurances will be provided on an 81/19% basis premium sharing with the Board of Education paying 81% and the employee paying 19% of the cost of the premium by automatic payroll deduction. 7. The Board of Education agrees to provide for each bargaining unit employee meeting the eligibility requirements of the insurance plan individual malpractice insurance of $1 million/$3 million. A copy of the group policy or certificate of such insurance shall be given to each employee. The Guilford Board of Education makes available insurance benefits as set forth in this Article. All insurances shall be provided in accordance with the terms of the respective insurance carriers. Disputes concerning an employee's eligibility or entitlement to the benefits contained therein are matters which are to be resolved between the employee and the insurance carrier. Such disputes shall not be subject to the grievance procedure contained in this Agreement. In each case where the name of a particular company or a specific plan has been used in this Article, the intent is to indicate a general type of insurance and not to establish a relationship with one particular company or any specific plan. In each case, the Board is free to seek comparable benefit with other companies. The Board will provide the Association thirty (30) days advance written notification of intent to change insurance carriers. The Board will provide an Internal Revenue Code Section 125 premium only plan so that employee health insurance contributions may be made from pre-tax dollars. Notwithstanding the above, employees may elect to waive all health and dental insurance (but not life or disability) coverage provided for under this Article XVI, and in lieu thereof may receive an annual payment of $2,000 (individual coverage); $3,000 (two person); $4,000 (family). Payment to those employees waiving such coverage shall be made in equal payments during the months of February and June. Notice of intention to waive insurance coverage must be sent to the Superintendent or his designee not less than thirty (30) calendar days prior to the publicized enrollment period cut-off date and may be subject to any regulations or restrictions

11 which may be prescribed by the appropriate insurance carriers. Any employee may elect to resume Board provided insurance coverage effective the next enrollment period, upon written notice to the Board, and subject to any regulations or restrictions, including waiting periods, which may then be prescribed by the appropriate carriers, provided, however that an employee may in extraordinary circumstances, re-enter the medical plan during the year upon review by the Superintendent. Any payment received by the employee in lieu of coverage will be discontinued and/or repaid to the Board. Extraordinary circumstances are those such as divorce, death, or loss of spousal employment which result in loss of the alternative insurance coverage because of which the employee discontinued coverage with the Board, but shall not include illness or injury. This provision is not applicable to a person who, if health benefits were declined, otherwise would be covered under benefits provided to another person by the Town of Guilford. This waiver option is not available to retired employees. ARTICLE XVII JURY DUTY Any employee called for jury duty will receive the difference in compensation beyond his or her regular pay and jury duty pay. ARTICLE XVIII TRANSPORTATION ALLOWANCE Any employee who with the prior approval of the Superintendent or designee is required to travel from his/her primary work site to other locations and in the course of so doing is required to use his/her motor vehicle shall receive a mileage allowance at the IRS rate per mile for each mile driven on school business. ARTICLE XIX PROFESSIONAL GROWTH Requests for attendance at professional development activities shall be submitted on the school district's standard form with an approval notation from the school health supervisor and building principal. The final decision will be made by the Superintendent of Schools. Reimbursement of costs shall be in accordance with the school district's policy. The Board shall reimburse employees fifty (50%) percent of the cost of the School Nurse Certification Test and any renewals. ARTICLE XX CLOTHING ALLOWANCE Effective July 1, 2012 and each July 1 thereafter, each bargaining unit member shall receive $ for the purchase of lab coats, scrubs or other appropriate uniform

12 ARTICLE XXI GRIEVANCE PROCEDURE In the event that any dispute arises between the Board of Education and the Union, or any employee, concerning the interpretation or application of the provisions of this Agreement, such dispute shall be deemed to be a grievance, and shall be settled in accordance with the grievance procedure set forth herein. Any complaint which is not filed in writing at the opening step of the grievance procedure within twenty (20) calendar days from the date on which the grievant knew or should have known of the matter complained of, shall be considered to have been waived. Step 1 Any individual grievance shall first be presented to the Employee's immediate supervisor who shall answer the grievance in writing within one (1) week from the date on which he/she received the written grievance. Step 2 If the response at Step 1 does not satisfactorily resolve the grievance, and the Union feels that further review is necessary, the grievance shall be filed with the Superintendent within one (1) week from the response at Step 1. The Superintendent shall meet with the grievant and/or the Union representative and shall respond in writing within one (1) week from the date on which the grievance was filed in his/her office. Failure by the employee's immediate supervisor or the Superintendent to render a written decision within the above stated time limits shall be considered to be a denial of the grievance on the last day of the time limit for such a response, and shall permit the grievant to appeal to the next step in the grievance procedure. Failure by the grievant to file an appeal within the above stated time limits shall be deemed to be acceptance of the decision at that level. Step 3 If a grievance is not settled, it may be submitted by the Union to arbitration before the Connecticut State Board of Mediation and Arbitration within thirty (30) days of the Step 2 answer. The time limitations specified in this Article and the steps provided herein may be waived by written mutual agreement of the parties. The arbitrator shall be without power or authority to make any decision which requires the commission of an act prohibited by law or which is violative of the terms of this Agreement. Further the arbitrator shall have no power to add to, subtract from, modify or otherwise alter this Agreement. The decision shall be final and binding upon the parties and the costs shall be borne equally by the parties. One (1) member of the Union Grievance Committee and the grievant shall be granted leave from work without loss of pay for all meetings and arbitration hearing between the Board and the Local for the purpose of processing grievances when such meetings take place at a time during

13 which such members are scheduled to be on duty. Every effort will be made to schedule such meetings when such member and the grievant are not scheduled to be on duty so as to avoid any conflicts with job duties and responsibilities. ARTICLE XXII WAGES Effective and retroactive to July 1, 2012, the hourly rate of pay for RNs shall be adjusted to be the same as that paid to BSNs; the hourly rate of LPNs and aides shall increase by 2%. Effective July 1, 2013, the hourly rate of pay for all employees covered by this Agreement shall increase by 1.5%; effective July 1, 2014, the hourly rate of pay for all employees covered by this Agreement shall increase by 1.5%. Based upon the above increases, the hourly rates of pay will be as follows: Current July 1, 2012 July 1, 2013 July 1, 2014 BSN $28.79 $28.79 $29.22 $29.66 RN LPN AIDE ARTICLE XXIII COURSES The Board of Education shall pay for CPR and First Aid courses that are deemed necessary to maintain certification. Section 1 ARTICLE XXIV FIELD TRIPS All bargaining unit employees who are assigned by administration to accompany an overnight field trip shall be paid for twelve (12) hours of work at their hourly rate of pay for each day of the field trip. Section 2 In the event a bargaining unit employee is assigned by administration to attend a day field trip, the employee shall be paid for each hour of the field trip. For purposes of this section of the Agreement, the hours of the field trip shall be deemed to begin at the time the bus or other vehicle leaves the school property and end at the time of such vehicle's return to the school property. ARTICLE XXV DISCIPLINE No employee shall be discharged, suspended or disciplined in an arbitrary or capricious manner

14 ARTICLE XXVI ANNUITY PLAN Employees shall be eligible to participate in the Board's tax sheltered annuity program currently administered by the Copeland Company subject to Internal Revenue Service rules and regulations. For those employees who are vested in the Town of Guilford's Public School's Employees' Pension Plan who contribute at least three (3%) percent of such employee's gross annual salary to such annuity plan during a fiscal year, the Board will contribute an additional amount equal to one (l %) percent of such employee's gross annual salary to the annuity plan. The Board's contribution will be paid during the last pay period during the month of June in such fiscal year. ARTICLE XXVII MISCELLANEOUS Section 1 Absences and Substitutes All employees reporting illness, bereavement or personal leave shall notify the Health Service Coordinator of his/her absence. In no circumstance shall a bargaining unit member be responsible for finding a substitute. Section 2 Labor Management Meetings The Union and the Superintendent shall each designate up to two (2) people to meet and/or confer on a quarterly basis for purposes of addressing and/or resolving issues of mutual concern. Section 3 Summer School Hours Members of the Union shall have preference for all summer assignments

15 ARTICLE XXVIII DURATION This Agreement will be effective as of July 1, 2012 and shall continue and remain in full force and effect to and including June 30, IN WITNESS WHEREOF, the parties hereunto have caused these presents to be executed by their proper officers, hereunto duly authorized and their seals affixed hereto as of the date and year written. LOCAL OF COUNCIL #4, AFSCME, AFL-CIO GUILFORD BOARD OF EDUCATION By By Date Date By Date

16 Appendix A LETTER OF AGREEMENT BETWEEN GUILFORD BOARD OF EDUCATION AND LOCAL OF COUNCIL #4, AFSCME The Guilford Board of Education agrees to provide to the Local Union President on an annual basis, the booklet containing staff development offerings, should one be published. LOCAL OF COUNCIL #4, AFSCME, AFL-CIO GUILFORD BOARD OF EDUCATION By By Date Date By Date

17 Appendix B June 22, 2005 TO: FROM: RE: All Administrators Barbara Truex, Superintendent of Schools School Nurses Please be advised that nurses shall not be required to cover lunch breaks and/or coffee breaks of other staff. BLT:tmf