By-Law Requirements for Suicide Prevention and Bystander Intervention Training

Date: 
Mon, 01/13/2020
MEMORANDUM OF AGREEMENT (MOA)

ON

By-Law Requirements for Suicide Prevention and Bystander Intervention Training

 

(Supersedes the MOA dated 9 Jan 19 on Integrated Suicide Prevention and Integrated Sexual Assault Prevention and Response (SAPR) Annual Training)

1. The American Federation of Government Employees (AFGE) Council 214 and Air Force Materiel Command (AFMC), hereafter referred to as the Union and Management, hereby enter into this MOA regarding subject training initiative as it applies to bargaining unit employees covered by the Master Labor Agreement (MLA) between the Parties.

2. To meet annual by-law Suicide Prevention and Bystander Intervention training requirements, Air Force Materiel Command (AFMC) will change the formal 60-minute training to an informal approach with the introduction of AFMC Connect. This MOA implements the mandated requirements for Suicide and Bystander Intervention Annual Training programs subject to the provisions outlined below.

3. New employees at their first duty station will be required to complete a 90-minute Initial Bystander Intervention Training which will meet both the Suicide Prevention and Bystander Intervention by-law requirements.

4. AFMC Connect will consist of monthly discussions where supervisors will lead a 15-30 minute conversation with employees on a designated topic. Each quarter questions will be embedded in the conversation that will meet the face-to-face by law training requirement. The objective is for maximum participation, however the mandatory training requirements will only be included quarterly.

5. An employee who, for personal reasons, does not feel comfortable participating in the face-to-face AFMC Connect discussions or the 90-minute Initial Bystander Intervention Training will be responsible for notifying their immediate supervisor of the need to complete the mandatory training through the identified and approved alternate method. The supervisor will direct the employee to view the alternate training materials at their personal work station or a work station with privacy. Supervisors do not have the authority to deny employee access to the alternate training method.

6. Those employees not available to attend the training due to TDY, leave, or any other reason will be provided the AFMC Connect document by their supervisor to they can review at their personal work station.

7. All remedies available under the MLA or 5 U.S.C. 71 will remain available to the Parties if concerns cannot be cooperatively resolved.

 

FOR MANAGEMENT                                          FOR THE UNION 


//signed//                                               //signed//
__________________________                              _____________________________
MICHAEL OWENS                                           TROY TINGEY
AFMC Violence Prevention                                President
Program Manager                                         AFGE Council 214
HQ AFMC/A1RZ       



//signed//                                               //signed//
_________________________                               ______________________________
COLLETTE MYERS                                          TUJA STUARD
Human Resources Specialist                              Executive Assistant
Labor Relations                                         AFGE Council 214
HQ AFMC/A1KL 

Flexitour in Air Force Life Cycle Management Center Propulsion Directorate (AFLCMC/LP)

Date: 
Thu, 11/14/2019
MEMORANDUM OF AGREEMENT (MOA)

ON

FLexitour in
Air Force Life Cycle Management Center
Propulsion Directorate (AFLCMC/LP)

Reference:

A. Briefing to the Union, 22 October 2019

1. The American Federation of Government Employees (AFGE) Council 214 and Air Force Materiel Command (AFMC), hereafter referred to as the Union and Management, hereby enter into this MOA regarding the above matters as they apply to AFGE bargaining unit employees (BUEs) covered by the Master Labor Agreement (MLA) between the Parties.

2. AFLCMC/LP, Propulsion Directorate, is implementing an optional Flexitour schedule for bargaining unit employees (BUEs) within the directorate in order to boost employee morale and allow "flexible" schedules. Flexitour is strictly voluntary.

3. Flexitour is a type of flexible work schedule in which an employee is allowed to select starting and stopping times within the flexible hours built around the core hours of 0900 and 1500. BUEs who request and are approved to participate in the Flexitour schedule will request, with their supervisor, daily starting and stopping times within the flexible hours. BUEs can flex their hours between 0600 and 1800. BUEs will be provided in writing within 2 workdays of approval or rejection of proposed duty hours and effective start date if approved. Employees are required to choose a lunch break from a minimum of 30 minutes to a maximum of 60 minutes between 1100 and 1300 depending on the reporting and departing times selected for the day. See chart below to view options:

 

4. Programs already in place, such as wellness/fitness and telework, will not be affected by this MOA. BUEs who participate in the Flexitour schedule are authorized to use these programs within existing guidelines.

5. BUEs who choose and receive supervisory approval to participate in Flexitour can earn and use credit hours in accordance with applicable laws, regulations and established guidelines. BUEs will schedule the earnings and use of credit hours with supervisory approval. BUEs may earn credit hours Monday through Friday for any hours requested, scheduled, and approved in advance over their norm.al 8-hour duty day, up to 2 hours per day. Employees may earn up to 8 credit hours on Saturday with prior supervisory approval. Credit hours are earned in 1/4 hour increments. The maximum amount of credit hours that can be accrued and carried over is 24 hours. Hours in excess of 24 cannot be carried over from one pay period to the next.

6. All remedies available under the MLA or 5 U.S.C. 71 will remain available to the Parties if concerns cannot be cooperatively resolved.

 

FOR MANAGEMENT                                                FOR UNION 



//signed//                                                    //signed//
__________________________________                            _________________________________
BENJAMIN BOEHM, Col, USAF                                     TROY TINGEY
Director, Propulsion Directorate                              President
                                                              AFGE Council 214



//signed//                                                    //signed//
__________________________________                            _________________________________
COLLETTE MYERS                                                TUJA STUARD
Human Resource Specialist                                     Executive Assistant
(Labor Relations)                                             AFGE Council 214
HQ AFMC/A1kL

Updates to Expeditionary Status Coding

Date: 
Mon, 10/28/2019
MEMORANDUM OF AGREEMENT (MOA)

ON

Updates to Expeditionary Status Coding

This MOA replaces the following MOA:
Updates to Expeditionary Status Coding dated 15 November 2018

References:
    A. HQ AFMC/AlKK briefing to the union 6 February 2018
    B. DoDI 3020.42 Defense Continuity Plan Development, dated 27 April 2011
    C. DoD Expeditionary Civilian (DoD-EC) Codes in the Defense Civilian Personnel Database System (DCPDS) Instruction Guide, dated March 2017

1. The American Federation of Government Employees (AFGE) Council 214 and Air Force Materiel Command (AFMC), hereafter referred to as the Union and Management, hereby enter into this Memorandum of Agreement regarding updating continuity plan/expeditionary status coding of the workforce as it applies to bargaining unit employees covered by the Master Labor Agreement (MLA) between the parties.

2. The Department of Defense has directed all agencies (reference C) to ensure position designations within DODI 3020.42 (reference B) are accurate for positions that fall into the category of "mobility", to include: Key, Emergency Essential (E-E), and Mission Essential (M-E).

3. Employees whose position coding changes will be notified in writing.

4. For employees under DPMAP, employee performance, to include establishment of performance elements and feedback sessions or changes to performance plans within 90 days of the end of the appraisal cycle, will be in accordance with Article 15 of the MLA. Applicable agreements will apply for employees covered by other performance systems.

5. Within 5 workdays of the date of notification to the employee, management will ensure the process to update the records of employees has been initiated to reflect the change of continuity plan/expeditionary status coding. This includes addition or removal of the DD2365, any additions to the PD, and any documentation that is to be added to the Supervisor's Employee Brief (AF Form 971).

6. Affected employees who need to make/change personal arrangements (e.g. child/elder care) may request to use available workplace flexibilities (e.g. schedule changes, unscheduled leave, etc.) to assist until permanent arrangements can be made. Management will maximize the use of available workplace flexibilities during the initial 30 days of this change. Additionally, the employee is allowed to make arrangements such that any work which may be required the employee be called back to the workplace outside of his/her duty hours can be performed by another qualified person until permanent arrangements can be made. Employees will strive to have permanent arrangements made within 30 calendar days from notification. Normally, arrangements will be in place no later than 90 calendar days from notification.

7. The following information will be provided to the local union when a position's coding is changed: employee's name, to/from expeditionary coding change, the employee's series, and the employee's grade. The information will be provided within 10 work days of any coding updates in the future.

8. All remedies available under the MLA or 5 U.S.C. 71 will remain available to the parties if concerns cannot be cooperatively resolved.

 

For Management                                             For the Union



//signed//                                                 //signed//
____________________________                               ______________________________
MICHAEL BROWN                                              TROY TINGEY
Human Resources Specialist                                 President
HQ AFMC/A1KK                                               AFGE Council 214



//signed//                                                  //signed// 
_____________________________                              ______________________________
CURTIS HETZEL                                              TUJA STUARD
Human Resources Specialist                                 Executive Assistant
Labor Relations                                            AFGE Council 214
HQ AFMC/A1KL                                           



MISSION ESSENTIAL POSITION CONDITIONS OF EMPLOYMENT ACKNOWLEDGEMENT/AGREEMENT is 
attached to the original MOA that is in .pdf format

AFI 36-815, Absence and Leave, dated 8 Jul 15 and Air Force Guidance to AFI 36-815, dated 3 Aug 18

Date: 
Mon, 10/21/2019
MEMORANDUM OF AGREEMENT
(MOA)

ON

AFI 36-815, ABSENCE AND LEAVE

References:

AFI 36-815, Absence and Leave, dated 8 July 2015 and Air Force Guidance to AFI 36-815, dated 3 August 2018

(Supersedes MOA dated 3 May 2007 on AFI 36-815, Absence and Leave, dated 21 December 2006)

1. The American Federation of Government Employees (AFGE) Council 214 and Air Force Materiel Command (AFMC), hereafter referred to as the Union and Management, hereby enter into this MOA regarding the subject instruction as it applies to bargaining unit members covered by the Master Labor Agreement (MLA) between the Parties.

2. Air Force Instruction 36-815 provides comprehensive guidance on absences and leave procedures for Air Force personnel.

3. When any provision of AFI 36-815 conflicts with the Master Labor Agreement (MLA), the MLA takes precedence. If a provision of AFI 36-815, which allegedly conflicts with the MLA is applied to a bargaining unit employee, the matter may be resolved through the negotiated grievance procedure in Article 6 of the MLA.

4. Leave requests will be accomplished in accordance with the MLA Art 23 and 24.

5. Telework is covered by AFI 36-816 MOA for AFGE C 214 bargaining unit employees.

6. The Air Force encourages its employees to volunteer as blood donors without compensation. Employees will typically be excused up to four hours for blood or blood product donations that do not result in the employee receiving compensation for the donation. Supervisors should grant employees approval of administrative leave up to a maximum time of 4 hours for blood donations, as long as the employee provides up to 24 hours advanced notice to their supervisor. Employees who volunteer but are rejected as donors for that visit must return to duty or if the volunteer chooses not to return to duty they may request leave (e.g. annual leave/sick leave, etc. if applicable). Rejected donors will only be granted administrative leave for the time actually missed. Actual time missed includes travel time to and from donation site.

7. Unless otherwise defined by law or specific regulatory provisions, the meaning of the work "emergency" as contained in AFI 36-815 is defined as "an unforeseen event."

8. All remedies available under the MLA or 5 U.S.C. 71 will remain available to the Parties if concerns cannot be cooperatively resolved.



FOR MANAGEMENT                                          FOR UNION 



//signed//                                              //signed//
____________________________                            ______________________________
CANDY LOHNER                                            TROY TINGEY
Human Resources Specialist                              President
(Employee Relations)                                    AFGE Council 214
HQ AFMC/A1KL



//signed//                                              //signed//
_____________________________                           _______________________________
COLLETTE MYERS                                          TUJA STUARD
Human Resources Specialist                              Executive Assistant
(Labor Relations)                                       AFGE Council 214
HQ AFMC/A1KL

AFMAN 44-198, Air Force Civilian Drug Demand Reduction Program, 24 January 2019

Date: 
Wed, 10/09/2019
MEMORANDUM OF AGREEMENT (MOA)

ON

Air Force Manual 44-198, Air Force Civilian Drug Demand Reduction Program, dated 24 January 2019

(Supersedes the MOA dated 18 March 2015 on AFI 90-508, Air Force Civilian Drug Demand Reduction Program, dated 18 August 2014)

1. The American Federation of Government Employees (AFGE) Council 214 and the Air Force Materiel Command (AFMC), hereafter referred to as the Union and Management, hereby enter into this MOA regarding subject AFMAN as it applies to bargaining unit employees covered by the Master Labor Agreement (MLA) between the parties.

2. AFMAN 44-198 outlines procedures and policies the Air Force has adopted for deterring the use of illicit drugs by members of the workforce through a drug testing program. The method of drug testing is urinalysis. The types of testing include: tentative selectee testing, random testing for employees in positions identified as Testing Designate Positions (TDP), reasonable suspicion testing to include testing based upon circumstances of an accident or safety mishap, rehabilitation follow-up testing, consent testing and voluntary tests. All specimens will be tested for evidence of consumption of drugs approved for testing, by the Department of Health and Human Services (HHS). When conducting reasonable suspicion, post-accident, or unsafe practice testing, Management may have urine specimen tested for any drug listed in Schedule I or II of the Controlled Substance Act. This MOA implements AFMAN 44-198, subject to the provisions below.

3. This agreement will not prejudice either Management or the Union in any subsequent administrative or judicial proceeding which challenges the Air Force's drug testing program or the designation of TDPs.

4. TDPs will be identified in accordance with AFMAN 44-198, dated 24 January 2019. The addition of any new TDPs not listed in the AFMAN will be subject to bargaining in accordance with MLA Article 33. Full Time union representatives, as identified in MLA Section 4.13, when serving as representatives of the union, are not subject to random testing.

5. Management will adhere to scientific and technical guidelines for drug testing programs outlined by the HHS consistent with the authority granted by EO 12564, Drug Free Federal Workplace, and the requirements of the Anti-Drug Abuse Act of 1988. The drug testing program will be administered in a fair, equitable, and consistent manner.

6. Thirty (30) days prior to the implementation of random drug testing of an employee newly designated to the TDP random drug testing program, Management shall notify the employee that testing for use of illegal drugs is to be conducted, that he or she has been identified as occupying a TDP, and the reasons why his or her position has been designated a TDP. The notice will also inform the TDP employee that they may seek counseling and rehabilitation and inform them of the procedures for obtaining such assistance through the Employee Assistance Program (EAP). The notice will also include the HHS approved list of drugs for which he or she may be tested. Said list may be subject to change based on HHS guidance. In the event of such a change, employee notification will occur after bargaining obligations have been met. Employees who have an appropriate notification on file for the position they occupy will not be provided an additional notice upon implementation of AFMAN 44-198, since the 30-day advance notice period requirement has already been satisfied. Random testing may continue without interruption.

7. Management will provide education and training IAW provisions of AFMAN 44-198. Additionally, Management will make training and education materials available to employees online. Management will also distribute written educational materials and provide other educational activities, such as videos and lectures, as deemed necessary to provide the widest dissemination of training information, ensuring the employees are well educated and have the ability to receive the help they need.

8. Upon request, the Union shall be granted the opportunity to review the computerized process used by Management to randomly select bargaining unit employees for drug testing. This review can be completed either thru a briefing or a requested report, and will confirm that (1) the selection algorithms are "flat" random; (2) no one can influence the selection process towards a particular individual or group and (3) the system is auditable. Changes to the testing rate or the computerized process that impose any undue hardship to employees and/or impact to working conditions shall be subject to bargaining.

9. A bargaining unit employee who believes he/she may have a drug problem, and who self identifies as such, and agrees to the provisions of the civilian drug testing program, as described in AFMAN 44-198, will not be subject to disciplinary action for past use. Management and the Union both recognize the importance of a drug free workplace for safety and health reasons. Employees who voluntarily seek assistance with substance abuse issues may not be subject to disciplinary action if they meet all the conditions of the "Safe Haven Provisions" of AFMAN 44-198. Employees who seek and meet the "Safe Haven Provision;' shall not relinquish any rights to appeal regarding future charges.

10. A bargaining unit employee considering whether to self-identify during the 30-day notice period is entitled to discuss this issue with his/her union representative prior to making such a decision. The union representative and the employee will be entitled to a reasonable amount of official time during their discussions, and in any discussions with Management relative to this issue during the 30-day notice period.

11. In accordance with AFMAN 44-198, rehabilitation shall be offered to all bargaining unit employees identified as having a drug problem (e.g. Medical Review Officer (MRO) verified drug positive test result, and/or self-identified with a drug problem) regardless of other administrative actions that may be pending or taken. The goal of rehabilitation is to eliminate substance abuse and restore the employee to a productive status within his/her work area. As such, a one-time mandatory assessment and referral appointment can be completed at no-cost to the employee, through the EAP or Alcohol Drug Abuse Prevention & Treatment (ADAPT) Program; with a maximum of three hours of duty time allotted for employee use during this phase of treatment. Any follow-on counseling services are at employee expense. Employees may also use approved sick or annual leave for any additional time required for such visits subject to existing laws and regulatory guidance. In accordance with AFMC & AFGE C214 MOA on Civilian Physical Fitness and Wellness Activities, any available Wellness/Fitness hours may be used for prescribed EAP visits.

12. Normally, management will retain employees either in a duty or approved leave status while undergoing initial treatment. If placed in a non-duty status, the employee will normally be returned to duty after successful completion of initial treatment. At the discretion of the activity commander, an employee may return to duty in a TDP, including the TDP formerly occupied by the employee, if the employee's return would not endanger public health, safety or national security.

13. Management will provide bargaining unit employees who are required to undergo a "reasonable suspicion" drug test with a written notice to report for "reasonable suspicion" drug testing. Upon written request, the employee will be provided all information (excluding any information protected by the Privacy Act, confidentiality and/or that is privileged communication) regarding the basis for Management's requirement that the employee submit to a "reasonable suspicion" drug test.

14. Supervisors will defer drug testing for bargaining unit employees on approved leave, TDY, or non-duty day on the day of testing. Employees engaged in a mission critical task (as determined by management) will also be deferred for testing. The employee will not be notified of his/her selection for urine specimen collection. An employee whose random drug test is deferred will be subject to urine specimen collection on the next selection day.

15. If the collection site is more than two (2) hours travel time from the bargaining unit employee's duty station or if inclement weather or road conditions are a factor in travel time, the bargaining unit employee will not be held to the 2 hour limit rule when he/she has provided advance notice to the collection site of his/her late arrival and circumstances impacting the same. The employee will make every effort to report to the collection site in a reasonably timely manner.

16. All time for drug testing, and travel to and from the test site for selected bargaining unit employees will be paid duty time.

17. A bargaining unit employee called in to cover the shift of a bargaining unit employee who is selected for random testing, will be chosen and paid in accordance with the current negotiated agreements on call-back procedures.

18. Employees will receive information regarding the opportunity to submit medical documentation that may support legitimate use of a specific drug.

19. An employee who is the subject of a drug test will, upon written request, have access to any records relating to such drug test results. This will include records documenting the MRO's rationale for determining that there is no medical justification for the positive test result. Once received by the employee, he/she may provide the same to anyone of their choosing.

20. The Union will be provided a copy of the AFMC data submitted in support of the annual AF Drug Free Workplace Report upon its completion.

21. All remedies available under the MLA or 5 U.S.C. 71 will remain available to the parties if concerns cannot be cooperatively resolved.


        FOR MANAGEMENT                                      FOR THE UNION 



        //signed//                                          //signed//
       ____________________________________                 _________________________
       LESLIE A. KNIGHT, Col, USAF, MC, SFS                 TROY TINGEY
       Deputy Command Surgeon, AFMC                         President
                                                            AFGE Council 214




       //signed//                                           //signed//
      ____________________________________                 ___________________________
      BRIAN FRIEDRICH                                      TUJA STUARD
      Labor Relations Specialist                           Executive Assistant
      HQ AFMC/A1KL                                         AFGE Council 214

Acquisition Coding of Engineering Technicians

Date: 
Fri, 02/12/2016
MEMORANDUM OF AGREEMENT (MOA)

ON

Acquisition Coding of Engineering Technicians

1. The American Federation of Government Employees (AFGE) Council 214 and the Air Force Materiel Command (AFMC), hereafter referred to as the Union and Management, hereby enter into this Memorandum of Agreement regarding career field realignment as it applies to bargaining unit employees (BUEs) covered by the Master Labor Agreement (MLA) between the parties.

2. AFMC realigned engineering technicians from the logistics caree1 field to the Science and Engineering (S&E) career field. The affected engineering technician occupational series are 0802, 0856, and 0895. This change allows technicians a greater opportunity to pursue a technical career path and increase engineering involvement in the technician's professional development. The S&E career field policy has been changed to allow technicians greater opportunity to pursue Tuition Assistance (TA) for undergraduate degrees. AFMC has also initiated a position review of all Science and Engineering career fie(d technicians to determine if the technician duties meet the Position Category Description (PCD) duties for Acquisition Professional Development Program (APOP) coding. The Air Force Sustainment Center (AFSC) is the first center to accomplish this review. This MOA implements the realignment of engineering technicia11s and APDP coding, subject to the provisions outlined below,

3. Immediate Supervisors of AFSC technicians will determine if their employees should be acquisition coded, .using SAF/AQH "Step-by-Step Process for Designating and Coding AF Acquisition Positions" (see attached slide). To assist the AFSC Supervisors, AFSC/BN developed an "AFSC/EN technician APDP coding matrix" to use along with the Engineering and Production, Quality and Manufacturing Position Category Descriptions (PCD), issued by the Defense Acquisition University (DAU). AFSC/EN will provide a technician coding spreadsheet to the impacted organizations listing all technician positions to be reviewed. The supervisors will conduct an assessment of the employees' duties, using the PCDs and the AFSC/EN technician APDP coding matrix to annotate acquisition category and level on the technician coding spreadsheet. In accordance with AFMCI 36-2613, supervisors will notify the technicians of coding category and certification due date, once coding actions are completed. In addition, the AFSC Center APDP manager will notify the technicians of position coding using the "APDP Notice Newly Coded" mail merge process found in the Command Human Resource Intelligence System (CHRIS). To accommodate these impacts:

a. Management will provide employees access to all APDP training required to attain certification.

b. Management will request an extension of at least one year to accommodate employees who do not obtain certification in the 24 months due to lack. of availability tralning.

c. Management will provide individual mentoring, on request. to individuals having difficulty meeting certification requirements.

4. All AFSC technicians assigned to positions that are being reviewed for potential APDP coding, will receive notification of the review upon commencement of the supervisors review. They will also receive notification of the coding decision upon completion of the Supervisors assessment. The notification will explain that the coding decision was bused on the documented duties in the employee's position description and that coding may be appealed on the basis ofactu.al percentage of time spent on acquisition/non-acquisition workload. Upon request, the supervisor will meet with the employee and/or the employee's representative to discuss the coding decision and reasons for reconsideration. If agreement is not reached, the grievance procedure may be invoked.

5. When the coding review is complete the Union will be provided a spreadsheet showing the positions where acquisition coding was added. The spreadsheet will show the installation and office symbol of the position and, if encumbered, the name of the employee.

6. AH remedies available under the MLA or 5 U.S.C. 71 will remain available to the parties if concerns cannot be cooperatively resolved.


For Management/Date                                          For the Union/Date



//signed//                                                   //signed//
__________________________________                           ________________________________
DOMINICK TUCOILLO                                            TROY TINGEY
HQ AFMC/ENR                                                  President
                                                             AFGE Council 214



//signed//                                                   //signed//
___________________________________                          _________________________________
ROBERT GOOD                                                  TOM ROBINSON
Labor Relations Specialist                                   Executive Assistant
HQ AFMC/A1KL                                                 AFGE Council 214

DoDI1035.01_AFI 36-816, Civilian Telework Program, 29 October 2018

Date: 
Wed, 09/11/2019
MEMORANDUM OF AGREEMENT (MOA)

ON

DoDI1035.01_AFI 36-816, Civilian Telework Program, 29 October 2018

REFERENCE: AFI 36-816, Civilian Telework Program MOA, 11 September 2014

Due to the integration of DoDI1035.01 and AFI 36-816, this MOA rescinds the signed MOA referenced above and implements the provisions below.

1. The American Federation of Government Employees (AFGE) Council 214 and Air Force Materiel Command (AFMC), hereafter referred to as the Union and Management, hereby enter into this Memorandum of Agreement regarding subject telework program as it applies to Bargaining Unit Employees (BUEs) covered by the Master Labor Agreement (MLA) between parties.

2. General

This MOA implements DoDI1035.01_AFI 36-816, Civilian Telework Program, 29 October 2018. The Parties embrace telework as an alternate work arrangement that can enhance employee health and wellbeing, conserve energy, and reduce environmental costs. Situational telework before and after appointments that require employees to be away from the job and offering telework as a reasonable accommodation for a disability, even if the employee would not otherwise be eligible for telework will give AFMC a competitive advantage as a model employer. AFMC is committed to authorizing participation in telework for the maximum number of positions to the extent mission effectiveness is not compromised.

3. Position Eligibility

Subject DoDI/AFI authorizes for the maximum number of positions to be eligible for telework to the extent that mission readiness is not jeopardized. Positions shall not be excluded on the basis of organization, occupation, series or grade. No predetermined percentages, minimums or maximums will influence the determination of a positions telework eligibility status. Upon written request, the Union will be provided a written explanation why a particular position or set of positions was determined ineligible for telework.

4. Employee Eligibility

a. Employee participation in telework is subject to supervisory approval on a case-by-case basis. Participation in telework is not an entitlement and not all employees are eligible to telework. Eligible employees shall be permitted to telework to the maximum extent possible without diminished individual or organization performance.

b. With supervisory approval, employees who meet the following criteria are eligible to participate in telework.

   (1) The employee occupies a position that meets the eligibility criterion in paragraph 3 of this agreement (i.e., those positions that involve portable work and are not dependent on the employee’s presence at the traditional worksite.
   (2) The employee is in good standing and is not on a Performance Improvement Plan (PIP, as provided in MLA Article 15, Employee Performance);
   (3) The employee is cleared to access government networks necessary to perform his/her duties;
   (4) The employee attests to having the work space, utilities, equipment and reference materials suitable for the work to be performed at the designated alternative worksite, as specified in the DoD Telework Program Agreement;
   (5) The employee is willing to sign and abide by the negotiated Telework Agreement and
   (6) The employee is not on leave restriction, as provided in MLA article 24, Sick Leave.

c. Employees serving in a probationary period or formal training period may be restricted from participating in the telework program. In such cases, they may participate in telework subject to supervisory approval on a case-by-case basis. Supervisors will provide regular and frequent review of probationers’ and trainees’ work performed at an alternative worksite to ensure that employees are meeting performance requirements. Formal training periods do not include the normal progression of an employee through a career ladder.

d. Employees who perform 100% representational duties will be permitted to telework to prepare Memorandum of Agreements (MOAs), Demand to Bargain notices, grievant responses and any other Union type work that does not require a face to face meeting. The representatives are also permitted to telework if local Commanders determine an extreme weather situation and/or if a situation arises where there is no access to on base Union offices for unexpected reasons. The above will be based on case by case basis with initial approval of the employee’s supervisor of record. The Council/Local presidents will be allowed to set the telework schedules for their stewards, as deemed appropriate for the work at hand.

5. Requests

a. Requests for telework will be made in writing to the employee’s immediate supervisor. If the employee’s request is denied, the employee can request a meeting to discuss the basis of denial with the immediate supervisor. All approvals/denials will be made in writing within 14 calendar days of the initial request for telework.

b. The number of approved telework days will be based on requirements of the position and the organization (e.g. need for customer interaction, team meetings, use of onsite tools, etc.) Full time telework may be appropriate for certain occupations/situations; however, long term full-time telework arrangements may involve special considerations (e.g. working outside the commuting area, software/security maintenance problems) that must be approved by the installation commander, tenant commander, head of an activity or their designee.

c. Telework may not be used as a substitute for dependent care or elder care. Employees must ensure dependent care arrangements (e.g., child care, elder care, or care of any dependent adults) are in place. On a case-by-case basis, the employee and manager may mutually agree to meet a situational (adhoc) need.

6. Training

Employees authorized to telework are required to complete telework training prior to signing the telework agreement. Comprehensive Office of Personnel Management (OPM) telework courses for supervisors and employees are available at the joint OPM and General Services Administration (GSA) telework website.

All employees must have completed the OPM interactive telework training program before they can telework for the first time. Any employee who has a telework agreement in place as of the effective date of this agreement is exempt from this requirement.

7. Individual Telework Agreement

a. All employees who will telework on a regular, situational (adhoc) basis must complete and sign a Telework Agreement. The standard Telework Agreement for BUEs will be the DD Form 2946, Telework Agreement Form. The agreement must be in place before telework may begin. This agreement will outline the specific work arrangement on which the employee and supervisor agree. The agreement will normally remain in effect for two years and revised when appropriate. The agreement should be re-accomplished when a new supervisor is responsible for the employee. The agreement will be approved within 14 calendar days of the request. If the employee so requests, a Union representative may assist in the development of the agreement. Telework agreements will be maintained in the supervisor’s employee work folder

b. Telework agreements need to indicate management’s expectations during a base/government closing. Examples:

   (1) If the base commander closes the installation due to weather, the employee, who has a telework agreement should know if he/she is expected to telework from the alternative duty location. (2) Continuity of Operation (COOP) exercises during the spring/summer allows for employees/management to access and determine any issues that need to be corrected with system maintenance operations in the event of an actual emergency.

c. The terms of the telework arrangement will be documented on the DD Form 2946. Unique terms specified by this MOA (e.g., days and hours of work, duties/work assignments, communications frequency and modes, and special requirements) will be documented on the second page of the form, in the “Component-Specific Terms and Conditions” block.

d. On a case-by-case basis, the employee and manager may mutually agree to change the established schedule to meet adhoc needs.

8. Call Back

a. Employees may be required to report to their official duty station for previously scheduled training, conferences, other meeting, or to perform work on a short term basis that cannot otherwise be performed at the alternative worksite or accomplished via telephone or other reasonable alternative methods.

b. Employees may also be required to report to their official duty station for emergency operational exigencies to perform agency work which cannot otherwise be performed on another workday at the alternative worksite, via telephone or other reasonable alternative methods. In such cases, employees will be provided reasonable advance notice and be provided a reasonable time to report. Employees should make every effort to report as soon as possible but are permitted up to two hours to report, with good and sufficient reason.

9. Cancellation of Telework Agreement

a. Telework agreements may be cancelled by either party. The employee may terminate a telework agreement at any time. Management may terminate the agreement for just cause and will give the employees a 2 week notice to return to their traditional worksite. The employee may be required to return to the worksite sooner than 2 weeks, if there is an emergency situation. Management may remove an employee from the telework program due to one or more of the following:

   (1) The employee no longer meets the eligibility criteria as outlined in paragraph 4;
   (2) The employee is placed on a Performance Improvement Plan (PIP) in accordance with MLA Article 15, Employee Performance. The employee is eligible to re-request participation 60 days after expiration of the PIP:
   (3) The employee has demonstrated inability to adhere to the provisions of the Individual Telework Agreement, to include reduced work production, non-responsiveness to telephone calls, non-availability, or working at the alternative worksite has proven to place an undue burden on other office staff;
   (4) Conditions have changed so that all of the employee’s work must now be done only at the employee’s regular workplace.

b. Employees may be removed from telework for just and sufficient cause or violations of the telework agreement. Prior to an employee’s telework agreement being cancelled, the employee and supervisor will meet to discuss any specific problems. This discussion will be confirmed in writing.

c. When a decision is made to remove an employee from the Telework Program, due to performance or conduct, the employee must be given written notice indicating the reason(s) for removal. Unless otherwise specified, the employee may reapply for Telework Program participation 30 calendar days after removal from the program, provided that her/his performance is at least fully successful.

10. Problems Affecting Work Performance

The employee will promptly advise the supervisor when problems arise at the alternative worksite which adversely affects the employee’s ability to perform work. Examples could include situations such as equipment failure, power outages, telecommunications difficulties, etc. In such cases, the employee may request annual leave or report to the traditional worksite. If an employee is unable to continue to work that day in the alternative worksite, and it is impractical for the employee to report to the traditional worksite before the end of the work day, the employee may be granted short periods of excused absences (typically not more than one hour). The supervisor may also provide the employee the opportunity to request approved leave, use earned credit hours, or previously earned compensatory time off.

11. Hours of Work and Leave

a. Employees performing work at the alternative worksite are subject to the same workday requirements as they would be if they were performing work at the official duty station. Employees will continue to be covered by all bargained provisions on overtime and MLA Articles 23 and 24 on leave.

b. Fitness/Wellness time (LN) is not approved to be used on telework days.

c. Employees are required to record time worked in telework status on their time cards as Regular/Recurring (TW – Telework Regular), Situational (TS – Telework Adhoc, Situational), or Medical (TM – Telework Medical).

12. Temporary Changes

a. Employees may be required to report to their regular workplace for previously unscheduled training, other meetings, or to perform work on a short term basis that cannot otherwise be performed at the alternative worksite or accomplished via telephone or other reasonable alternative methods.

b. Employees may also be required to report to their regular workplace for unanticipated operational exigencies to perform work which cannot be performed on another workday, at the alternative worksite, via telephone, or other reasonable alternative methods. In such cases, employees will be provided reasonable advance notice when possible and be provided a reasonable amount of time to report.

13. Emergency Closing/Late Opening/Early Dismissals

When the traditional worksite is closed due to an emergency for all or part of a day, employees scheduled to telework that day may be required to work rather than being excused from duty. Such requirements must be addressed in the employee’s Individual Telework Agreement. The supervisor may excuse a teleworking employee from duty during an emergency closing/dismissal situation if the emergency also adversely affects the alternative worksite or if the employee’s duties are such that he/she cannot continue to work without contact with the regular duty site that is closed.

14. Additional Requirements

Employees participating in the Telework Program will be required to:

a. Utilize any government owned/leased equipment for official purposes only and safeguard government owned/leased equipment documents as currently required at their official duty station; and

b. Adhere to applicable government regulations (AFI 33-100, User Responsibilities and Guidance for Information Systems) governing information management, information protection, and information security procedures for safeguarding data.

15. Equipment and Support

a. The Agency will provide information technology equipment and services deemed necessary by the Agency for performing the employee’s assigned duties at the employee’s home, within the constraints of Air Force policy, funding, and public law.

b. DoD/AF remote access software must be installed onto GFE and personally owned computers to enable access to unclassified DoD systems and networks consistent with criteria and guidelines established by the DoD CIO and SAF/CIO. Personally owned computer must be adapted to accept a common access card (CAC) reader. CAC readers may be provided by the organization when practicable and available.

c. The employee will be responsible for home maintenance, utilities, and any other incidental costs (e.g., electricity, internet service, telephone service, etc.) associated with the use of the alternative worksite. The Agency will be responsible for the maintenance and repair of government owned equipment (e.g., a government owned computer). For appropriately authorized expenses requested in advance, the employee does not relinquish any entitlement to reimbursement for expenses incurred while conducting business for the Agency, as provided for by law and implementing regulations.

d. With budgetary constraints, general office supplies will be provided to teleworking employees. Normally, printers and toners will not be provided.

16. Equal Treatment

Teleworkers and non-teleworkers shall be treated the same for the purposes of performance appraisals, training, rewarding, reassigning, promotions, reducing in grade, retaining, and removing employees, work requirement, and other acts involving managerial discretion.

17. Reporting to Union

Management will provide the Union, upon request, the following statistical information:

a. No more than once annually, the total number of telework eligible positions broken down by installation and major sub-organization (Wing, Center, tenant organization),

b. No more than once annually, total number of AFMC employees who teleworked and how many teleworked on a situational vs regular and recurring basis.

c. Upon request of the local president, installation and major sub-organization breakout of how many employees teleworked and how many teleworked on a situational vs regular and recurring basis.

18. All remedies available under the MLA or 5 U.S.C.71 are available to the parties if either party believes the other has failed to comply with any of the requirements of this MOA.

 

FOR MANAGEMENT                                                  FOR THE UNION


//signed//                                                     //signed//
________________________                                       _______________________
CANDY LOHNER				                       TROY TINGEY
Employee Relations Specialist                                  President
HQ AFMC/A1KL				                       AFGE Council 214                                                                               


//signed//                                                      //signed//
_________________________                                       ___________________________
CURTIS HETZEL                                                   TUJA STUARD
Labor Relations Specialist                                      Executive Assistant
HQ AFMC/A1KL                                                    AFGE Council 214

5/4-9 Compresses Work Schedules (CWS) within The Air Force Life Cycle Management Center (AFLCMC)

Date: 
Wed, 08/16/2017
Memorandum of Agreement (MOA)

On

5/4-9 Compressed Work Schedules (CWS)

Within

The Air Force Life Cycle Management Center

1. The American Federation of Government Employees (AFGE) Council 214 and Air Force Materiel Command (AFMC), hereafter referred to as the Union and Management, hereby enter into this MOA regarding the above matter as they apply to AFGE bargaining unit employees (BUEs) covered by the Master Labor Agreement (MLA) between the Parties.

2. The Air Force Life Cycle Management Center (AFLCMC) is allowing for the use of a 5/4-9 CWS, compliant with the terms of this MOA, throughout the entire Center, so long as the use does not have an adverse impact to mission needs or workload. This MOA is applicable only to a 5/4-9 CWS insofar as those schedules within AFLCMC.

3. Bargaining Unit Employee (BUE) use of the CWS will be voluntary. BUEs who opt-in to the CWS option will participate in a 5/4-9 schedule (eight 9-hout days, one 8-hour day, and one Regular Day Off (RDO)).

4. This MOA, along with management provided guidance, will be uploaded on the AFLCMC Personnel Directorate's (AFLCMC/DP) SharePoint site. Employees will be informed how and where to access the information on the SharePoint site.

5. Programs already in place (e.g. wellness/fitness, telework) will not be affected by this MOA or CWS option. BUEs who are approved to participate in the CWS option are authorized to use these programs within existing guidelines.

6. BUEs who choose not to participate in the CWS program can earn and use credit hours in accordance with applicable laws, regulations and established guidelines. BUEs will schedule the earning and use ofcredit hours with supervisory approval. BUEs with existing credit ho1.u-s will be required to use all of the existingcredit hours before staiiing the CWS.

7. The following will be mutually agreed upon by the supervisor and the employee, formally annotated in the Supervisoris Employee Brief (AF Form 971 ), and a copy given to the employee:

a. A BUE's RDO will be determined by a discussion between the supervisor and the employee.

b. Changes to/from a CWS that are not management directed and/or not based on mission requirements will be discussed between the supervisor and the BUE, and should be limited to no more than two changes within 365 days, but may occur more frequently upon mutual agreement between the supervisor and employee The supervisor will make the final determination on approval of such schedule changes.

c. Start tiines, end times, and.established lunch periods ofBUE workdays will be determined by a discussion between the supervisor and the employee to fit the needs of the organization with the supervisor having final schedule approval authority. Any changes to an employee's schedule will adhere to applicable laws, instructions, MOAs, and the MLA.

8. Approval of CWS and assignment of RDOs by supervisors will adhere to the following guidelines:

a. If more than one BUE submits a CWS request to a supervisor during a pay period, the supervisor shall list the BUEs who ask for inclusion in the CWS option in descending seniority order using leave Service Computation Date.

b. The supervisor will review and approve/disapprove employees' requests in seniority order and assign RDOs by seniority preference while maintaining sufficient mission/program coverage. Employees already working a CWS will not be required to change their RDO or convert back to a regular or flexible work schedule to accommodate new requests from BUEs with seniority.

c. Employees will be allowed to continue in their current AWS until the employee, with prior supervisory notification and approval, converts to the CWS covered by this agreement, another existing/approved AWS, a regular work schedule, or attrites from AFLCMC. Existing local agreements on 5/4-9 CWS will remain in effect and will not be impacted by this MOA. Supervisors should ensure they contact their local Labor Relations office to verify whether a local agreement affecting AFLCMC employees remains in effect.

d. BUEs will receive a written notice of approval/disapproval within 21 calendar days of the date of submission. If any part of a BUE's request is disapproved (for example, starting time, ending time, RDO), the written notice will include the reason for disapproval.

e. The supervisor will retain the seniority roster used to make their decisions for approval/disapproval, which will be made available to the Union upon request.

9. All remedies available under the MLA or 5 U.S.C. 71 will remain available to the parties if concerns cannot be cooperatively resolved.

 

FOR MANAGEMENT                                  FOR THE UNION 


//signed//                                      //signed//
__________________________                      _______________________
ERIC L. DILWORTH                                TUJA STUARD
Director of Personnel                           Executive Assistant
Air Force Life Cycle Management Center          AFGE Council 214



//signed//                                      //signed//
___________________________                     _________________________
BRIAN FRIEDRICH                                 ANDREW POWELL
Labor Relations Specialist                      Executive Assistant
HQ AFMC/A1KL                                    AFGE Council 214

Special Programs Guidance (SPG), Air Force Logistics Professional Development Pgm (AF LPDP)

Date: 
Thu, 06/13/2019
MEMORANDUM OF AGREEMENT (MOA)
on
Special Programs Guidance (SPG),
Air Force Logistics Professional Development Program (AF LPDP)

 

This MoA replaces the following MoA:
"AFMCI 36-202, Logistics Professional Development Program (LPDP)" dated 25 Oct 2016

 

1. The American Federation of Government Employees (AFGE) Council 214 and Air Force Materiel Command (AFMC), hereafter referred to as the Union and Management, and collectively as the Parties, hereby enter into this Memorandum of Agreement regarding subject program as it applies to bargaining unit employees covered by the Master Labor Agreement (MLA) between the Parties.

2. The program is codified in Special Programs Guidance, Air Force Logistics Professional Development Program (AF LPDP), dated 3 Aug 18, and is a voluntary logistics certificate program open to employees in, or were previously in, the Logistics career field in the disciplines of Supply Management, Maintenance Support, Deployment/Distribution/Transportation, or Life Cycle Logistics. AF LPDP offers four distinct certificate programs; Professional Supply Management Certificate Program (PSMCP), Professional Maintenance Certificate Program (PMxCP), Professional Deployment/Distribution/Transportation Certificate Program (PDDTCP), and Professional Life Cycle Logistics Certificate Program (PLCLCP). Each program offers 5 levels of certificates requiring defined experience and training. In addition, levels 3-5 require varying degrees of formal education, developmental education, and leadership experience, all of which are identified on the application requirement sheets, accessible on the AF LPDP SharePoint site at https://cs2.eis.af.mil/sites/10352/SitePages/Home.aspx. AF LPDP provides a structure for pursuing and documenting the attainment of key competencies important to progression in the logistics career field. Eligible participants include civilian General Schedule (GS)/Acq Demo and Federal Wage System (FWS) employees with experience in one or more of the identified Logistics disciplines. This MOA authorizes implementation of AF LPDP, subject to the provisions below.

3. The program is open to all qualified AFMC Logistics (current and past)GS/Acq Demo and FWS employees.

4. The Parties agree that training and development opportunities shall be offered on a fair and equitable basis to all participating employees. Failure or success in progressing through this voluntary program shall not factor into employee performance evaluations.

5. Management agrees to keep the Union informed of progress in the development of new training and education resources, particularly Union proposed courses.

6. All remedies available under the MLA or 5 U.S.C. 71 will remain available to the Parties if concerns cannot be cooperatively resolved.

 

FOR MANAGEMENT                                                  FOR THE UNION



//signed//                                                       //signed//
________________________________                                ___________________________
SANDRA B. WIMBERLY                                              TUJA STUARD
Chief, Workforce Development Branch                             Executive Assistant
HQ AFMC/A4PT                                                    AFGE Council 214




//signed//                                                       //signed//
________________________________                                 ____________________________
BRIAN FRIEDRICH                                                  GREGORY Y. PEARSON
Labor Relations Specialist                                       Executive Assistant
HQ AFMC/A1KL                                                     AFGE Council 214

Use of Official Time by Designated Union Reps to Review AFI 36-704, Discipline and Adverse Actions of Civilian Employees

Date: 
Tue, 04/30/2019
MEMORANDUM OF AGREEMENT (MOA)

Concerning

Use of Official Time by Designated Union
Representatives to Review
Air Force Instruction (AFI) 36-704, Discipline
and Adverse Actions of Civilian Employees

References:
    A. AFI 36-704, Discipline and Adverse Actions of Civilian Employees dated 3 July 2018

1. The American Federation of Government Employees (AFGE) Council 214 and Air Force Materiel Command (AFMC), hereafter referred to as the Union and Management, hereby enter into this Memorandum of Agreement regarding subject instruction as it applies to bargaining unit employees covered by the Master Labor Agreement (MLA) between the parties.

2. AFI 36-704 (reference A) implements Title 5 United States Code, Chapters 43 and 75, and the implementing regulations in Title 5, Code of Federal Regulations, Part 752 by providing procedural guidance for taking disciplinary and adverse actions against certain civilian employees paid with appropriated funds. This AFI includes information regarding employees' right to representation, provide a response to proposed actions, and view supporting documentation, along with their rights to appeal decisions.

3. The parties agree that, within one week of the signing of this agreement, the Union will provide AFMC/Al KL the names of four employees to serve as Union reviewers. These reviewers will serve as the AFI review team. Each reviewer shall be granted up to 8 hours of official time over a period of two weeks to complete a review of the AFI and submit local input to AFGE C214.

4. Before the review begins AFMC will provide each Union reviewer one hard copy of the current AFI and one copy of the version dated 22 July 1994. The review will start when the AFGE C-214 representative notifies AlKL that they are ready for the field review (NLT 2 weeks after signing of this agreement).

5. Following the review, an additional 2 hours of official time will be authorized for each local reviewer to collaborate with AFGE Council 214 on the compilation of concerns. AFGE Council 214 will submit to AFMC a complete list of paragraphs at issue, union concerns, and interests to be bargained, not later than 7 business days following the final day of the final collaboration week, which will end no later than 5 weeks after the signing of this document.

6. The local LROs will arrange for release of the employees for the specified amount of time authorized. In the event the mission may prohibit release, any denial will be coordinated through AFMC/AlKL or their designee.

7. All remedies available under the MLA or 5 U.S.C. Chapter 71 will remain available to the Parties if concerns cannot be cooperatively resolved.

For Management/Date                                         For the Union/Date



   //signed//                                                  //signed//
____________________________________                       _____________________________
AMANDA BLANKENSHIP                                         TROY TINGEY
Human Resources Specialist                                 President
(Employee Relations)                                       AFGE Council 214




   //signed//                                                 //signed//
____________________________________                       ______________________________
BRIAN FRIEDRICH                                            TUJA STUARD
Human Relations Specialist                                 Executive Assistant
(Labor Relations)                                          AFGE Council 214
HQ AFMC/A1KL

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