AFGE/AFMC Partnership Council

Date: 
Wed, 06/29/2011 (All day)
Location: 
Wright-Patterson AFB, OH

AFGE/AFMC Joint National Meeting

Location: 
Wright-Patterson AFB, OH

Controlled Spending Account (CSA) for Official Travel

Date: 
Thu, 01/20/2011

MEMORANDUM OF AGREEMENT (MOA)    

Regarding Use of the

Controlled Spend Account (CSA)

For Official Travel

 

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 program as it applies to bargaining unit employees covered by the Master Labor Agreement (MLA) between the parties.

2. The Air Force plans to transition from the current Government Travel Card (Individually Billed Account) to a Controlled Spend Account Travel Card.  Upon implementation, features of the CSA will include

     --- automatic front-loading of the CSA spend limit upon approval of an official travel authorization.

     --- the ability of the traveler to contact the contracted bank directly on a 24/7/365 basis to temporarily increase the CSA spend limit should unexpected circumstances arise or as needed to support mission requirements.

      --- disbursement of all voucher approved entitlements to the contracted bank.

      --- the recovery of traveler’s residual balance (meals and incidental expenses not charged to the CSA) from the bank through a bank check, an electronic funds transfer, ATM/Teller withdrawal (subject to a transaction fee borne by the traveler) or by using CSA as a debit/gift card.

      --- with respect to the recovery of traveler’s residual balance, the parties acknowledge and endorse current efforts to provide for automatic electronic funds transfer by the bank of said monies to the designated personal account of the traveler.

 :     --- the elimination of a credit check for those seeking/possessing a CSA.

3. The parties affirm that the CSA is expected to reduce travel card abuse by providing funds on the card only in times when official travel has been approved. The CSA spend limit will correspond to expenses projected on an approved travel authorization. If the travel authorization is submitted, but not yet approved in time for initial expenses (e.g. air fare), the contracted bank will, upon request, increase the CSA expense limit to cover the cost.  This will prevent funding delays that might interfere with a late-scheduled TDY.

4. Travelers are expected to submit vouchers promptly upon the completion of travel.

5. When a travel voucher is approved, the contracted bank will adjust the CSA spend limit to the entitlement amount. This will often result in a surplus owed to the employee, since many expenses are commonly paid out of pocket, not the card. These can be recovered in a variety of ways (see paragraph 2. In some cases, CSA spending may have exceeded the voucher amount. In this case, the contracted bank will report the balance due on its monthly statement. The employee is responsible for paying the balance to the contracted bank by the statement due date. Normally no administrative action will be taken against employees who settle up within 60 days of a reported balance due.

6. AFMC bases will provide training on the CSA card. Various options exist for such training to include but not limited to training modules on the Air Force Portal, contracted bank website and SAF FM’s CSA Community of Practice site.  Briefings may also be offered to employees on duty time. If a unit does provide briefings, employees will be allowed to select this form of training.  Release for said briefings will be obtained through an employee’s supervisor. The CSA card will be sent with literature explaining the terms of use and other information to orient the new user.

7. When requested, management will continue to provide assistance to employees for the purpose of preparing travel orders and travel vouchers. Employees may also request assistance with respect to the inputting of this information into the Defense Travel System (DTS) or alternative systems will be provided same.

8. All remedies under the MLA or 5 USC Chapter 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/____________
ROGER RICHARDS                              TOM ROBINSON
HQ AFMC/FMPT                                Executive Assistant 
                                            AFGE Council 214 



_____/signed/_____________                   _____/signed/_____________ 
REBECCA TIPTON                               KRIS KEELER 
HQ AFMC/FMPW                                 Executive Assistant 
                                             AFGE Council 214 



_____/signed/____________ 
MICHAEL J MADGES 
HQ AFMC/A1KL

Common Access Card (CAC) Required Web-Enabled Applications

Date: 
Mon, 11/22/2010

 

                                                                                                                                                                                                                             Nov 22 2010                                                                                                                     

 

                                                                                                                                     MEMORANDUM OF AGREEMENT (MOA)

Concerning

Common Access Card (CAC) Required Web-Enabled Applications

 

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 subject as it applies to AFGE bargaining unit employees (BUEs) covered by the Master Labor Agreement (MLA) between the parties. 

 

2.  As of January 2010, most Air Force Personnel Center websites, the Air Force Portal and other Air Force websites have initiated CAC logon procedures.  The option of user-ID/password logon was eliminated primarily as a network security measure, but also to simplify and standardize access methods and eliminate the need to memorize and reset numerous passwords.  

 

3.  This change requires computers, including employee personal computers at home, to have a CAC reader in order to access most Air Force sites.  Air Force-purchased computers on military installations already mandate the use of CAC readers and there is no change to access procedures for employees at work.

 

4.  Management agrees to allow the check-out of CAC readers to employees upon request.  To support this requirement, management agrees to purchase 10,000 CAC readers and distribute them to the bases proportionately based upon the population of each base.  The communication organization at each base will take delivery of the readers and will load drivers on each reader for both Microsoft Vista and Windows 7 operating systems.  The base communication organization will determine how they will allocate these to employees based upon local processes.  Government-issued CAC readers used for continued access from home will require a hand receipt for tracking and accountability.

 

5.  PKI-enabled web applications can be accessed by booting Lightweight Portable Security (LPS) on home computers or by installing middleware for CAC-enabling home computers.  LPS and instructions for its use can be found at http://spi.dod.mil/lipose.htm.  Instructions for obtaining, installing and using CAC middleware for home use can be found in the AFMC Pandemic Event Telecommuting Guide at

https://cs.eis.afmc.af.mil/sites/eis/eim/EIMDocs/2)%20Requirement%20and%20Design%20Documentation/AFMC%20Pandemic%20Event%20Telecommuting%20Guide.docx

 

6.  Government help desks can support the use of government laptops at home or off-base up to the point of the employee’s Internet Service Provider (ISP).  Due to resource limitations and potential contractual/legal constraints, government help desks cannot assist with personal home computers in any capacity nor can they assist with the installation or use of the CAC readers, LPS, or middleware on home computers.

 

7.  Employees are encouraged to set up their Enterprise Information Management (EIM) MySites to list various links to simplify access to the government web-enabled applications they use the most.  EIM training can be found at https://cs.eis.afmc.af.mil/sites/eisusersupport/eimsupportcenter/default.aspxand the employee’s MySite can be found at https://my.eis.afmc.af.mil/. Training is generally offered to instruct employees on how to use any individual government web-enabled application on that particular application’s web site. 

 

8.  All remedies available under the MLA or 5 U.S.C. Chapter 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 //___________               

KARL S. MATHIAS, Ph.D                                         TOM ROBINSON

Chief, Plans and Policy Division                                    Executive Assistant

HQ AFMC/A6X                                                          AFGE Council 214                                                                                                                 

 

 

___// signed // __________                                ____// signed //__ ___________

GINA WILLIAMSON                                                KRIS KEELER

Labor Relations Specialist                                             Executive Assistant

HQ AFMC/A1KL                                                       AFGE Council 214

                                    

AFMC/AFGE Partnership Council Meeting, Hill AFB, UT

Date: 
Mon, 01/24/2011 (All day) - Wed, 01/26/2011 (All day)

Defense Biometric Identification System (DBIDS)

Date: 
Mon, 10/18/2010

 

        MEMORANDUM OF AGREEMENT

On

Defense Biometric Identification System (DBIDS)

 

  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 system as it applies to bargaining unit employees covered by the Master Labor Agreement (MLA) between the parties.

 

  1. The Air Force plans an upgrade to base entrance security procedures using a new personal identification system called DBIDS.  Employee fingerprints will be uploaded into the system, validated against data on the common access card (CAC), and subsequently used to confirm the identity and status of employees at installation gate points.  Under normal conditions, gate checks will continue to be based on an examination of the CAC identification card, except the card will also be scanned with a hand-held device to confirm the biometric information and the employee’s permission to be on base.   In years ahead, Air Force anticipates the capability to scan fingerprints directly under high security alert situations.

 

  1. The DBIDS system will be phased in by base.  Each base will first receive and install the necessary equipment.  Employees will then be asked to produce their CAC identification cards for initial validation.  This will be accomplished over a 9 month window at each base.  Mobile units will visit the various work areas to make registration convenient.  Employees will have multiple chances to have their CAC registered.   

 

  1. Significant gate delays are not anticipated.  If use of DBIDS does result in significant gate delays, management agrees to take effective steps to reduce the delays.  Bargaining obligations will be completed prior to implementing planned changes in gate operations.  This will be accomplished at each installation as necessary. 

 

  1. The DBIDS system will be used strictly for security purposes.  The DBIDS system will not be used as a time-keeping system.  DBIDS biometric data will be protected from access by external wireless eavesdropping devices and guarded securely from internet snooping.

 

  1. Employees of the Union who are not Air Force employees will be provided entry to on-base worksites in accordance with appropriate policies, procedures and applicable union agreements (MOAs).    Eligible long-term employees of the Union with the necessary approvals will be provided a DBIDS card in accordance with base policy.  DBIDS cards may be issued for one year and may be renewed with verification of continued eligibility and the necessary approvals.  If the non-AF Union employee terminates employment with the Union for any reason, the Union will ensure the proper notifications are made to cancel the DBIDS card.

 

  1. 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 /___________________

KYLE LUNDBERG                                    TOM ROBINSON

AFMC/A7SXF                                             Executive Assistant, AFGE Council 214

 

 

__/Signed /_________________               ____/ Signed /___________________

GINA WILLIAMSON                                 KRISTINE KEELER

AFMC/A1ZL                                                 Executive Assistant, AFGE Council 214

                                                     

AFMCI 36-2645 "Senior Functional Roles and Responsibilities"

Date: 
Wed, 07/28/2010

 

                                                               28 July 2010

MEMORANDUM OF AGREEMENT

ON

AFMCI 36-2645 “Senior Functional Roles and Responsibilities”

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 the Bargaining Unit Employees (BUEs) covered by the Master Labor Agreement (MLA) between the parties.

2.   AFMCI 36-2645 outlines roles and responsibilities for managing the recruitment, development, placement, and evaluation of “functionally aligned” employees.  These are AFMC employees who specialize in one of five disciplines:  program management, contracting, financial management, science and engineering, and manpower and personnel.  The instruction establishes a hierarchy of “senior functionals” to manage professional aspects of these five fields.  The review of the performance evaluation of functionally aligned employees will be in their functional chain of command.  In the case of contracting personnel, they will report to and their performance shall be rated and reviewed by a contracting individual.  This instruction also charges senior functionals to define and consistently apply performance management objectives.  It gives them a dominant role in adjusting the mix of skills, numbers, and types of employees (civilian, military, and contractor) assigned to organizations.  It also empowers the Center Senior Functional (CSF) office to hire, place, and reassign functionally aligned personnel.  This agreement provides the agreed upon provisions for implementation of AFMCI 36-2645.

3.  Recruiting and Hiring:  Senior functionals will balance the strategy of hiring needed skills with development and advancement of internal employees.  Senior functionals shall give consideration to qualified BUEs prior to a determination to go outside sources, in accordance with MLA Article 12.

4.  The union will be involved pre-decisionally in discussions to increase the ratio of new contractor positions to bargaining unit positions within a group or division by a margin of more than ten percent.  If the group or division has less than 100 civilian employees, the area for determining the percentage for the ratio will be expanded to the directorate level.  

5.  Reassignments:  When it is necessary to reassign one or more functionally-managed employee to another position at the same title, series, and grade, and reduction-in-force procedures do not apply, the most senior qualified available volunteer will normally be selected for the job.  The employee’s current supervisor may determine that he/she is not available for reassignment, based on mission urgency and needs, but rarely to exceed 12 months.  If no qualified available senior volunteer exists, the least senior qualified available non-volunteer shall normally be selected.  Seniority is determined by SCD Leave. Upon written request, management will provide written rationale to the Union for employees selected to be reassigned.

6.  Performance Management:  For bargaining unit employees performance management will be conducted in adherence with MLA Article 15.

7.  Provisions of this MOA which conflict with a new MLA will expire upon implementation of the new MLA.

8.  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/______________________

BILL KLOSTERMAN                                     TOM ROBINSON

HQ AFMC /A1RI                                           Executive Assistant, AFGE Council 214

 

 

_____/signed___________________             _____/signed /________________________

GINA WILLIAMSON                                      KRIS KEELER

HQ AFMC/ A1KL                                          Executive Assistant, AFGE Council 214 

What is the difference between a CBA an MOU and an MOA?

Legally, all three of these acronyms mean the same thing.

  • CBA = Collective Bargaining Agreement
  • MOU = Memorandum of Understanding
  • MOA = Memorandum of Agreeement

All three of these are written agreements, or written notes of mutual understandings, between management and the union speaking collectively on behalf of the employees.

Typically, however, collective bargaining agreement is used to describe the master contract, the document that covers a broad range of working conditions, and goes for two or three years without change. Then it is re-negotiated.

The so-called memos usually cover single, less-important, subjects. They don't have any expiration dates; that means they remain in effect until the parties agree otherwise.

What can unions in the federal government bargain over?

Agencies have to bargain with unions over all matters affecting working conditions, with certain exceptions. The exceptions include: matters going to the heart of managing the enterprise, such as establishing the basic budget; matters already set by law or government-wide regulations; and classification matters.

It is important to remember, however, that AFGE represents its members on a whole range of subjects, such as GS pay increases, through lobbying. Thus, to say that an issue is outside the scope of bargaining does not mean the union can't effectively deal with it on behalf of its members.

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