Limitation to Closure of Medical Treatment Facilities - DHA PI 6025.03 and DHA IPM 18-001

Date: 
Thu, 05/17/2018
Memorandum of Agreement (MOA)

On

DHA PI 6025.03 and DHA IPM 18-001:

Limitation to Closure of Medical Treatment
Facilities

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 limitation to closure of Medical Treatment Facilities (MTF) as it applies to bargaining unit employees covered by the Master Labor Agreement (MLA) between the parties.

2. Attachment 3 of DHA – IPM 18-001, mandates that no Military Treatment Facility (MTF) may close in excess of 3 days or any additional day beyond federally-declared holidays as identified by the Office of Personnel Management or the President of the United States or officially recognized federal office closures or local weather or contingency events. The DHA PI 6025.03 provides procedural instructions to insure changes are implemented. This change in limitation on consecutive days closed also affects ancillary services such as pharmacy, diagnostic imaging, laboratory, and any other services involved in direct patient care which may be required to adjust hours to ensure availability to services. The decision on which clinics and ancillary services involved in direct patient care will experience the limitation on consecutive days closed will be specific to each installation. This MOA implements the MTF limitation on consecutive days closed as they impact Bargaining Unit Employees (BUEs), subject to the provisions outlined below.

3. The Local Union President will be notified by MTF leadership prior to the implementation and provided a briefing from the local MTF on any changes to bargaining unit employees’ work schedules deemed necessary to comply with the tenets of DHA – IPM 18-001. Local impacts to conditions of employment of MTF employees engaged in clinical and ancillary services will be negotiated between Management and the Local Union President (or designee).

4. 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/date				For the Union/date


   //signed// 17 May 18                            //signed// 17 May 18
_______________________				_______________________
ROBERT J. MARKS, Col, USAF, NC		        TUJA STUARD
Command Surgeon					Executive Assistant 
HQ AFMC SG					AFGE Council 214


   //signed//                                      //signed// 
_______________________				_______________________
BOB GOOD					ANDREW POWELL
Labor Relations Specialist			Executive Assistant
HQ AFMC/A1KL					AFGE Council 214  

Revisions to the Federal Workplace Drug Testing Program

Date: 
Fri, 02/23/2018
MEMORANDUM OF AGREEMENT (MOA)

ON

Revisions to the Federal Workplace
Drug Testing Program

REFERENCE:
    AFI 90-508, “Air Force Civilian Drug Demand Reduction Program,”
    28 August 2014 MOA, dated 18 March 2015

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 the modifications of drugs included in the drug testing panel as it applies to bargaining unit employees covered by the Master Labor Agreement (MLA) between the parties.

2. The Department of Defense has initiated an update to the drug testing panels for which its Federal civilian workforce may be tested, in compliance with the Department of Health and Human Services (DHHS) Mandatory Guidelines for Federal Workplace Drug Testing Programs. This revision removed one drug, methylenedioxyethylamphetamine (MDEA), from the standard testing panel for employees and applicants. Additionally, four synthetic Schedule II opioid drugs have been added to the testing panel. These additions are oxycodone, oxymorphone, hydrocodone, and hydromorphone.

3. Management will provide an updated list to of BUEs on Testing Designated Positions (TDPs) to Council 214 NLT 30 days after implementation of this MOA. Additionally, the updated list of drugs or classes of drugs that employees may be tested for will be provided to Council 214 within 30 days of implementation of this MOA. Employees on TDPs will be provided notification of the removal and additions of the drugs listed above and a 30-day notice period as described in AFI 90-508 from the date they have been provided the updated drug testing panel.

4. 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 the AFI 90-508, will not be subjected 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” shall not relinquish any rights to appeal regarding future charges.

5. Management will notify employees on TDPs about the Employee Assistance Program (EAP) and Alcohol and Drug Abuse Prevention and Treatment (ADAPT) Program being available for assistance with counseling and rehabilitation services. However, the employee is able to use any other treatment they deem necessary, at his or her own expense, and are not limited to EAP and ADAPT.

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/date				For the Union/date



   //signed//                                      //signed//
_______________________				_______________________
BRET D. BURTON, Col, USAF, MC		        TUJA STUARD
Deputy Command Surgeon				Executive Assistant 
AFMC/SG2					AFGE Council 214



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

Voice over Internet Protocol Phones (VOIP) conversion

Date: 
Tue, 02/20/2018
MEMORANDUM OF AGREEMENT (MOA)

ON

Voice over Internet Protocol Phones Conversion

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 Voice over Internet Protocol (VoIP) phones as it applies to bargaining unit employees covered by the Master Labor Agreement (MLA) between the parties.

2. VoIP phones are being implemented across the Command as older technologies become obsolete. This MOA implements the provisions of the VoIP phone conversion, subject to the provisions outlined below.

3. VoIP phones generate call logs for all incoming and outgoing calls. Call logs generated by the system may be accessed in accordance with all applicable MOAs, the MLA, laws, rules, and regulations.

4. Employees may submit their preference between all headsets and handsets available from the organization’s inventory to their supervisor.

5. 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/date				For the Union/date


    //signed//                                      //signed//
_______________________				_______________________
ROBERT TRAME					TUJA STUARD
Acting Chief, Assurance Division		Executive Assistant 
HQ AFMC/A61					AFGE Council 214


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

AFI 32-2006, Uniform and Grooming Standards for Civilian Fire Emergency Services Personnel, dated 29 Aug 13

Date: 
Tue, 02/13/2018
MEMORANDUM OF AGREEMENT (MOA)

ON

Air Force Instruction (AFI) 32-2006 "Uniform and Grooming Standards for Civilian Fire Emergency Services Personnel," Dated 29 August 2013

References:     A. AFI 32-2006, Uniform and Grooming Standards for Civilian Fire Emergency Services Personnel, dated 29 August 2013

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 Uniform and Grooming Standards for Civilian Fire Emergency Personnel as it applies to bargaining unit employees (BUEs) covered by the Master Labor Agreement (MLA) between the Parties.

2. AFI 32-2006 replaced AFI-36-801 as the authority on dress and grooming standards for Civilian Fire Emergency Personnel.

3. In accordance with 10 USC 1593 (Uniform Allowance: Civilian Employees), when the government requires Fire and Emergency (FES) personnel to wear a prescribed uniform, the government will provide such uniforms, a uniform allowance, or some combination of the two. The Installation Fire Chief (IFC) determines how those uniforms are acquired. If the government does not provide all uniform components, the IFC will ensure BUEs are given a uniform allowance sufficient to cover the cost of all uniform components the employee is required to purchase, up to a maximum of funds established in 10 USC 1593. Local uniform standards will be negotiated between the IFC (or designee) and the Local Union President (or designee). Any changes in working conditions for BUEs shall be negotiated between the IFC and the local union.

4. Employees will be given 12 months from the date of this MOA or 60 days from receipt of the allowance, whichever is sooner, to comply with the wear of clothing covered by this MOA.

    a. For all FES personnel whose primary or secondary duties include firefighting; the T-shirt may be worn apart from the uniform shirt. However, this T-shirt now becomes part of the uniform and must be constructed of inherently flame resistive fibers (100% cotton; Nomex/Aramid blends, for example). NFPA-compliant T-shirts may only be required if agreed upon during local negotiations.

    b. Station Work Uniforms and accoutrements of all FES personnel whose primary or secondary duties include firefighting shall comply with NFPA 1975 and AFI 32-2006, unless otherwise covered by this MOA. Any changes in working conditions for BUEs shall be negotiated between the IFC and the local union.

    c. Work shirts will not be worn on the flight line or during fire emergency operations. Therefore, metal (such as name badges, tags, rank, etc.) may be worn on clothing that will not be worn during flight line, vehicle checkout, or fire ground operations.

    d. Employees will be allowed to wear stand-by apparel after normal duty hours as determined by the IFC. Such stand-by uniforms shall be standardized within the flight and shall be constructed of inherently flame-resistive fibers (100% cotton; Nomex/Aramid blends, for example). Any changes in working conditions for BUEs shall be negotiated between the IFC and the local union.

5. If a dress uniform is required and not provided by the government, the clothing allowance will be sufficient to cover the cost of the purchase of that uniform.

6. Current employees will not have existing tattoos serve as a basis for removal from positions, but will cover any non-compliant tattoos or body art, as defined in paragraph 3.9.2, so it is not visible when in uniform. Employees hired after the signature date of this MOA will comply with the AFI’s provisions on tattoos and other body art.

7. Employees may have facial hair so long as it is neatly trimmed and does not come between the sealing surface of the self-contained breathing apparatus face piece and the face or otherwise interfere with the operation or use of safety equipment. Hair (to include braids/dreadlocks) must be clean and neat in appearance and must not extend below the bottom edge of the collar when the uniform shirt is buttoned.

8. To ensure a professional image, employees must keep uniforms neat, clean, pressed, serviceable and presentable at all times. Employees will not wear faded, frayed or torn uniforms. When uniforms are damaged (torn, frayed, burned, etc.) as a result of FES operations, when allowed by 10 USC 1593, management will provide the employee sufficient funds to replace the damaged clothing to ensure compliance with uniform standards.

9. Any local impacts not covered by this MOA will be bargained locally.

10. 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//
_____________________________	                        _____________________________
William G. Janczewski II, SMSgt, USAF	                Tuja Stuard
FES Program Manager	                                Executive Assistant
AFIMSC Det 6/CEX	                                AFGE Council 214



    //signed//                                            //signed//
______________________________	                       ______________________________
Collette Myers	                                       Andrew Powell
Human Resources Specialist	                       Executive Assistant
(Labor Relations)	                               AFGE Council 214
HQ AFMC/A1KL

Government Shutdown/Emergency Furlough Procedures

Date: 
Tue, 02/06/2018
MEMORANDUM OF AGREEMENT (MOA)

On

Government Shutdown/Emergency Furlough Procedures

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 to address the impacts of a potential shutdown/ emergency furlough of the Federal Government due to a lack of operating funds. It applies to bargaining unit employees covered by the Master Labor Agreement (MLA) between the parties.

2. The purpose of this collective bargaining agreement is to implement steps and actions which will minimize any adverse effects on bargaining unit employees in the event of a shutdown/emergency furlough. Accordingly, the parties herein have agreed to cooperate to the maximum extent feasible in adapting agency actions and reducing the impact of a government shutdown.

3. A furlough is the placing of an employee in a temporary non-duty, non-pay status because of lack of work or funds, or other non-disciplinary reasons. For most employees, a shutdown furlough lasting 30 calendar days or less are covered by OPM regulations under 5 CFR 752, adverse action procedures. A shutdown furlough of more than 30 calendar days is also covered under 5 CFR 752. RIF furlough regulations are not applicable to emergency shutdown furloughs, because the ultimate duration of an emergency shutdown furlough is unknown at the outset and is dependent entirely on Congressional action, rather than agency action.

4. “Exempt” employees are not affected by a lapse in appropriations; therefore, are exempt from a shutdown furlough. This normally includes employees who are not funded by annually appropriated funds. “Excepted” is the term used in the context of a shutdown furlough, and refers to employees who are funded through annual appropriations, but are excepted from the furlough because they are performing work that, by law, may continue to be performed during a lapse in appropriations. Excepted employees include employees who are performing emergency work involving the safety of human life or the protection of property, or certain other types of excepted work. Civilian personnel who are funded through annual appropriations, but are not designated as excepted are barred from working during shutdown except to perform minimal activities as necessary to execute an orderly suspension of agency operations related to non-excepted activities. Only the minimum number of civilian employees necessary to carry out excepted activities will be “excepted” and will not be furloughed. Positions that provide direct support to excepted positions may also be deemed excepted if they are critical to performing the excepted activity. Determinations regarding status of excepted or non-excepted will be made on a position by position basis.

5. Management agrees to notify the Union of an impending furlough as soon as management is informed. This notification will identify the organizations and approximate number of employees who are exempt, excepted, and non-excepted across AFMC.

6. In advance of a shutdown, Management will notify employees whether they are excepted or non-excepted employees. Where a limited number of available employees perform the same job and have the requisite skills for carrying out excepted activities, Management will select the most senior volunteer(s) based on leave service computation date to work during furlough. If number of volunteers is not sufficient, management will select the least senior non-volunteer(s) with the requisite skills to work during furlough.

7. Employees on furlough will be advised that they are not permitted to work or volunteer to work in accordance with OPM guidelines.

8. Management may have its non-excepted employees perform for up to a half-day (e.g., up to four hours) when “orderly shutdown” activities are needed for the agency’s implementation of its contingency plan (e.g., turning in equipment if required).

9. Management will issue furlough notices to non-excepted employees. Notices will be delivered during the next scheduled work day after Management is informed of the furlough/shutdown. Notices may be issued electronically to employees where possible; or any other delivery method deemed appropriate to ensure receipt. Notices will indicate the actions and steps taken to lessen the impact of the furlough on employees.

10. Furloughed employees will be notified of when to return to work. The expectation is that employees will return to work for their regularly scheduled hours/shift as soon as possible, but not later than 12 hours after notification or the government shutdown officially concludes. Notification may be by telephone call, email, voice mail and/or text. Employees will be provided a call-in number or website to determine the status of a furlough in the event they are not at home to receive such notification. Local news media, text messaging, pop-up messages or other appropriate communication methods/media may also be used to inform employees of the furlough status.

11. Excepted employees performing work during a shutdown furlough will be made whole when Congress passes and the President signs a new appropriation.

12. Employee’s Federal Employee Health Benefits (FEHB) coverage will continue during a shutdown furlough. The employee’s share of the FEHB premium will accumulate and be withheld from pay upon return to pay status. The employee can choose between paying the agency directly on a current basis while in a non-pay status or having the premiums accumulate and be withheld from his or her pay upon returning to duty.

13. Employee’s Federal Employees’ Group Life Insurance (FEGLI) coverage will continue for 12 consecutive months in a non-pay status without cost to the employee.

14. BENEFEDS will generate a bill and send directly to employee’s enrolled in the Federal Dental and Vision (FEDVIP) program after no payment is received for two consecutive pay periods. Employees will be responsible for paying premiums to ensure continuation of coverage.

15. Union officials are not permitted to work on official time during a government shutdown, unless the union official is an exempted employee. In situations where union official cannot represent a BUE due to shutdown furlough, time limits under the Article 6 and 7 of the MLA will be extended up to the same time period as the shutdown furlough period. The same applies to time limit for Equal Opportunity cases.

16. When an employee is absent form work during furlough, he/she will not be held accountable for the effects of the furlough. Allowances for the effects of intermittent employment on assigned work will be made when applying the performance appraisal system.

17. Employees will not be subject to adverse performance ratings as a results of government shut down.

18. 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/Date                                          For Union/Date



    //signed//                                                   //signed//
________________________                                     ___________________________

Randy Shaw                                                   Troy Tingey
Chief, Labor Relations                                       President
HQ AFMC/A1KL                                                 AFGE Council 214



    //signed//                                                   //signed//
________________________                                     ____________________________

Robert Good                                                  Tuja Stuard
Human Resources Specialist (Labor Relations)                 Executive Assistant
HQ AFMC/A1KL                                                 AFGE Council 214

AFI 36-2645, Security Professional Certification and Development

Date: 
Tue, 01/09/2018
MEMORANDUM OF AGREEMENT (MOA)

On

AFI 36-2645 Security Professional Certification and Development

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 the DoD Security Professional Education Development (SPēD) Certification program as it applies to bargaining unit employees covered by the Master Labor Agreement (MLA) between the Parties.

2. The program is codified in AFI 36-2645, Security Professional Certification and Development. The SPēD program is comprised of both mandatory and voluntary security certification programs primarily open to Regular Air Force civilian, Air National Guard, and Air Force Reserve personnel assigned to positions where security work, as defined by the Office of Personnel Management’s Security Administration (occupational series 0080) classification standards, is performed as a primary duty or additional duty . The DoD SPēD program comprises six distinct certifications; Security Fundamentals Professional Certification Program (SFPC), Security Asset Protection Professional Certification (SAPPC), Security Program Integration Professional Certification (SPIPC), Physical Security Certification (PSC), Industrial Oversight Professional Certification (ISOC), and Special Programs Security Certification (SPSC). The SPēD program provides a structure for pursuing and documenting the attainment of certifications that provide a recognized credential for security professionals across the Department of Defense (DoD). This MOA authorizes implementation of the DoD SPēD program, subject to the provisions below.

3. The goal of the SPēD program is to promote a common and shared understanding of DoD security functional tasks and the knowledge and skills associated with the competencies required to perform those tasks. The SPēD program is designed to incentivize long-term employee professional development, education, and training through a cyclical certification maintenance process helping to maintain employee technical proficiency and policy knowledge.

4. The program is open to all AFMC Bargaining Unit Employees (BUEs) to include civilian General Schedule (GS)/Acq Demo and Federal Wage System (FWS) employees in any career field, but primarily with experience in one or more of the identified security disciplines.

5. Employees who inform their supervisor that barriers exist for adequate training and use of the computer based training and/or testing system (i.e. disability, educational, language, etc.) will be provided assistance or allowed access to alternative existing methods in accordance with Air Force policy.

6. 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 the voluntary program shall not factor into employee performance evaluations.

7. The Parties agree that the use of the term “professional”, or any iteration or form thereof within this MOA or AFI 36-2645, does not construe the Professionalization, and therefore removal from any Bargaining Unit affiliation, of any positions for which this training is mandatory or voluntary.

8. The following guidelines apply to BUEs assigned to positions where security work is a primary or additional duty. BUEs will be notified of the provisions below at least 30 calendar days prior to being enrolled in the certification program:

   a. BUEs required to obtain DoD SPēD will be notified of the mandatory certification requirements applicable to their specific position which will include the date which certification should be completed.

   b. BUEs who voluntarily pursue DoD SPēD certification will be notified of the certification programs applicable to their specific position upon request.

   c. BUEs will be provided adequate duty time to access and complete mandatory training requirements associated with this program. If the BUE feels the duty time provided is insufficient to complete the mandatory training requirements the employee may request additional time from their supervisor. If additional time is not approved the employee may file a grievance in accordance with Article 6 of the MLA.

   d. BUEs will be granted adequate duty time to travel to/from authorized testing locations and will be reimbursed mileage in accordance with the Joint Travel Regulation for all travel related to testing for DoD SPeD certification(s).

   e. BUEs will be granted access to required materials (i.e. computer, books, study guides), provided by management at no additional cost to the employee.

   f. BUEs will be informed of the Professional Development Unit (PDU) requirements for their certification(s). BUEs will be authorized adequate duty time after certification(s) is received to work on PDUs until that time that recertification is achieved within the biannual maintenance cycle. If the BUE feels the duty time provided is insufficient to complete the PDU requirements, the employee may request additional time from their supervisor. If additional time is not approved the employee may file a grievance in accordance with Article 6 of the MLA.

   g. All BUEs serving in security positions, to include those who have additional duties that encompass security functions will be allowed to participate in the training, regardless of the hiring date.

   h. In instances where BUEs are assigned to a position requiring more than two SPēD certifications, the BUE will have an extra year per certification to meet program requirements. For example: BUEs must obtain two of the indexed SPēD Certifications within the standard two year compliance window and the additional certification may be obtained during the third year of employment without adverse action or waiver request.

9. The following applies to BUEs not serving in the security career field who participate in the certification program(s) on a voluntary basis:

   a. Mission permitting, and with supervisory approval, BUEs will be granted adequate duty time to access and complete training for the certification until such time as certification(s) is complete.

   b. Mission permitting, and with supervisory approval, BUEs will be granted adequate duty time to travel to/from authorized testing locations and to complete testing related to certifications.

   c. If permitted to participate in this certification, access to materials (i.e. computer, books, study guides) will be provided by management at no additional cost to the employee.

   d. BUEs will be informed in writing of the Professional Development Unit (PDU) requirements for their certification(s). Mission permitting, BUEs will be authorized adequate duty time each month after certification(s) is received to work on PDUs.

10. If a BUE has multiple certificates, and one certificates is slated to go into “expired” status for any reason, the BUE will be notified in writing at least 30 days prior of the change.

11. Upon request and with a demonstrated particularized need from Council 214, the Union will receive from Management annual reports on the DoD SPēD certification program. These reports will be categorized by base, contain BUE names, include the total number of BUEs participating in each certification program, current number of BUEs pursuing certification not yet completed, and any BUEs that are delinquent on certifications or PDUs.

12. BUE’s whose initial hiring date predates the DoD SPēD Certification Program implementation (14 March 2016) are exempt from DoD SPēD Certification Program requirements as long as they remain assigned to their current CPD/SCPD (or equivalent core personnel document) and duty location. The lack of certification shall not be a basis for non-selection for promotion or any type of employment advancement, to include centrally funded security assignments with the exception of positions identified by AFI 36-2645 as a prerequisite for consideration starting 14 March 2018.

13. The Union will be afforded an opportunity to bargain impacts to working conditions created by changes in certification requirements before changes occur.

14. 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 / Date					For the Union / Date


____//signed//________________			        ____//signed//_________________
DAVID D. DAY						TUJA STUARD
Director, Information Protection			Executive Assistant
HQ AFMC/IP						AFGE Council 214




____//signed//________________			        ___//signed//__________________
ROBERT GOOD						ANDREW N. POWELL
Labor Relations Specialist				Executive Assistant
HQ AFMC/A4PT						AFGE Council 214


Acquisition Coding of AFLCMC Cyber Operations Employees - APDP

Date: 
Mon, 12/18/2017
 
MEMORANDUM OF AGREEMENT (MOA)

ON

Acquisition Coding of
Air Force Life Cycle Management Center
Cyber Operations Employees

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 acquisition coding of Air Force Life Cycle Management Center (AFLCMC) Cyberspace Operations Support (COS) Employees as it applies to bargaining unit employees covered by the Master Labor Agreement (MLA) between the parties.

2. In accordance with AFMCI 36-2613, Acquisition Professional Development Program (APDP), the AFLCMC Senior Functional (CSF) for the COS workforce established a process to have all COS employees’ positions APDP coded in order for the COS workforce to be recognized as having achieved professional status through APDP certification. This MOA implements the provisions of the APDP requirements for employees as determined by the APDP coding of each position, subject to the provisions outlined below.

3. The COS employees should be acquisition coded, using SAF/AQH "Step-by-Step Process for Designating and Coding AF Acquisition Positions". AFLCMC Cyberspace Operations Support APDP Manager will provide a coding spreadsheet to the impacted organizations listing all COS positions that are impacted. In turn, once coding actions are completed, the supervisors of the affected employees will notify their employee(s) of their APDP coding category and certification due date, In addition, the AFLCMC COS APDP manager will notify the employees of their 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 employee access to all APDP training required to attain certification during duty time. Employees will ensure that they have requested the needed duty time and received approval from their supervisors prior to enrolling in the training.

   b. Management will request an extension of at least one year to accommodate employees who do not obtain certification in the 24 months, so long as the employee has made a reasonable effort to complete the certification requirements during the initial 24 months.

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

4. All AFLCMC Cyber Operations employees will receive email notification of the coding decision. The notification will explain that the coding decision was based on the documented duties in the employee's position description and that coding may be appealed on the basis of actual percentage of time spent on acquisition/non-acquisition workload. Upon request, the AFLCMC Cyber Operations APDP manager will meet with the employee and/or the employee's representative to discuss the coding decision and reasons for reconsideration. If an agreement cannot be reached the employee may exercise their right to file a grievance.

5. Employees will be given retroactive credit for the time from when the employee started the position, not the time that it became APDP coded, to the date it was determined the position required APDP certification.

6. The deadline for completing Continuous Learning (CL) credits is two years from the date of APDP coding. Employees can complete the CL credits at any point within this two year time frame. The deadline for completion of CL credits will not reset upon completion of CL requirement, but remain the original deadline of two years from anniversary date of the APDP coding of the position.

7. When AFLCMC Cyber Operations completes the APDP coding update the Union will be provided a spreadsheet showing the positions where acquisition coding was added or changed. The spreadsheet will show the installation and office symbol of the position and, if encumbered, the name of the employee.

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/date				For the Union/date


   //signed//                                      //signed//
_______________________				_______________________
CHRISTOPHER J. ECHOLS				TUJA STUARD
AFLCMC Cyberspace Operations Support		Executive Assistant
Center Senior Functional		        AFGE Council 214
AFLCMC/XP-OZI					

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

AFI 36-205, Affirmative Employment Pgm (AEP), Special Emphasis Pgm (SEP), Reasonable Accomodations Policy, 1 Dec 16

Date: 
Thu, 11/02/2017
 
MEMORANDUM OF AGREEMENT (MOA)

ON

Air Force Instruction (AFI) 36-205, Affirmative Employment Program (AEP), Special Emphasis Programs (SEP) and Reasonable Accommodation Policy, dated 1 December 2016

References:
A. AFI 36-205, Affirmative Employment Program (AEP), Special Emphasis Programs (SEP) and Reasonable Accommodations, dated 1 December 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, hereby enter into this Memorandum of Agreement regarding subject Affirmative Employment (AEP), Special Emphasis Programs (SEP) and Reasonable Accommodations as it applies to bargaining unit employees covered by the Master Labor Agreement (MLA) between the parties.

2. Air Force Instruction 36-205 (reference A) is the master Air Force publication providing Air Force guidance on reasonable accommodations for individuals with disabilities, how the AEPs and SEPs are organized and how program personnel are designated and committees are established. It requires commanders to develop and implement a program of positive action in all personnel administration and management matters, including recruitment, employment and promotion, designed to promote equal opportunity and to identify and eliminate discriminatory practices and policies.

3. Management will ensure the following information is contained in vacancy announcements on USA Jobs for full-time SEPMs:

     a. If the applicant is a current employee, they will have no return rights to their current position.

     b. Should the person selected for the position wish to leave the SEPM position, they may apply for other job opportunities via USA Jobs website or discuss other avenues for noncompetitive reassignments with their supervisor, in accordance with applicable laws, rules, and regulations.

4. Duties assigned to SEPM BUEs, who serve in a collateral capacity, are not considered critical and therefore are not part of the BUEs performance plan. An addendum to the BUEs official CORE personnel document will occur for SEPM appointments and will annotate the duties are not critical.

5. Appointed collateral capacity SEPM BUEs will be notified on the percentage of time spent on duties within the SEPM appointment letter.

6. The local union will be notified when changes are made to the SEPM appointments within 10 calendar days.

7. SEPM BUEs appointed as a SEPM in a collateral capacity will initially be solicited for voluntary assignments. BUEs will have the opportunity to relinquish the collateral duty SEPM appointment at any time without any reprisal. However, it is understood that these duties may remain with the SEPM no longer than 60 days while management solicits and assigns the duties to a new SEPM. Additionally, management retains the right to remove these duties from SEPMs. SEPMs will not be penalized for the time and attention dedicated to collateral duties.

8. SEPM BUEs may request feedback from their supervisors or AEPMs regarding their performance of SEPM duties. Any meetings between the AEPM and the SEPM’s supervisor regarding the SEPM's performance of SEP duties must include an invitation to the SEPM to join the meeting.

9. BUEs who perform SEPM duties will be allowed to participate in SEPM training as follows:

    a. all required training will be authorized and completed during duty hours.

     b. all voluntary training will be coordinated between the supervisor, SEPM and AEPM and will be attended during time scheduled to perform SEPM duties.

10. AEPMs and SEPMs will be allowed to accomplish their assigned duties during their regularly scheduled duty hours. Collateral duty SEPMs will schedule the percentage of time allotted for performing these duties with their supervisor and the AEPM.

11. The local union will be notified within 10 calendar days of the Installation Barrier Analysis Working Group (IBAWG) meetings. Upon request, the local union will be allowed to attend and participate in this meeting. If participating, the union will be required to acknowledge and sign a confidentiality agreement only if the other participants have also acknowledged and signed a confidentiality agreement for IBAWG participation.

12. The local union may request copies of the IBAWGs meeting minutes, briefing slides, or other pertinent meeting materials in accordance with 5 U.S.C. Chapter 71. Union recipients will be required to sign a confidentiality agreement prior to receipt of the materials if IBAWG participants are required to also sign a confidentiality agreement.

13. The local union will be notified at least 10 work days prior to and be allowed to attend and participate in the semiannual meetings between the AEPMs and the installation commander. The local union may request copies of meeting minutes or briefing slides from meetings between the AEPMs and the installation commander, in accordance with 5 U.S.C. Chapter 71. Union recipients will be required to sign a confidentiality agreement prior to receipt of the material.

14. Any awards received by SEPM BUEs will be IAW the MLA and applicable MOAs.

15. Use of ADR for a Reasonable Accommodation (RA) grievance will be subject to the provisions of the MLA and any associated locally negotiated agreement. Other means such as a third party neutral (e.g. facilitator) may be utilized to assist the parties through the RA process. When a third party neutral is utilized and the parties involved in the RA process are agreeable, the local union will be notified that a third party neutral has been requested to assist with the RA process.

16. Management will ensure that multiple avenues (e.g. briefings, emails, bulletin postings, etc.) are utilized to disseminate information about the reasonable accommodation process to BUEs on an annual basis.

17. 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/date				For the Union/date



_______________________				_______________________
MOLLY FORE					TUJA STUARD
Affirmative Employment Program Manager		Executive Assistant 
HQ AFMC/A1KK					AFGE Council 214



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

Expansion of Medical Treatment Facility Hours

Date: 
Tue, 10/17/2017
 
Memorandum of Agreement

On

2017 NDAA Section 704:
Expansion of Medical Treatment Facility Hours


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 expansion of Medical Treatment Facility (MTF) hours as it applies to bargaining unit employees covered by the Master Labor Agreement (MLA) between the parties.

2. The 2017 NDAA Section 704 requires the Department of Defense to ensure the availability of primary care services based on the needs of the patient population empaneled to the MTF. At 44 Air Force MTF’s, some of which are AFMC installations, sufficient demand exists to have appointments available for patient care until at least 1630 hours, Monday through Friday, in their primary care clinics. This change in primary clinic hours also affects ancillary services such as pharmacy, diagnostic imaging, laboratory, and any other services involved in direct patient care which may be required to adjust hours to ensure availability to services. The decision on which clinics and ancillary services involved in direct patient care will experience expanded hours will be specific to each installation. This MOA implements the expansion of the MTF hours as they impact Bargaining Unit Employees (BUEs), subject to the provisions outlined below.

3. The Local Union President will be notified prior to implementation of any changes impacting bargaining unit employees and provided a briefing from the local MTF on the proposed changes to the primary care and ancillary services hours within the MTF at the installation in accordance with the 2017 NDAA Section 704. Local impacts and implementation of changes to MTF employees’ hours who are engaged in clinical and ancillary services will be determined by negotiations between Management and the Local Union President (or designee).

4. 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/date				For the Union/date


//signed//                                      //signed//
_______________________				_______________________
ROBERT J. MARKS, Col, USAF, NC		        TUJA STUARD
Command Surgeon 		                Executive Assistant
HQ AFMC SG					AFGE Council 214 
							


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

USA Hire Standard Applicant Assessment

Date: 
Tue, 10/17/2017
 
MEMORANDUM OF AGREEMENT (MOA)

ON

USA Hire Standard Applicant Assessment


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 USA Hire Standard Applicant Assessment as it applies to bargaining unit employees (BUEs) covered by the Master Labor Agreement (MLA) between the parties.

2. All job opportunity announcements include a statement on how to request reasonable accommodations pertaining to taking the USA Hire assessment.

3. The union will be provided information within 30 calendar days of signing of this MOA on which series are currently affected. Upon request from Council 214 but not more often than quarterly, the union will also be provided a list of series required to utilize the assessment for hiring purposes.

4. The use of this assessment will be in accordance with Article 12 of the MLA.

5. All remedies available under 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//
_________________________                                            __________________________
MARY E. CLINE                                                        TUJA W. STUARD
Human Resource Specialist                                            Executive Assistant
HQ AFMC/A1KK                                                         AFGE Council 214


//signed//                                                           //signed//
_________________________                                            ____________________________
ROBERT GOOD                                                          ANDREW POWELL
Labor Relations Specialist                                           Executive Assistant
HQ AFMC/A1KL                                                         AFGE Council 214  

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