AFLCMC Wide 5-4-9 CWS

Date: 
Wed, 08/16/2017

Two Year Probation Periods Under the 2016 NDAA

Date: 
Tue, 07/11/2017
MEMORANDUM OF AGREEMENT (MOA)
ON
Two Year Probation Periods Under the 2016 NDAA


References:

    A. 2016 National Defense Authorization Act (NDAA)

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

2. The 2016 NDAA amended title 10 of the United States Code for Fiscal Year 2016, adding in section 1599(e). The new section requires that covered employees within the Department of Defense (DoD) complete a two year probationary period before their appointment becomes final. Covered employees include Bargaining Unit Employees (BUEs) who are appointed to permanent positions in the competitive service within the DoD on or after November 26, 2015.

3. Each affected BUE has or will be notified in writing that they are affected by the new probationary period requirements established by the 2016 NDAA. The notification will explain that the requirement to serve a two year probationary period is a result of Congressional action (i.e. an amendment to the United States Code). BUEs may access copies of corrected SF-50s, which will identify the start date for their specific probationary period, in the eOPF system. BUEs who cannot access the eOPF system may request a corrected SF50 from their supervisor or servicing Civilian Personnel office. Absent other circumstances individual to the BUE that may result in an extension, the probationary period will normally end two years from the specified start date in the SF 50 for the affected employees.

4. Upon request, a BUE will be provided information regarding limited MSPB appeal rights for probationary terminations.

5. Council 214 may request a list of affected BUEs and the percentage of personnel actions that have been corrected to reflect the change. The information provided by the Agency will be broken out by installation.

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



_____________________________	                 _____________________________
RANDY SHAW	                                 TROY TINGEY
Labor Relations Officer	                         President
HQ AFMC/A1KL	                                 AFGE Council 214



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

Government Shutdown/Emergency Furlough Proceedures

Date: 
Thu, 11/17/2016
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 not less than 12 hours before work is to resume. Notification will be by telephone call to the employee’s phone number of record. Employees may be proved a call-in number to determine the status of a furlough in the event they are not at home to receive such notification. Local news media may also be used to notify employees.

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 the Union/Date


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



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

Air Force Sustainment Center (AFSC) Industrial Prime Vendor Generation III

Date: 
Wed, 12/14/2016
MEMORANDUM OF AGREEMENT (MOA)

ON

Air Force Sustainment Center Industrial Prime Vendor Generation III


References:
A. AF Sustainment Center (AFSC) briefing on Industrial Prime Vendor Generation III date 25 Aug 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 industrial vendor plan as it applies to bargaining unit employees (BUEs) covered by the Master Labor Agreement (MLA) between the parties.

2. AFSC plans to implement and upgrade point of use vending machines for industrial components used in the repair and maintenance of AF assets.

3. Employees will be provided point of use vending machine training. Length of training during duty time may vary depending on local circumstances. Employees will continue with their use of the current practices until training has been completed. Training of all employees who will be required to use the point of use vending will normally occur on a one-on-one basis. The training will consist at a minimum on receiving components, returning components, look-up of unknown components, and troubleshooting of the point of use vending machines. Management will ensure completion of employee’s training is tracked. Training should be completed within six months from the effective date of this MOA or the installation of the point of use vending machines, whichever is later.

4. No adverse or disciplinary action will be taken based on information gathered from the use of the point of use vending machines unless it is determined that the employee willfully removed, retained, or replaced components with the express idea of personal gain.

5. Prior to implementation, management at impacted activities will notify the union of planned changes, identifying the affected positions and employees. Management will afford the local union an opportunity to bargain locally over the impact and implementation of issues not addressed at the Command level, i.e. specific positions and employees.

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//
_____________________________	                              _____________________________
MICHAEL J. HOWENSTINE	                                      TROY TINGEY
Chief, Maintenance & Supply Rqmts Div	                      Executive Assistant
AF Sustainment Center	                                      AFGE Council 214



 //signed//                                                    //signed//
______________________________                                ______________________________
ROBERT GOOD                                                   ANDREW POWELL
Labor Relations Specialist                                    Executive Assistant
HQ AFMC/AIKL                                                  AFGE Council 214

Acquisition Demo (AcqDemo) Program at Arnold Air Force Base

Date: 
Mon, 11/21/2016
MEMORANDUM OF AGREEMENT (MOA)
ON
Acquisition Demo (AcqDemo) Program at Arnold Air Force Base (AFB)


References:
A. DOD Civilian Acquisition Workforce Personnel Demonstration Project Operating Procedures, dated 15 May 2003
B. AcqDemo Memorandums (AM’s) 13-01, dated 03 Jan, 2013, 13-04, dated 28 Mar 2013, 14-02, dated 21 Oct 2014, 13-02, dated 19 Feb 2013, 13-03, dated 1 Jul 2013, and 12-01, dated 05 Dec 2012.
C. Acquisition Demo Program Expansion to Arnold A.F.B. MOA, dated 31 Aug 2012

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. AcqDemo is a congressionally-mandated project designed to provide an alternative to the General Schedule personnel system. The DOD AcqDemo Operating Procedures outline the scope of management and employee responsibilities, participation, and transition within the AcqDemo project (Reference A). The AM’s noted above (Reference B) change and clarify the measures outlined in the AcqDemo Operating Procedures. This MOA amends Article 15 of the 2012 Master Labor Agreement (MLA) and provides guidance for the trial application of the AcqDemo program at Arnold A.F.B. as outlined in the Acquisition Demo Program Expansion MOA (Reference C).

3. This MOA will be provided to all BUE’s incorporated into the AcqDemo program. Position Requirements Document (PRD)

4. The PRD will accurately reflect the duties, responsibilities, and KSA’s for the occupational series, title, career path, and broadband level of the position. The PRD will also contain the Contribution-Based Compensation and Appraisal System (CCAS) Factors, Discriminators, and Descriptors designed for the corresponding career path and broadband level. These are the Factors on which the employees’ contributions will be evaluated.

5. Each employee will receive a PRD upon entry into an AcqDemo position. The PRD replaces the current agency-developed position description document. Contribution Plan (CP)

6. CCAS is an appraisal system that measures the employee’s contribution to the mission of the organization. The CCAS appraisal cycle starts 1 October and ends 30 September each year. A CP outlines the expectations of the employees throughout the rating cycle, and their contribution to the organizational mission. The CP will be developed based on the duties identified in the PRD and IAW AFMC business rules. The CP is a written document, which is maintained online in the Contribution-Based Compensation and Appraisal System Software for the Internet (CAS2Net) of contribution objectives tailored to the duties and responsibilities of each individual employee. The CP will accurately reflect management’s expectations for contributions, and to ensure the employee’s contributions are commensurate with their current salary.

7. In addition to supervisor expectations, hard copies of “An Employee’s Guide to CCAS, Understanding the Contribution-Based Compensation and Appraisal System of the AcqDemo” will be provided to employees. This information is also available at http://acqdemo.hci.mil/training.html. The guide provides employees with Broadband Level Descriptors and Discriminators which serve as benchmarks for describing individual contributions. Management will ensure pay pools use the Broadband Level Descriptors and Discriminators as the benchmarks by which employees will be evaluated for their contributions during the CCAS appraisal cycle.

8. At the beginning of each CCAS appraisal cycle, the supervisor should communicate the organization’s mission and goals to the employee. Employees will be given the opportunity to provide input regarding proposed contribution objectives for the CCAS cycle via the CAS2Net system. The CP will address all six factors of contribution evaluation in the Contribution – Results – Impact (CRI) format. The supervisor will finalize the CP in CAS2Net and discuss the final CP with the employee IAW AcqDemo Operating Procedures. If additional clarification or explanation of the CP is provided during the discussion, the discussion will be documented on a separate piece of paper or Memorandum for Record (MFR) and inserted into the Supervisor’s Employee Work Folder (AF Form 971). The date and method of communication regarding the CP will be entered in CAS2Net by the supervisor. Whenever an employee’s duties, mission, or goals significantly change in a manner that the CP is no longer applicable, the employee and supervisor will discuss the new duties and the CP will be updated in CAS2Net as necessary.

Mid-Point Reviews

9. A minimum of one mid-point review will normally be held at the midpoint of the annual CCAS cycle. The employee may request additional feedback at any point during the CCAS cycle. The mid-point review allows employees and supervisors to discuss the employee’s current contributions compared to the employees CP, and allows the supervisor to provide feedback on how to improve contributions, maintain current contribution levels, or contribution levels compared to pay pool established rating criteria. The supervisor will finalize the mid-point review in CAS2Net and discuss it with the employee IAW AcqDemo Operating Procedures. If any areas of needed improvement are identified, or any other details the supervisor feels are pertinent to record are discussed, the discussion will be documented on a separate piece of paper or MFR and inserted into the AF Form 971. The supervisor will record the date and method of communication regarding the mid-point review in CAS2Net. Supervisors may consider discussions with employees when reviewing mid-point feedback records during final appraisal.

10. Prior to each scheduled mid-point review and the final CCAS appraisal, the employee will be encouraged to provide "self-assessment" statements within CAS2Net, utilizing “CRI” format and ensuring that all six factors are addressed. Employee self-assessment statements are voluntary and the absence of a self-assessment statement alone will not justify a negative mid-point review or appraisal result.

CCAS Appraisal Process

11. Employees will have access to training on writing effective “self-assessment” statements and contribution objectives. Employees will be granted a reasonable amount of duty time to complete “self-assessment” statements.

12. When determining an employee’s CCAS contributions and associated compensation, weighting of factors may be used at the discretion of the pay pool and pay pool manager IAW AcqDemo Operating Procedures and local business rules. The total award budget distribution between CCAS awards and other awards throughout the year will be decided by a Personnel Policy Board IAW AcqDemo Operating Procedures. Pay pools which include bargaining unit employees should ensure a Union representative be provided with a copy of pay pool business rules and provided an opportunity to provide feedback. The Union will be notified at least 15 calendar days prior to the CCAS pay pool deliberations taking place. The total award budget set aside for CCAS awards will be IAW the Civilian Acquisition Workforce Personnel Demonstration Project (AcqDemo) Federal Register.

13. The supervisor will communicate the appraisal Overall Contribution Score (OCS), factor scores, and pay adjustments to each employee in a formal feedback session. The supervisor will record the date and method of communication in CAS2Net.

14. Employees who are under CCAS for less than 90 consecutive calendar days and are in a pay pool as of September 30 will receive General Pay Increase (GPI) IAW AcqDemo Operating Procedures

15. The pay pool manager and supervisors must ensure the employee information contained in the program is safeguarded during the CCAS process. The Privacy Act of 1974 applies to all data, regardless whether finalized or not, during the entire process. Employee information, such as name, will not be disclosed outside of pay pool proceedings. Pay pool managers who convey the outcomes of the CCAS process must do so in a manner that ensures individuals cannot be personally identified by the posting of the results.

16. Supervisors should document counseling sessions when employees receive feedback for deterioration of contributions. Feedback sessions should be conducted between the supervisor and employee when the deterioration in contributions occurs. Documentation of these sessions should occur following counseling sessions. Deteriorating contributions must be documented prior to initiating a Contribution Improvement Plan (CIP).

17. In the event of inadequate contribution based on rail position at the end of a rating period the supervisor has two options IAW AcqDemo Operating Procedures:

a. Take no action but document this decision in a Memorandum for Record (MFR). The MFR will be signed by the supervisor and the employee (signature indicated receipt acknowledgement). The supervisor retains a copy in the Supervisor’s Employee Work Folder (AF Form 971), and provides a copy to the employee.

b. Inform the employee, in writing, that unless the contribution increases to, and is sustained at a higher level (thereby meeting this standard for adequate contribution), the employee may be reduced in pay or removed. This option requires that the written notification include a CIP. The supervisor retains a copy in the Supervisor’s Employee Work Folder (AF Form 971) and provides a copy to the employee. Contribution Improvement Plan (Optional and Mandatory)

18. A decision to reduce pay or remove an employee for inadequate contribution shall be IAW AcqDemo Operating Procedures. All employees shall be given a written notice of proposal to take a contribution based action at least 30 calendar days prior to the date the action will be effective. All relevant documentation pertaining to a reduction in pay or removal that is based on inadequate contributions shall be preserved and made available for review IAW AcqDemo Operating Procedures. In the event that a proposed action does not take place because an employee has achieved an adequate level of contribution the employee will be notified in writing that the proposed action will not be taken, with the employee receiving a copy and a copy retained in the Supervisor’s Employee Work Folder (AF Form 971).

Transfers and Reassignments

19. In the event of downsizing associated with a formal reorganization/realignment, management will inform potentially affected employees of the potential for downsizing at least 90 calendar days prior to the action taking place. Management will inform employees of their right to request reassignment or change to a lower grade at least 90 calendar days prior to downsizing occurring. Management will also instruct potentially affected employees on the procedures for requesting expedited reassignment or change to a lower broadband or grade as a Priority Placement Program (PPP) registrant after formal notice is provided to the affected employee.

20. Employees may receive a lateral reassignment to the same or different broadband with the same maximum base pay providing the employee meets OPM qualifications standards and DAWIA requirements for the position, as applicable. A new CP will be completed to ensure the employee understands the new assignment and the contributions that are expected. If the employee does not consent the employee must be provided written notice of the intent to reassign at least 30 calendar days prior to the effective date. The employee and the supervisor will both sign the intent to reassign and a copy will be given to the employee and a copy retained in the Supervisor’s Employee Work Folder (AF Form 971).

21. Upon an employee’s placement to a position with no change in series or broadband level the supervisor will document in the Supervisor’s Employee Work Folder (AF Form 971) the date of the change, the lack of change to series, broadband level, and KSA’s, and employee understanding of the reassignment. A new CP will be completed to ensure the employee understands the new assignment, expected contributions and the plan will be entered into CAS2Net.

Movement to a Lower Broadband Level

22. In the event of a voluntary change to a lower broadband in the same or different career path the employee’s salary may be set at any point within the broadband level to which appointed, except that the new salary will not exceed the employee’s current salary or the maximum salary of the broadband level to which assigned, whichever is lower. An employee’s written request for a voluntary change to a lower broadband or different career path will include a reason(s) for the request as well as employee and supervisor signatures and dates. All actions shall be documented by use of an official personnel action and be retained in the Supervisor’s Employee Work Folder (AF Form 971) as well as appropriately filed IAW local procedures. If the employee applies through a USA Job Announcement and is selected, this is considered the written request.

23. An employee may receive a reduction in pay within his/her existing broadband level and career path; be changed to a lower broadband level; and/or be moved to a new position in a different career path due to a contribution based action. An employee may only be involuntarily moved to a lower broadband after the pay pool manager determined that the employee contributions resulted in an inadequate contribution which resulted in a lack of partial or no general pay increase (GPI). Change to a lower broadband is authorized when the base pay results in a salary lower than the minimum of the pre-appraisal broadband.

24. Employees who are involuntarily reduced in pay/changed to a lower broadband due to an adverse action will have their based pay reduced by at least six percent, but will be set no lower than the minimum salary of the broadband level to which assigned. Employees placed into a lower broadband due to adverse action are not entitled to pay retention.

25. Employees who are involuntarily reduced in pay/changed to a lower broadband due to a contribution based action will have their pay reduced at least six percent but will not be set any lower than the salary of the next lower stop and consider point used IAW AFMC business rules when considering increases in pay. Change to a lower broadband is only authorized when the decrease in pay results in a salary lower than the minimum of the pre-appraisal broadband. In the event the reduction in pay does not result in a salary lower than the minimum of the pre-appraisal broadband, no change to a lower broadband is authorized.

26. In cases where an involuntary change to a lower broadband occurs that is not a result of adverse or contribution based action (i.e. RIF/Surplus), the employee’s salary will either be their current salary if within the salary range of the new broadband, the maximum salary within the new broadband, or will receive retained pay, whichever is commensurate with the employees current salary. The employee must receive at least 30 calendar day’s written notice prior to an involuntary change to a lower broadband in the same or different career path. The written notice will include a reason(s) for the change, the planned effective date, and associated appeal rights. In addition, the employee’s and supervisor’s signatures and dates will be documented on the written notice. All actions shall be documented by use of an official personnel action and copies shall be retained in the Supervisor’s Employee Work Folder (AF Form 971).

Temporary Promotions

27. Employees who are serving in a temporary promotion will have their expected contributions adjusted accordingly, as appropriate, to account for the lack of contributions relating to their primary position as outlined in their CP. Such time away from their primary position for temporary promotion duties will not be viewed as lack of contributions.

Occupation, Series, and Broadband Level Concerns

28. If an employee formally raises a concern pertaining to the occupational series, title, or broadband level of his or her position to the supervisor it must be done in writing. It is the supervisor’s responsibility to inform the employee of the requirement for formal concerns to be in writing. The union will be notified in writing after an employee appeal has been filed within 10 work days. All documentation will be provided to the union pertaining to the appeal upon union request.

CCAS Grievances

29. All employees who are in the bargaining unit may grieve CCAS Overall Contribution Score (OCS) and/or Contribution Improvement Plans under Article 6 of the MLA. The union may request aggregate data of the CCAS results following the closeout of an appraisal cycle.

Union Representation Duties

30. Union official who perform representation duties 100% of their time are entitled to receive the General Pay Increase (GPI). Employees who perform union representation tasks less than full time will have their expected contributions adjusted accordingly to account for time away from the job for union representation duties. Such time away from the job for union representation duties will not be viewed as lack of contributions.

31. 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//
__________________________                                     _______________________________
TAMMY LYONS                                                    TROY TINGEY
Chief, Personnel Support Division                              President
HQ AFMC/A1KL                                                   AFGE Council 214




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

 

AFLCMC use of Foreign Military Sales (FMS) Job Order Numbers (JONs) within Automated Time Attendance and Production System (ATAAPS)

Date: 
Thu, 12/01/2016
MEMORANDUM OF AGREEMENT (MOA)

ON

AIR FORCE LIFE CYCLE MANAGEMENT CENTER USE OF FOREIGN MILITARY SALES (FMS)
JOB ORDER NUMBERS (JONS) WITHIN AUTOMATED TIME ATTENDANCE AND PRODUCTION SYSTEM (ATAAPS)


References:
A. Briefing to the Union “Use of Job Order Numbers (JONs) – dated 3 August 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 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. ATAAPS is a web-based application that provides online entry, update, concurrence and certification of time and attendance data for civilian employees of various DoD agencies. It directly interfaces with the Defense Civilian Pay System (DCPS) and uses JONs for input of time. This MOA authorizes the implementation of the use of JONs within ATAAPS for AFLCMC to capture Foreign Military Sales (FMS) hours for accounting purposes. Use of FMS JONs outside of AFLCMC personnel supporting FMS is subject to a separate negotiation.

3. Initial implementation training will be provided by trained analysts, prior to employees utilizing the AFLCMC assigned FMS JONs within ATAAPS. After initial implementation, future AFLCMC employees who rotate into the Center will receive assistance on the use of FMS JONs from Customer Service Representatives (CSRs). FMS Employees who rotate into AFLCMC will be provided a reasonable amount of duty time to train on the use of AFLCMC FMS JONs within ATAAPS.

4. Information pertaining to a specific individual will be protected in accordance with the Privacy Act of 1974. Data collected in ATAAPS will be used by AFLCMC/FZA for official purposes only and access to individual timesheets will be limited to authorized officials with regards to a need to know basis.

5. To minimize input workload, employee input screens will be loaded with default values indicating a typical full pay period of work. For any given workday, the employee will document work performed to each applicable FMS JON. The system will provide time coding options to cover all reportable categories (e.g. leave, overtime, comp time, fitness hours, credit hours, etc.), including union official time. The employee is responsible for recording time as accurately as possible.

6. Prior to AFLCMC initial implementation of the use of FMS JONs in ATAAPS, analysts will provide affected employee(s) training regarding their increased use of FMS JONs to include accurate annotation of entering, review, and adjustments against their pay period submissions. After system activation, employees may request and be provided a reasonable amount of personal assistance in order to accurately code/annotate their timecard. Employees will continue with their current use of the ATAAPS system for timekeeping practices until training has been completed for all current employees. The employee’s management official will arrange a reasonable amount of duty time during the employee’s working hours for the employee to complete the training. Employees should complete their training in a timely manner, but no later than six months after the effective date of this MOA. All employees who rotate into the center after the effective date of this MOA should complete their training no later than six months after their effective start date. The employee’s supervisor will track completion of their employee’s training. This MOA is in effect for employees who support Foreign Military Sales only. FMS employees under AFLCMC will report their time against the respective FMS JONs in which they supported during each pay-period.

7. Employees will be provided access to a private work station with a suitable computer and a printer. Access includes a reasonable amount of time during an employee’s working hours to record daily hours for FMS JONs worked during the day, make ATAAPS bi-weekly submissions and for incidental ATAAPS updates and/or inquiries.

8. Information collected in ATAAPS relating to the use of FMS JONs will not be used for individual performance management or disciplinary purposes. Management recognizes that employees may make unintentional errors in documenting their time and attendance data. When accuracy problems arise, management will respond by providing the employee with additional training. This does not preclude discipline for deliberate, knowledgeable, or willful falsification. Deliberate or willful falsification of time and attendance data will be addressed in accordance with MLA.

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//

__________________________                       ___________________________
KIRSTEN O’HALLORAN                               TROY TINGEY
FMS Branch Chief                                 President
AFLCMC/FZAS                                      AFGE Council 214



 //signed//                                       //signed//
___________________________                      ___________________________
COLLETTE MYERS                                   ALISA RECKER                 
Labor Relations Specialist                       Executive Assistant
HQ AFMC/A1KL                                     AFGE Council 214



 //signed//                                       //signed//
_________________________                        ____________________________
JAMES REITZEL                                    ANDREW POWELL
Chief, Workforce Management Branch               Executive Assistant
HQ AFMC/FMFW                                     AFGE Council 214

DPMAP Training

Date: 
Thu, 10/06/2016
 
MEMORANDUM OF AGREEMENT (MOA)

Concerning

DoD Performance Management Appraisal Program (DPMAP) Workforce 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 Memorandum of Agreement regarding subject training as it applies to bargaining unit employees covered by the Master Labor Agreement (MLA) between the parties.

2. Prior to DPMAP implementation, Air Force has established that a training plan and schedule must be in place to ensure that covered employees and their supervisors receive DPMAP training. DoD has established two types of training, instructor-led training (ILT) and computer-based training (CBT). AFMC has also pursued a third option for training, in which training will be presented as a combination of the ILT and CBT. The length of the ILT and combination training sessions may vary due to the audience and instructor.

3. The parties agree that employees will be allowed to complete DPMAP training while in a duty status.

4. The local union president will be invited to attend and participate in the ILT sessions. Union presidents may designate a representative to attend and participate on their behalf.

5. Employees are free to contact the local union presidents or the servicing Civilian Personnel office if they have questions concerning the topics addressed in the DPMAP training.

6. 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//
____________________________		______________________________
JAN KROHN				TROY TINGEY
Employee Relations Specialist     	President
HQ AFMC/A1KL				AFGE Council 214



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

AFI 21-101, Aircraft and Equipment Maintenance Management and Draft AFMC Supplement, dated 19 July 2016

Date: 
Thu, 07/28/2016
MEMORANDUM OF AGREEMENT (MOA)

ON

Air Force Instruction (AFI) 21-101, Aircraft and Equipment Maintenance Management, and Draft AFMC Supplement, dated 19 July 2016


References:

B. Executive Order 13522, Creating Labor-Management Forums To Improve Delivery of Government Services, dated 9 December 2009

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

2. Air Force Instruction 21-101 (reference A) is the master Air Force publication governing maintenance, a process that employs approximately 740 bargaining unit mechanics and technicians. The instruction undergoes major revision every few years, which requires updates to MAJCOM supplement and installation level instructions, each of which requires union bargaining. In the past, Command-level bargaining commenced when the AFI was fully developed. Coordination of AFI 21-101 and the Draft AFMC Supplement was accomplished in accordance with the Pre-Decisional Involvement (PDI) directive of Executive Order 13522. The result was a union-coordinated document achieved in an effective and timely way.

3. To the maximum extent possible negotiated language from this agreement has already been incorporated into the integrated AFI 21-101 AFMC Sup document. Bargained language not incorporated in AFI 21-101 AFMC Sup is provided in this MOA. This agreement implements AFI 21-101 and the AFMC Supplement, as reviewed by the Union, subject to the following provisions.

4. Safety information will be available and clearly posted. Personnel in hazardous areas will be briefed about the situational dangers associated with the hazardous area. Requirements will be identified to the BUE, ensuring facilities meet AF industrial environmental standards IAW AFI 91-202, as implemented under the most recent bargaining agreement.

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//
____________________________                        ________________________
SCOTT T. FIKE, Colonel, USAF                        TOM ROBINSON
Chief, Maintenance Division                         Executive Assistant 
HQ AFMC/A4M                                         AFGE Council 214
 

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


AFI 36-703, Civilian Conduct and Responsibility, dated 18 February 2014

Date: 
Fri, 04/29/2016
MEMORANDUM OF AGREEMENT (MOA)
On
AFI 36-703, Civilian Conduct and Responsibility, dated 18 February 2014

This MOA supersedes and replaces AFI 36-703 MOA, dated 30 Jul 2003


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

2. AFI 36-703 provides standards of conduct and individual responsibility for civilian employees. The instruction has been updated to establish proactive roles and responsibilities for supervisors and employees in preventing and responding to violence in the workplace. Other updates modify guidance on employee rights and responsibilities, furnishing testimony, civilian dress, workplace relationships, nepotism, limited personal use of government computers, and fraud, waste, and abuse.

3. Management will ensure that new employees are briefed on the civilian conduct, and the Air Force Core Values.

4. Conduct outside duty hours shall be governed by applicable federal/state/local laws. However, if an employee's participation in such activities interferes with/adversely affects the mission of the armed forces or interferes with the duty performance of the employee, other employees or military members, the employee may be subject to disciplinary action.

5. An employee is entitled to a reasonable amount of duty time to confer with members of Equal Opportunity Office, the Inspector General, the Civilian Personnel Flight, and/or the Local Union on matters relating to their employment. Employees must comply with official/time release procedures to leave the workplace to confer \with these offices. IAW law and/ or AFI, Management will honor an employee's request to not disclose information that would compromise t11e privacy and integrity of such a discussion.

6. An employee may invoke his/her Fifth Amendment rights and refuse to answer any question that might lead to self-incrimination unless a guarantee is provided that the testimony cannot and will not be used in a criminal prosecution. An employee may not be disciplined for refusing to answer questions not shielded from criminal prosecution under this provision. If known at the time of the interview that criminal prosecution is a possible outcome of an investigatory interview, the employee will be informed of this fact before being questioned.

7. Management agrees to respect the rights of employees to participate in social/civic activities of a political nature while not in a duty status as long as that participation does not result in a violation of the Hatch Act, 5 U.S.C. § 7321-7326. However, employees may also be subject to disciplinary action, up to and including removal, if convicted of inciting or taking part in a riot, civil disorder, or any group activity that results in damage to property or injury to people. Refer to AFI 36-704, Discipline and Adverse Actions, for guidance.

8. The Parties agree that valid debts should be paid, but it is not the role of the employer to adjudicate or enforce financial agreements made outside the workplace. For this reason, the Parties agree discipline shall be a "last resort" dealing with allegations of indebtedness. Generally, issues of private debt shall be adjudicated through the appropriate state and local ·authorities. Should the validity of a private debt is established by court order or admitted, a failure to satisfy an obligation can result in disciplinary action. Refer to AFI 36-704, Disciplinary and Adverse Action.

9. First line supervisor shall honor their obligations within this AFI to discuss employee concerns, provide information, and address problems in the workplace. If an employee believes he or she may be subject to disciplinary or adverse actions, he or she may request a representative to be present during the investigation interview.

10. To the extent practicable, civilian employees should be familiar with provisions of regulations. Employees with questions or concerns regarding a subject matter should seek guidance from an appropriate resource, e.g., supervisors, CPS, EEO or union representative.

11. Canvassing, soliciting, or peddling among employees during working hours or in federal facilities is not allowed except for official approval events, e.g., Combined Federal Campaign. This restriction does not apply to conducting labor organization membership drives during lunch periods or after duty hours.

12. Employees shall disclose outside employment to supervisors IAW the law and AFMCI 51- 201, Off-duty Employment. Employees may not engage in outside employment that:

• Interferes with or is not compatible with performing their government duties;
• May reasonably be expected to bring discredit upon the government or the Department of Defense;
• May tend to create a conflict of interest; or
• Will detract from readiness or pose a security risk
• Is prohibited by statute or regulation

13. Employees are expected to comply with reasonable dress and grooming standards based on comfort, productivity, health, safety, and type of position occupied. Due to the diversity of work functions and locations, appropriate dress standards may vary significantly. Employee attire will be in good repair, and should not be considered offensive, disruptive, or unsafe. Commanders or civilian equivalents may establish and publish civilian dress standards. Local/standards will be bargained locally.

14. Government equipment and networks are intended for official use and limited authorized personal use only. Limited personal use must be of reasonable duration and frequency IAW the MLA, and will not adversely affect performance of official duties, overburden systems or reflect adversely on the Air Force. All personal use must be consistent with the requirements of DOD 5500.7R, Joint Ethics Regulation and appropriate Air Force policy for which bargaining obligations have been met. Misuse of Air Force resources is misconduct, which may result in corrective disciplinary action IAW AFI 36-704. Limited personal use will be authorized in accordance with AFMAN 33-152, as implemented under the MOA dated 13 March 2014.

15. 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. No rights of the employees, the Union or Management are waived by this MOA.

FOR MANAGEMENT	                                                        FOR THE UNION


 //signed//                                                              //signed//
_________________________                                               _______________________
RANDY SHAW                                                              TROY TINGEY
Chief, Employee & Labor Relations                                       President 
HQ AFMC/AlKL                                                            AFGE Council 214
 


 //signed//                                                              //signed//
__________________________                                              ________________________
CANDY LOHNER                                                            TOM ROBINSON
Employee & Labor Relations Specialist                                   Executive Assistant
HQ AFMC/AlKL                                                            AFGE Council 214
 

AFLCMC Unit Manning Document (UMD) Restructure

Date: 
Wed, 08/17/2016
MEMORANDUM OF AGREEMENT (MOA)
ON
Air Force Life Cycle Management Center (AFLCMC) Unit Manning Document Restructure.


References:

A. AFLCMC UMD Restructure; Briefing to the Union dated 15 June 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 organizational restructuring in the Air Force Life Cycle Management Center (AFLCMC) as it applies to bargaining unit employees covered by the Master Labor Agreement (MLA) between the parties.

2. AFLCMC is undertaking a UMD organizational restructure to align personnel within functional areas to enable the organization to better meet mission requirements.

3. This change is expected to have minimal impact on bargaining unit employees (BUEs}.

     a. No BUE positions are anticipated to be eliminated in connection with implementing this initiative. In the event that a BUE position is determined to be eliminated in connection with th.is initiative the· Local Union will be notified and management will adhere to applicable provisions of the MLA, and displaced BUEs will be afforded placement opportunities to the extent provided by the DoD Program-for Stability of Civilian Employment.

     b. Employees will retain their current grade and series. In the unforeseen event of a change to BUE grade or series, management will adhere to the provisions of Article 12 (Merit Promotion),.Article 13 (Temporary Promotion), Article 14 (Repromotion of Downgraded Employees} and Article 38 (Reassignment to Bargaining Unit Positions) of the MLA.

     c. It is anticipated that, with rare exception, BUEs will continue performing their current duties under the same supervisor. In the event that a change in supervisor is required as a result of this initiative management will adhere to the provisions of Article 38 of the MLA as applicable.

     d. BUE office designations may change) and, in rare cases, supervisory chain of command may change. In the unforeseen event of a change in working conditions as a result of a change in supervisory chain of command management will adhere to applicable provisions of the MLA.

     e. No change in physical environment or location ls planned or anticipated. In the event that a change in physical environment or location occurs in connection with this Initiative management will follow the provisions of Article 33 pf the MLA as applicable.

     f. There are no plans to create or fill true vacancies through implementation of this initiative. In the unforeseen event true vacancies are created and filed, management will adhere, as required, to the provisions of Article 38 of the MLA for fill by reassignment, and to provisions of Article 12 (Merit Promotion) and Article 13 (Temporary Promotion), as applicable, for fill by promotion.

4. AFLCMC/DPP will provide the local Union President at affected bases information regarding restructuring of the AFLCMC UMD, as applicable to the local base. The information will be provided through the local servicing Labor Relations Officer, within 21calendar days of effecting the restructured UMD, and will Include:

     a. All affected bargaining unit positions and their office symbols

     b. Identification of incumbents of these positions (if available)

     c. Organizational charts or pyramid diagrams

     d. Any changes in physical environment or location, if applicable

     e. If requested by the Local Union President, management will provide a briefing on the local changes.

5. Implementation of AFLCMC's UMD Restructure initiative may proceed without delay upon execution of this agreement. Local negotiations of any bargainable impacts, as applicable, will proceed in accordance with Article 33 of the MLA and will be bargained locally. Any issues that cannot be resolved at the local (installation) level will be resolved by the parties at Command level.

6. 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//
______________________                                              _________________________
SHERRIL. ARTUSO, Chief                                              TOM ROBINSON
Personnel Programs Division                                         Executive Assisstant 
Directorate of Personnel AFLCMC/DPP                                 AFGE Council 214
 
 	

  //signed//                                                           //signed//

______________________                                              _________________________
BRIAN FRIEDRICH                                                     ANDREW POWELL
Labor Relations Specialist                                          Executive Assistant
HQ AFMC/Al KL                                                       AFGE Council 214
 


Syndicate content