Compressed Work Schedule (CWS) AFLCMC/EN-EZ MOA

Date: 
Fri, 03/17/2017
 
MEMORANDUM OF AGREEMENT (MOA)
ON
Compressed Work Schedule Authorization in Air Force Life Cycle Management Center Engineering Directorate (AFLCMC/EN-EZ)


References:

A. Briefing to the Union "Compressed Work Schedule Authorization – 21 Feb 2017

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

2. AFLCMC/EN-EZ, Engineering Directorate, is implementing an optional Compressed Work Schedule (CWS) to provide consistent work schedule opportunities to BUEs at all locations within the Directorate. BUEs who opt in to the CWS option will participate in a 5/4-9 schedule (eight 9-hour days, one 8-hour day, and one Regular Day Off (RDO)).

3. This MOA, along with management-provided guidance, will be uploaded on the Directorate SharePoint site. Employees will be informed how and where to access the information on the SharePoint site.

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

5. BUEs who choose not to participate in the CWS program can earn and use credit hours in accordance with applicable laws, regulations and established guidelines. BUEs will schedule the earning and use of credit hours with supervisory approval. BUEs with existing credit hours will be required to use all of the existing credit hours before starting the CWS.

6. The following will be mutually agreed upon by the supervisor and the employee, formally annotated in the Supervisor's Employee Work Folder (AF Form 971), and a copy given to the employee:

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

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

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

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

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

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

     c. BUEs will receive a written notice of approval/disapproval. If any part of a BUE’s request is disapproved (for example, starting time, ending time, RDO), the written notice will include the reason for disapproval.

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

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





	FOR MANAGEMENT                              FOR THE UNION 
        

          //signed//                                  //signed//
        _________________________                 ______________________
        LARRY TARANTO                             TROY TINGEY
        Chief, Resources and Force Development    President
        Division AFLCMC/ENR                       AFGE Council 214


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


AFLCMC Program Manager Annual Rotation Process

Date: 
Tue, 03/14/2017
MEMORANDUM OF AGREEMENT (MOA)
ON
Air Force Life Cycle Management Center Program Manager Annual Rotation Process


References:
A. AF Life Cycle Management Center (AFLCMC) briefing on Program Manager (PM) Voluntary Rotation Process dated January 2017

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

2. The AFLCMC PM Voluntary Rotation Process (Reference A) is a Directorate level process designed with the intention to develop & strengthen individual program management potential via successive volunteer reassignments of intentionally different PM responsibilities & experiences. This rotation plan is designed to maximize PM exposure to the full-range of diverse and challenging PM opportunities available throughout AFLCMC. This agreement provides the agreed upon provisions for implementation of the annual PM Voluntary Rotation Process.

3. Management will invite the Local Union to briefings in which they introduce the PM Voluntary Rotation Process to employees. The Local President may designate a representative to attend the briefings.

4. Supervisors should document counseling sessions when employees receive feedback for inability to perform at an acceptable level in the new position. If performance continues to be unacceptable Article 15.04 of the MLA will apply.

5. Employees who have volunteered for the program but have been rejected through the use of a Management reclama will be provided the reasons for the rejection in writing.

6. The Union will be notified each time the volunteer matching process starts. Upon request, the results of that year’s matching process will be provided to the Union within 10 work days of the request or the conclusion of the associated matching process, whichever is later.

7. The Union will be notified in accordance with Article 33 of the MLA on any bargainable changes being made to the PM Voluntary Rotation Process.

8. BUEs may grieve reclama decisions and denial of “opt out” decisions by management under Article 6 of the 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/Date                                                 For the Union/Date


   //signed//                                                         //signed//
____________________                                               _______________________                     KEVIN KECK                                                         TROY TINGEY
Director                                                           President
Program Management & Acquisition Excellence                        AFGE Council 214

 

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

AFI 36-1004, The Air Force Civilian Recognition Program

Date: 
Thu, 04/13/2017
MEMORANDUM OF AGREEMENT (MOA)
ON
The Air Force Civilian Recognition Program


References: A. AFI 36-1004, The Air Force Civilian Recognition Program

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 Air Force Civilian Recognition Program, as it applies to bargaining unit employees covered by the Master Labor Agreement (MLA) between the Parties.

2. The mission of the Air Force Recognition Program is to foster mission accomplishment by recognizing excellence of both military and civilian members of the force and motivating them to high levels of performance and service. The program is intended to provide special awards for superior accomplishments. AFI 36-1004 (reference A) prescribes guidance and procedures governing the AF Incentive Awards Program and delegates authority, assigns responsibility, and establishes requirements for awards and awards programs for civilian employees within the AF.

3. AF civilians will not receive monetary awards from foreign governments outside of those limits prescribed by law and regulation. Employees may receive non-monetary recognition from foreign governments (i.e. medals, certificates, honorary awards).

4. All recognition awards are/will be covered by existing regulation, the Master Labor Agreement (MLA), and MOAs. Recognition, both monetary and non-monetary, will be processed and awarded in adherence with existing policy and agreements to include, but not limited to, AFI 36-1004, the MLA, DPMAP guidance, and the Acquisition Demo (AcqDemo) Program at Arnold Air Force Base MOA, dated 21 Nov 2016.

5. Employees are highly encouraged to update their account in the My Biz website to reflect receipt of a non-monetary award.

6. Time off Awards (TOAs) are an alternative to monetary and honorary awards and may be given in conjunction with other types of recognition. The use of TOAs will be determined by a discussion between the supervisor and the employee. When conflicts in scheduling the use of TOAs occur, and the conflict cannot be resolved by mutual agreement, the employee with the longest service, as determined by service computation date, will be entitled to use the TOA first. The use of SCD for TOA conflict resolution applies when TOAs are submitted and pending approval by the supervisor, not when TOAs have been previously requested by an employee and approved by the supervisor. The final determination as to the scheduling of the use of TOAs rests with the supervisor authorized to approve leave.

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

FOR MANAGEMENT                                        FOR THE UNION

 //signed//                                              //signed//
_____________________________                        _________________________
AMANDA SMITH-NETHERCOTT                              TUJA STUARD
Civilian Honorary and Presidential                   Executive Assistant
Rank Awards Manager                                  AFGE Council 214
AFMC Force Development Division 



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

AFI 34-144, Child and Youth Programs

Date: 
Tue, 04/25/2017

 

MEMORANDUM OF AGREEMENT (MOA)
ON
Air Force Instruction (AFI) 34-144, Child and Youth Programs
References:
A. AFI 34-144, Child and Youth Programs dated 2 March 2016
B. AFI 36-703, Civilian Conduct and Responsibility, dated 18 February 2014
C. MOA on AFI 36-703, Civilian Conduct and Responsibility dated 29 April 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 Air Force Instruction as it applies to bargaining unit employees covered by the Master Labor Agreement (MLA) between the parties.

2. AFI 34-144 (reference A) is a wide ranging instruction designed to give guidance over one of the most important areas to Air Force personnel, their children. The AFI contains guidance for the Child and Youth Programs (CYP), which encompasses Child Development Centers (CDC), Family Child Care (FCC) Programs, Youth Programs (YP) School-Age Care (SAC), and Youth Sports.

CYP Facilities

3. Any unsafe playground equipment or other equipment and facilities used during outdoor play will be identified in the daily outdoor inspection prior to the playgrounds being used. Unsafe equipment will be placed off limits. Management will inform BUEs of any equipment deemed unsafe for use and will ensure that repairs are completed within a realistic time span. In the event that the scheduled repairs will take more than six months to complete appropriate alternative arrangements will be made for outdoor play.

4. All animal feces found in the outdoor play area during the daily inspection will be annotated on the daily checklist and removed prior to children using the outdoor play area.

5. BUEs will report all improperly working laundry machines to management. Management will place the improperly working machine off limits for use until repair/replacement of the improperly working machine occurs. BUEs will not use any improperly working laundry machine.

6. Fire alarms or intercom systems that cannot be heard on the playground must be reported to Management as soon as discovered. At least one back up telecommunication system (Example: walkie-talkies or cordless phones) will be made available to staff. In the event that none of the aforementioned systems are operable a manager or clerk can verbally inform staff of issues.

7. Civil Engineering and the Local Union will be notified when the temperature in CYP classrooms exceeds 78 degrees for informational purposes. In the event that temperatures exceed the 82 degrees established by AFI 34-144 management will notify CE immediately. Management will contact the Local Union when heating/cooling issues can affect personnel and children. In situations where normal operations cannot be restored within the same working day, alternative arrangements will be made for children and personnel to ensure health and safety.

8. CYP staff must annotate peeling and flaking paint on the daily opening/closing checklists. Management will ensure a work order is submitted to Civil Engineering for peeling or flaking, and, when feasible, will ensure the area is covered, blocked, or placed off limits until repairs occur. It is understood that all paint is non-toxic, but still may be harmful to children if ingested.

9. In the event of CCTV malfunctions no employees will be permitted to work alone with children. A second staff member must be present when CCTV is inoperable and the CCTV malfunction must be fixed as soon as possible.

10. New construction of CYP facilities is a multi-year process. Staff will informed when construction on a new facility is approved. Local unions will be notified of any renovations or new construction that could affect BUEs.

CYP Personnel

11. CYP BUEs will receive a copy of their position description at the time of their initial employment and the supervisor will annotate receipt on the NEO 1098 form. CYP BUE performance standards will be in accordance with the applicable section of the MLA.

12. CYP staff are given the opportunity to evaluate their own performance annually in writing. Employees may request training on writing effective “self-assessment” of their performance. The Local union president will be invited to attend and assist in the self-assessment training. The Local president may designate a representative to attend on his/her behalf. Performance feedback will be conducted in accordance with the MLA. Copies of the past four years of written performance evaluations, self-assessments, and supervisor feedback will be retained in the Employee’s supervisor work folder.

13. CYP BUEs will be instructed by management on expectations to meet the needs of the youth and communication and cooperation among the work group. Personnel standards pertaining to the conduct of BUEs will be governed by AFI 36-703, Civilian Conduct and Responsibility and the related MOA on AFI 36-703.

14. OPM Form 178 will be used for certification of all medical examinations of staff, to include behavior capability of BUEs. All standards or determination of behavior capability of BUEs will be made by a qualified health provider.

15. Staff are allowed to receive a copy of all debrief materials and observations, to include NEO observations and formal written observations, from feedback, training, and any other sessions where debrief information is recorded, to include those written by the supervisor, upon request.

16. Specifics of the management of child maltreatment allegations are handled through the AF Medical Operations Agency. The Family Advocacy Office (FAO) is notified whenever allegations arise in accordance with AFI 40-301, and the appropriate agencies as applicable (Local County Child Protective Services, Office of Special Investigation, and Security Forces Squadron) will be notified if the case meets the reasonable suspicion guidelines.

17. All staff will be informed of the requirement to complete ongoing competency-based training modules and will be provided the opportunity to complete these in a timely manner. A minimum of one hour per week will granted to the BUE to work on DoD approved competency-based training modules as a condition of employment.

18. Fifteen minute breaks must be given when a BUE works 4 or more consecutive hours with children.

19. BUEs will be afforded the opportunity to request materials for use in the classroom. Materials must meet developmental/accreditation/age guidelines and requirements. In the event that a BUE notifies management that he/she does not know how to incorporate required materials required by regulation or accreditation (i.e. science, math, reading, etc.), training will be provided on how to incorporate materials.

20. BUEs will be provided access to computers with internet access for training purposes and use as a resource.

21. Employees may use parent provided nicknames for children. (Example: Child’s name is Robert, parent’s state to call him Bobby.) The parent should provide a written statement authorizing the use of this nickname for their child, which will be placed into the child’s file. This nickname will be used on all labels, signs, and any other areas where a child’s name is used in the classroom. Generalized nicknames (honey, sweetie, buddy, little man, etc.) are not to be used at any time.

22. Training in conflict resolution is provided in New Employee Orientation, section “CYP Positive Guidance and Appropriate Touch Instructional Guide” prior to a BUE working in a classroom. Management cannot enforce BUE use of conflict resolution until completion of this module. Conflict Resolution is also included in the Guidance Module which must be completed within 90 days of employment.

23. CYP BUEs will be informed that they may be subject to extended real time monitoring (up to 30 minutes) by parents on CCTV. A sign which states “If you plan to watch your child for more than 30 minutes, we would like to invite you to do so from inside the classroom,” or equivalent phrase, will be posted near CCTV monitors which can be viewed by parents. When management becomes aware that a parent’s viewing of real time CCTV is in excess of 30 minutes, efforts will be taken to notify the BUEs in that room of the real time viewing and verbally invite the parent into the classroom. Parents may submit requests for reviewing recorded CCTV videos by contacting a manager. Such requests will be acted on as soon as the system has the capabilities and staffing and other factors permit. Requests to obtain copies of CCTV recordings must be made through the Freedom of Information Act (FOIA) Requestor Service Center. These requests must include a review by the installation legal office when submitted for approval.

CYP Operations

24. AF Form 1183 will be used for the hourly accountability of children. Management will not direct the use of any other form for hourly accountability unless this form is superseded.

25. Management will ensure that there are adequate helmets that properly fit each child. Management will provide BUEs training regarding proper helmet fitting and use for children who ride wheeled toys other than riding toys with a low center of gravity, where these items are in use.

26. CYP will follow the most current version of the American Pediatrics Managing Infectious Diseases in Child Care and Schools for all illnesses. BUEs will be provided training and access to this manual upon request to management.

27. Management will ensure staff are aware of children’s allergies. Management will ask each parent for consent to post a picture of each child with allergies with all allergies for the child listed below to alleviate mistakes or misinformation. In the event a parent does not consent to a picture being posted as stated above, the allergy information will be discretely posted in a list format in accordance with section 7.2 of the AFI.

28. When a CYP facility is notified of a safety related inspection or multi-day non-safety related, the Local Union will be contacted as soon as feasible and be invited to attend. In the event that a Union representative cannot be present for an inspection, the inspection will not be delayed and the Local Union may request a copy of the inspection report. When a report is requested, management will provide a copy of the report within five business days of the Union’s request or receipt of the report from the inspector, whichever is later.

29. Local union presidents may request to meet with local child care management and LROs to discuss changes to local conditions impacted by the subject AFI not covered above in this MOA. These requests must be submitted within 20 calendar days of the date on this MOA and the meeting shall occur within 20 calendar days of the meeting request. These timeframes may be extended by mutual agreement between the local parties. The parties should strive to jointly resolve these changes. If the matters cannot be resolved jointly, the parties reserve their rights under the MLA or 5 U.S.C 71. Additionally, the implementation of this AFI and MOA will not be delayed due to these local matters.

30. 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 
 



       ___________________________                         _________________________ 
        KAREN KIND                                          TROY TINGEY 
        Chief, Airman Family Services                       President 
        88 FSS/FSF                                          AFGE Council 214 





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

 

AFI 36-801, Uniforms for Civilian Employees and Air Reserve Technician (ART) Military Uniform Requirements

Date: 
Fri, 01/13/2017
 
MEMORANDUM OF AGREEMENT (MOA)
ON
Air Force Instruction (AFI) 36-801, Uniforms for Civilian Employees, dated 17 March 2014
AND
Air Reserve Technician (ART) Military Uniform Requirements


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 (MOA) regarding subject instruction and military uniform requirements for Air Reserve Technician (ART) bargaining unit employees (BUEs) covered by the Master Labor Agreement (MLA) between the parties.

2. AFI 36-801 provides guidance on the wearing of civilian uniforms for select positions where a uniform is appropriate. The current revision eliminates detailed guidance for security forces, fire fighters, and other specialized functions covered in previous edition, dated 29 April 1994. Specialized uniform requirements not addressed in the current AFI shall be governed by functionally dedicated instructions, as implemented when bargaining obligations have been met. The Parties agree that Air Force civilians are not normally required to wear uniforms. However, it is understood that, for some positions, uniforms may be required for the purpose of safety, the need to readily identify an employee with the work environment, and other reasons. This MOA implements AFI 36-801, including the ART military uniform requirement, subject to provisions herein contained.

3. Locally generated uniform requirements are subject to local negotiation. Current local agreements remain in effect, but may not conflict with this MOA. This MOA will take precedent over any local agreements that conflict with this agreement.

4. Employees are expected to comply with Local and Command negotiated 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 should be in good repair, and should not be considered offensive, disruptive, or unsafe.

5. For jobs where a non-military uniform is required, the employee shall receive the maximum uniform allowance authorized under DoDI 1400.25, or the cost of uniform, whichever is less.

6. Employees who receive an annual uniform allowance, but leave the job before completing the full year, will be required to return a portion of that allowance no greater than the amount already spent on uniforms.

7. ARTs -- The parties recognize that imposition of a uniform is considered a “permissive subject” under the Labor Statute and, thus, bargainable at the election of management. Management elects not to bargain the substance of the new policy, but agrees to the following provisions, which apply exclusively to ARTs:

a. Employees are expected to be in uniform while on duty. Employees may change into/out of uniforms before or after their shift.
b. Representatives of AFGE C214 will not be required to wear the military uniform when performing representational duties on official time or participating in third party proceedings. Such representatives will be authorized a reasonable amount of duty time to change into and out of uniform when performing representational duties.
c. Employees are free to use existing facilities on a daily basis within their work areas to change into and out of their uniforms. Employees may also use existing private storage space on a daily basis within their areas for storing their clothing and/or uniforms.
d. The uniform will be worn in accordance with AFI 36-2903. Air Reserve Technicians may wear DoD Identification Cards, the Common Access Card (CAC) in accordance with AFI-36-3026. The CAC is worn on the front of a body, displayed above the waist and below the neck in accordance with DoD 5200.1 and service specific instructions. The union can supply bargaining unit employees with a lanyard consistent with AFI 36-2903. The Union may imprint AFGE on the lanyard.
e. Consistent with Title 10, Section 802, the Uniform Code of Military Justice will generally apply only to Reservists in active duty or military training. Wearing of the military uniform does not subject ARTs in civilian status to the UCMJ.
f. ARTs are "dual status" employees. They hold full-time DoD civilian jobs on the condition they maintain membership in the Air Force Reserves. When working their civilian jobs, they are subject to Title 5 of the United States Code. When performing Reserve duties, they are subject to Title 10.
g. The requirement to wear the uniform does not apply when the employee is in non-duty status.
h. To avoid being targeted, employees may choose not to wear the uniform to and from work.
i. Civilian employees are responsible for cleaning or laundering their uniforms at their own expense. All civilian employees are expected to present themselves for duty, properly attired and groomed for the requirements of their position.
j. Employees will be provided all needed uniform emblems and patches at no cost in accordance with AFI 36-2903.
k. The Employer will issue uniforms and items consistent with requirements in AFI 36-2903, to include in-kind replacement.
l. ARTs will continue to be subject to civilian rules and requirements while in a civilian status. ARTs in civilian status must comply with military standards encompassed by AFI 36-703, Civilian Conduct and Responsibility and applicable regulations included therein. Failure to comply will be subject to discipline in accordance with AFI 36-704, Discipline and Adverse Actions. Disciplinary action is grievable in accordance with Article 6 of the negotiated grievance procedure.

8. All remedies available under the MLA or 5 U.S.C. Chapter 71 are available to the Parties if either party believes the other has failed to comply with any of the requirements of this MOA. 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/A1KL                                          AFGE Council 214


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

Integrated Green Dot Total Force Training

Date: 
Fri, 02/17/2017

 

MEMORANDUM OF AGREEMENT (MOA)
ON
INTEGRATED GREEN DOT TOTAL FORCE TRAINING
(Formerly Sexual Assault Prevention and Response Training and Suicide Prevention Training)


References:
A. Air Force Instruction (AFI) 90-6001, Sexual Assault Prevention and Response (SAPR) Program, dated 21 May 2015
B. AFI 90-505, Suicide Prevention Program, dated 6 October 2014 (Supersedes the MOA dated 7 April 2016 on Sexual Assault Prevention and Response Training, and the MOA dated 4 September 2015 on Annual Suicide Prevention Training)

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

2. The integrated Green Dot total force training encompasses multiple areas of potentially hazardous behaviors with the Air Force, particularly sexual assault and suicide awareness. Historically, the Air Force addressed prevention training for these areas of concern individually. Air Force Instruction (AFI) 90-6001, Sexual Assault Prevention and Response Program (SAPR), dated 21 May 2015 (Reference A) and AFI 90-505, Suicide Prevention Program, dated 6 October 2014. (Reference B). The way forward involves an integrated version of Green Dot that satisfies policy requirements for both sexual assault and suicide prevention annual training. The overarching training goal is to achieve a more efficient and synergistic approach to prevention across multiple forms of interpersonal and self-directed violence. This MOA implements the annual Green Dot total force training program, subject to provisions outlined below.

3. Integrated Green Dot total force training is comprised of alternating components of brief lecture, individual reflection and in-class activities. Class size typically is no larger than 50 participants; however, larger sessions can be held if needed. Facilitators for the integrated Green Dot total force training are trained volunteers, and will follow a standard written curriculum.

4. The Green Dot total force training program is mandatory and must be completed annually by the end of each calendar year, i.e. calendar year 2017, training must be accomplished by 31 December 2017. Employee will be granted time to complete the training in a duty status. Completion will be tracked and documented for all employees by the Unit Training Manager. Employees who attended previous year’s Green Dot training (CY 16) will be required to complete a refresher training of no more than 60 minutes in length. New employees who have not previously attended Green Dot training are required to complete a foundational training session of no more than 90 minutes in length.

5. An employee who, for personal reasons, does not feel comfortable participating in the face-to-face Green Dot total force training will be responsible for notifying their immediate supervisor of the need to complete the mandatory training through the identified and approved alternative method. The supervisor will direct the employee to view the Green Dot total force training materials at their personal work station or a work station in the training office. An individual requesting the alternate training method will not be required to complete the training until the training material has been finalized and made available for use. The Union will be informed when the training material has been finalized and will be allowed to view material prior to employee use. Once the training is complete, the supervisor will report completion to the Unit Training Manager who will update the employee’s training record. Supervisors do not have the authority to deny employee access to the alternative training method.

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

 




	For Management                                      For the Union 
 


           -signed-                                            -signed-
       ___________________________                         _________________________ 
        CARMEN SCHOTT                                       TROY TINGEY 
        Primary Prevention of Violence                      President 
         Program Manager                                    AFGE Council 214 
        HQ AFMC/A1R



          -signed-                                             -signed-
       ________________________                            ___________________________ 
       COLETTE MYERS                                       ANDREW POWELL 
       Labor Relations Specialist                          Executive Assistant 
       HQ AFMC/A1KL                                        AFGE Council 214

 

Annual SAPR Training

Date: 
Thu, 04/07/2016
MEMORANDUM OF AGREEMENT (MOA)
On
Sexual Assault Prevention and Response (SAPR) Training


References:

A. National Defense Authorization Act (NDAA) of 2012, Sec. 585 (a),Sexual Assault Prevention and Response Training and Education
B. Sexual Assault Prevention and Response Training MOA, dated 27 Mar 2015
C. AFI 90-6001, Sexual Assault Prevention and Response (SAPR) Program, dated 21 May 2015, MOA dated 6 April 2016

Supersedes the MOA dated 27 March 2015 on Sexual Assault Prevention and Response Training

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

2. Air Force Instruction (AFI) 90-6001, Sexual Assault Prevention and Response Program(SAPR), dated 21 May 2015 replaced AFI 36-6001, dated 29 September 2008, as implemented in our 6 April 2016 MOA (Reference C). AFI 90-6001 provides a multifaceted program for addressing the problem of sexual assaults in the Air Force. The problem has received growing attention culminating in 2012 NDAA legislation that mandates annual SAPR training for all military and civilian DoD employees (Reference A). In 2014, Air Force provided new training materials and a revised roll-out plan that was implemented by MOA (Reference B) AFI 90-6001 provides detailed guidance for the administration of the SAPR program, to include training (Reference C). Under AFI 90-6001, training will consist of a 50 minute face-to-face session, preferably consisting of smaller groups of 25 but no larger than 50 employees. However, larger face-to-face sessions can be held if needed. The SAPR training program is mandatory and must be completed by 31 December. This MOA implements the annual SAPR training program, subject to provisions outlined below.

3. Employees who, for reasons of personal history, do not feel comfortable participating in Annual SAPR Training will be granted a waiver, upon request, to the installation Sexual Assault Response Coordinator (SARC). Information about the waiver option will be distributed via email to all employees before the first scheduled training date and briefed commencing the introduction of the training.

4. Employees who are not available (due to TDY, leave, or other reasons) to attend the training should contact the installation SAPR Office to receive guidance on make-up/wavier procedures.

5. SAPR training will be documented for all employees who accomplish the training or obtain a waiver from the training.

6. The volunteer facilitators will follow a standard written curriculun1to conduct discussions. A copy of this curriculum will be provided to AFGE C-214 each year for review.

7. Facilitators are required to report problems with particular individuals or discussion groups to the installation SARC. Named employees will be made aware of any such report and will be provided a copy of any such report upon request.

8. If changes are made to the annual curriculum or schedule, the Union will be given the updated training material for review before training is scheduled. Upon review of the training materials, the Union retains the right to open up bargaining on bargainable changes.

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//
____________________                             _____________________
SCOTT C CRUM                                     TOM ROBINSON
SAPR Program Manager                             Executive Assistant
HQ AFMC/CVS                                      AFGE Council 214


  //signed//                                       //signed//
_________________                                _____________________
COLLETTE MYERS                                   ANDREW POWELL
Labor Relations Specialist                       Executive Assistant
HQ AFMC/A1KL                                     AFGE Council 214
	

AFI 90-6001 Sexual Assault Prevention and Response MOA - 6 Apr 2016

Date: 
Wed, 04/06/2016

 

MEMORANDUM OF AGREEMENT (MOA)

 

ON

 

Air Force Instruction (AFI) 90-6001, Sexual Assault Prevention and Response (SAPR) Program dated 21 May 2015

 

References:

A.  AFI 36-6001, Sexual Assault  Prevention and Response, dated                  

29 September 2008, MOA dated 8 September 2009

B.   Sexual Assault Prevention and Response Training MOA, dated 27 March 2015

C.   AFI 90-6001, Sexual Assault Prevention and Response (SAPR) Program, dated                  21 May 2015

 

(Supersedes the MOA dated 8 September 2009 on AFI 36-6001, Sexual Assault Prevention and Response, dated 29 September 2008)

 

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.    The Union and Management mutually embrace the SAPR program as a valuable means to enhance care for victims, reduce incidents of sexual assault, and hold offenders accountable.  AFI 90-6001 replaced AFI 36-6001 on 21 May 2015, as the authority on the SAPR program.  While many of the provisions of AFI 90-6001 apply exclusively to active duty and reserve military members (particularly matters under Uniform Code of Military Justice jurisdiction), the SAPR program is designed to involve and serve both military and civilian employees.  This MOA addresses the civilian aspects only.

 

3.    Victim advocates are volunteers who shepherd assault victims through the initial response, investigation, and healing process. It is a collateral duty, evaluated annually by the Sexual Assault Responsible Coordinator (SARC), who reports to the Air Base Wing Vice Commander.  Civilians may volunteer to be victim advocates.  Doing so obligates an employee to obtain training and commit to 24-hour on-call shifts.  BUEs can volunteer to be victim advocates and will be approved on the same basis as their uniformed military counterparts.  Victim advocate services performed outside normal duty hours will be recorded and compensated in accordance with Article 36 of the MLA and governing regulations/policies.  Victim advocates will not be penalized for the time and attention dedicated to collateral duties.  While the annual SARC evaluation of a victim advocate will not contribute to the employee's performance element rating, effective performance contributing to a special act or service may be recognized with an appropriate award.

 

4.    Civilian victims will receive similar victim advocate services as a member of the uniformed military, subject to personal consent.

 

5.    Civilians have the right to submit "restricted" reports of sexual assault (i.e. reports for the record that cannot be released without permission).

 

6.    SAPR training is mandatory for AFGE Council 214 bargaining unit employees unless they obtain a waiver from the installation Sexual Assault Response Coordinator (SARC) per the SAPR training MOA (Reference B).

 

7.  The Case Management Group is a base-level team of security, wellness, justice and other officials who meet regularly to oversee the effectiveness of sexual assault case processing. The group reviews unrestricted sexual assault reports, facilitate monthly victim updates, direct system coordination, accountability, and victim access to quality advocacy and counseling.

 

8.  AFI 90-6001 does not alter any existing rules, regulations or negotiated agreements regarding the investigation, discipline or criminal prosecution of civilian employees alleged to have committed an assault.

 

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

 

  FOR MANAGEMENT                                FOR THE UNION

 

 

 

 

______________________

SCOTT C CRUM

SAPR Program Manager

HQ AFMC/CVS

 

 

 

 

______________________

COLLETTE MYERS

Labor Relations Specialist

HQ AFMC/A1KL

 

 

 

________________________

TOM ROBINSON

Executive Assistant

AFGE Council 214

 

 

 

_________________________

ANDREW POWELL

Executive Assistant

AFGE Council 214

Air Force Instruction (AFI) 36-807, Weekly and Daily Scheduling of Work and Holiday Observances

Date: 
Wed, 02/03/2016
MEMORANDUM OF AGREEMENT (MOA)

On

Air Force Instruction (AFI) 36-807, Weekly and Daily Scheduling of Work and Holiday Observances,
dated 25 August 2015

Supersedes the MOA dated 7 Nov 03 on AFI 36-807 “Weekly and Daily Scheduling of Work and Holiday Observances”, dated 21 Jun 1999)

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 intothis MOA regarding the subject instruction as it applies to bargaining unit members covered by the Master Labor Agreement (MLA) between the Parties.

2. Air force Policy Directive 36-8, Employee Benefits and Entitlements Work/Life Programs, established policy/guidance on weekly and daily scheduling of work, holiday observances, overtime, compensatory time, and alternative work schedule.  AFI 36-807 outlines the guidance to implement work scheduling and overtime without unlawful discrimination..  This updated version provides a provision for nursing mothers, holiday observation with regards to work schedules, additional guidance on scheduling, approving and monitoring overtime, compensatory time and credit hours, compensatory travel time guidance, and guidance for establishing flexible and alternative work schedules.  This MOA implements AFI 36-807, subject to the provisions below.

3. Approval authority for Alternative Work Schedules (AWS), Compressed Work Schedules (CWS), and  variations of types of Flexible Work Schedules (FWS) is delegated to Headquarters Directors, Center Commanders, Air Base Wing Commanders and commanders of geographically separated units as bargained with the local union and/or Council 214 office.   Local MOA’s will remain in force until re-bargained.  The results will comply with the articles contained in the MLA.

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


For Management/Date                               For the Union/Date


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



//signed//                                        //signed//
__________________________                        _____________________________
Collette Myers                                    TOM ROBINSON
Labor Relations Specialist                        Executive Assistant
HQ AFMC/A1KL                                      AFGE Council 214

Joint Travel Regulation Changes to Incidental Expenses

Date: 
Mon, 12/14/2015

MEMORANDUM OF AGREEMENT (MOA)

 

ON

 

Joint Travel Regulation Changes to Incidental Expenses

 

 Dated 31 October 2014

 

 

 

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

2.  The Joint Travel Regulations (JTR) outlines the per diem, travel and transportation allowances, and other allowances associated with official government travel.  Government directed the Department of Defense (DoD) to streamline the processes, simplify rules, improve compliance, and reduce the overall travel costs.  In an effort to meet these requirements, DoD implemented a change to the incidental expenses portion of the Meals and Incidental Expenses (M&IE) rate included in the per diem amount paid to travelers. The goal of this change is to meet the new cost reduction requirements introduced by Congress, while minimizing the overall impact to the government travelers.  The change reflects an increase to $5.00 per day Continental United States (CONUS) for incidental expenses.  Examples of incidental expenses covered by the new rate include CONUS laundry expenses, baggage tips and ATM fees.  This MOA implements the change to incidental expense allowance, subject to the provisions outlined below.

 

3.  The Authorizing Official (AO) shall approve the Actual Expense Allowance (AEA) for meals and incidental expenses under the following conditions: the entire incidental actual expense amount for the trip exceeds the total M&IE per diem amount for the entire travel period. Receipts for actual incidental expenses are required to justify the AEA for the TDY.     

 

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

 

___________________________                  _____________________________

Mary Miller                                                    Tom Robinson

HQ AFMC/FMP                                             Executive Assistant

                                                                        AFGE Council 214

 

__________________________                  _____________________________

Collette Myers                                                 Nicholas Spychalski

Labor Relations Specialist,                             Executive Assistant

HQ AFMC/A1KL                                           AFGE Council 214

 

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