Air Force Wing Public Affairs Office Standard Organizational Structure

Date: 
Fri, 07/31/2015

 

MEMORANDUM OF AGREEMENT (MOA)

ON

Air Force Wing Public Affairs Office Standard Organizational Structure

References: 

A.  Memorandum Wing Public Affairs Standardization Policy, Dated 7 April 2015

B.  Wing Public Affairs Office Standardization Plan, Dated March 2015

 

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

2. In 2009, the United States Air Force (USAF) Public Affairs (PA) attempted to complete a manpower study to evaluate and correct manning levels in the PA organization.  This study failed due to no consistency in the office organization, duty titles or job descriptions, distribution of manpower resources, and office processes.  In an effort to achieve a manpower standard, the USAF has concluded there is a need to standardize the organization of the PA offices.  Concluding the organizational standardization, another manpower study will take place.  USAF has tasked Management to complete these organizational standards throughout AFMC.  The possible impacts to AFMC PA civilians are a migration to a standard core document, realignment to a different division in the PA office, and possible duty changes.  This MOA implements the standardization of the PA Office, subject to the provisions outlined below.

3.  AFMC BUE’s will not be asked or forced to change duty stations as a result of this restructure.  Any local changes of an employees work location will be bargained between the local Union and Wing.

4. Every reasonable effort will be made to avoid adversely affecting employees through adjustments to the employee’s Position Description (PD).  All changes will be accomplished in accordance with MLA, Article 17, Position Classification.  If any new duties or assignments are added to an employee’s PD, employee training will be given to ensure successful performance.  This training may include on the job (OJT) training and/or school based training, depending on the nature of the newly designated duties and responsibilities.    

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

 

___________________________                  _____________________________

RONALD FRY                                              TOM ROBINSON

Public Affairs                                                  Executive Assistant

AFMC/PA                                                       AFGE Council 214

 

 

___________________________                  _____________________________       

KEISHA BARLOW                                      NICHOLAS SPYCHALSKI

Labor Relations Specialist                              Executive Assistant

AFMC/A1KL                                                 AFGE Council 214

 

Memorandum of Understanding (MOU) between the Air Force Deputy Surgeon General and the Air Force Civil Engineer, dated 11 June 2013

Date: 
Mon, 07/13/2015

MEMORANDUM OF AGREEMENT (MOA)

 

ON

 

Memorandum of Understanding (MOU) between the Air Force Deputy Surgeon General and the Air Force Civil Engineer, dated 11 June 2013

 

 

1.  The America 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 memorandum of understanding as it applies to bargaining unit employees covered by the Master Labor Agreement (MLA) between the parties at Eglin AFB, Kirtland AFB, and Hill AFB.

 

2.  Subject MOU outlines the division of responsibilities between the Air Force (AF)   Surgeon General (AF/DSG) and the AF Civil Engineer (AF/A7C) as pertains to emergency medical responses at AF installations.  It authorized Fire Emergency Services (FES) flights to provide non-transport Emergency Medical Services (EMS) at the Emergency Medical Responder (EMR) level, and higher levels of service, such as Emergency Medical Technician (EMT) and Paramedic, based upon installation-specific requirements. 

 

3.  Subject MOU charges the SG organization with providing medical oversight and guidance, EMS training, and authorized items listed on the FES EMR/EMT expendable medical supplies/equipment list to FES.  The MOU calls on each AF installation to develop a local MOU between the Medical and FES organizations that defines the level of EMS support each organization will provide.  If the MOU authorizes FES to operate at the EMR level, in accordance with the provisions of this MOA, then changes will become effective when the MOU is signed by the Installation Medical and FES organizations and local impact and implementation bargaining obligations have been satisfied.  When the Installation Medical and FES organizations agree upon a level of service above the EMR level, then the Installation MOU will be coordinated through the Air Force Medical Services (AFMS) EMS Working Group and approved/disapproved by HQ AFMC/A7 and HQ AFMC/SG.  Local MOUs will not significantly reduce the quality of medical care an employee receives in a medical emergency at any installation represented by AFGE C214.   

     

4.  Installation level MOUs shall be cooperatively developed by a local committee with the participation of at least one union representative, designated by the Local President, for the purpose of representing the interests of local employees.  Official time will be granted for the representative(s) to prepare for meetings, attend meetings, review minutes, and carry out committee assignments.  Although union representatives will be allowed to provide input to the committee, management will retain the final authority on the EMS decision.      

 

5.  Dispatchers and first responders will provide the authorized level of care or assistance while awaiting “hand-off” to secondary responders or the arrival of transport medical services.  Local MOUs will not prevent responders from providing emergency medical care or assistance that is consistent with Air Force Instructions and policies.  Employees holding current certifications above the level of care authorized by the process described in this agreement (paragraph 3, 4 and 7) will be permitted to provide the level of care for which certified and approved, until such time as that current certification expires.  This provision applies only to AF approved/authorized certifications.  Once the current higher AF approved/authorized certification expires (anticipated 2016/2017 timeframe) it will not be renewed, and certifications will only be maintained up to the level of care authorized in accordance with this agreement.  Local MOUs will be reviewed in March 2018 to evaluate their impact on medical care.     

 

6.  Installation Fire Chiefs will ensure BUE position descriptions accurately reflect the duties expected of each FES member, and all FES members will provide EMS in accordance with paragraph 5.  FES personnel shall be given experience credit and pay for the grade-controlling duties they actually perform, in accordance with the MLA.    

 

7.  If the local MOU must be approved by HQ AFMC, a Council 214 representative will serve on the MAJCOM panel that reviews and approves installation level MOU, for the purpose of providing input for consideration before the final decision is made by HQ AFMC/A7 and HQ AFMC/SG. 

 

8.  The parties recognize that AFI 32-2001 (dated 27 Feb 2014) is currently in bargaining and, until bargaining is completed, is not implemented in AFMC.  However, the EMS level of service determinations will be made and MOUs developed/implemented upon signature/approval of this MOA.

 

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

 

 

___________________________                  _____________________________

MICHAEL H. DAVIS                                   TROY TINGEY

Command Fire Chief                                      President

AFMC/ A70X                                                 AFGE Council 214

 

 

___________________________                  _____________________________             

MARC E. DOWLER, CMSgt, USAF           TOM ROBINSON

Chief, Medical Enlisted Force                        Executive Assistant

AFMC/SGF                                                    AFGE Council 214

 

 

___________________________                 _____________________________

KEISHA BARLOW                                      NICHOLAS SPYCHALSKI

Labor Relations Specialist                              Executive Assistant

AFMC/A1KL                                                 AFGE Council 214

 

Office of Personnel Management (OPM) Mandatory Training for Supervisors, Hiring Managers, and Human Resources Staff

Date: 
Wed, 06/03/2015
MEMORANDUM OF AGREEMENT (MOA)

ON

Office of Personnel Management (OPM) Mandatory Training for Supervisors, Hiring Managers,

and Human Resources Staff

 

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

 

2. Office of Personnel Management (OPM) has identified and directed four mandatory training courses for Supervisors, Hiring Managers and the Human Resources (HR) Community.  The training sessions are as followed:

  • 38 U.S.C. 4335, Uniformed Services Employment and Reemployment Rights Acts (USERRA) – Annual Requirement
  • Executive Order 13518, Veteran Employment Training for Federal Hiring Managers and HR Professionals – Annual Requirement
  • Executive Order 13548, Increasing Federal Employment of Individuals with Disabilities – One-time Training 
  • Enhancing Safeguards to Prevent the Undue Denial of Federal Employment Opportunities to the unemployed and Those Facing Financial Difficulty Through no Fault of Their Own – One-time Training

The training courses highlight the roles and responsibilities a member of a hiring panel must know in order to serve on the panel.  OPM has made the training mandatory for employees assigned to supervisory codes of 1 thru 7 and all civilian employees having occupational series 0201, Human Resource Management, and 0203, Human Resource Assistant.  All training courses are provided to the employee online.  The courses requiring annual renewal must be completed by 31 May of each fiscal year.  This MOA implements the OPM training requirement, subject to the provisions outlined below.     

 

3.  Those BUE’s, who have a 1-5 supervisory code attached to their position, will be required to take the training as it has been briefed to the Union.  

 

4.  Those BUE’s, who have a supervisory code of 6 (Leader) or 7 (Team Leader), will not be required to take the training outlined by AFMC.  Instead, when management requests to have a BUE serve on a hiring panel, the employee will be given enough time to complete the training before the hiring panel meets. The BUE retains the right to decline the request to serve on the hiring panel.  On any subsequent hiring panel selections, an employee’s training record will be evaluated.  If the annual training requirement has lapsed, the employee will be given time, prior to the hiring panel, to complete the training requirement.          

 

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 

 

 

___________________________                  _____________________________

Mitchell W. Clark                                           Tom Robinson

AFMC Force Development                            Executive Assistant

                                                                        AFGE Council 214

 

 

___________________________                  _____________________________

Elizabeth Spangler                                          Nicholas Spychalski

Labor Relations Specialist                              Executive Assistant

HQ AFMC/A1KL                                          AFGE Council 214

 

 

  •  

AFI 90-505, "Suicide Prevention Program", Dated 6 Oct 14 & AFMC Supplement, Dated 19 Nov 14

Date: 
Tue, 05/12/2015

                              12 May 2015

 

MEMORANDUM OF AGREEMENT (MOA)

ON

Air Force Instruction (AFI) 90-505, “Suicide Prevention Program”, Dated 6 October 2014 & AFMC Supplement, Undated

 

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

 

2.  AFI 90-505 outlines requirements to conduct education and training to prevent acts of harm to self and raise awareness in the prevention of suicide and suicidal behavior.  The AFI highlights a community based suicide prevention initiative, risk factors attributed to suicides, and leadership involvement within the program. The program is built on a framework consisting of 11 elements stressing leadership and community involvement in the prevention of suicides.  The AFI sets forth the roles and responsibilities of the chain of command.  The AFMC supplement outlines and establishes a two-phase Suicide Event Review (SER), focusing on select background information of the victim, the sequence of events leading up the event, relevant findings, actions taken by the unit, lessons learned and recommendations to enhance the overall suicide prevention program.    Union and management have fostered a strong relationship over the years in an effort to minimize suicides and create an environment where individuals feel comfortable seeking and getting the help they require. 

 

3.  Implementation of this MOA is representational of the ongoing partnered commitment to minimizing suicides.  Management recognizes that the Union and BUE’s, are essential partners toward the overall success or failure of this program.  Management also recognizes that the workplace pressures, conflicts and stress play a critical role as factors in suicidal decisions.  The Union can offer a wealth of knowledge in evaluating these factors.   

 

4.  In the event of a BUE suicide, the union will be given the opportunity to provide meaningful input on possible factors contributing to the event.  The union will be used as a resource during the Phase II review portion of the Suicide Event Review and given the opportunity to provide meaningful input on possible factors contributing to the incident.  The Union will be invited to attend the AFMC Community Action Information Board (CAIB) where action items during Phase I and Phase II event reviews would be presented. 

 

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 

 

 

_____              _______________                  _____________________________

James E. King, Col, USAF, DC                     Tom Robinson

HQ AFMC Command Surgeon                      Executive Assistant

                                                                        AFGE Council 214

 

 

___________________________                  _____________________________

Gina Martinelli                                               Nicholas Spychalski

Labor Relations Specialist                              Executive Assistant

HQ AFMC/A1KL                                          AFGE Council 214

 

 

 

Use of Offical Time by Designated Union Representatives to Review AFI 32-2001, "Fire Emergency Services (FES) Program"

Date: 
Thu, 04/02/2015

 

MEMORANDUM OF AGREEMENT (MOA)

 

Concerning

 

Use of Official Time by Designated Union Representatives

To Review AFI 32-2001,

“Fire Emergency Services (FES) Program,” dated 27 February 2014

 

 

 

REFERENCES:

A. AFI  32-2001, “Fire Emergency Services (FES) Program,” dated 19 September 2008 

 

1.  This agreement is entered into by American Federation of Government Employees (AFGE) Council 214, hereafter referred to as the “Union” and the Air Force Materiel Command (AFMC), hereafter referred to as “Management” with regard to the review of subject instruction as it affects bargaining unit members covered by the Master Labor Agreement (MLA).  

2.  AFI 32-2001 provides comprehensive guidance on the organization, direction, and operations of Air Force installation fire departments.  The current revision implements substantial policy changes, including some that were introduced in the 2008 instruction (Reference A).  The current revision defines the certification and staffing requirements for persons providing FES, and clarifies the responsibility and requirements for Emergency Medical Services (EMS).  This MOA provides the Union resources to review these changes to evaluate their impact on affected employees and develop informed bargaining proposals.  While FES policies affect both fire fighters and the employees they protect, the Union review will rely on representatives knowledgeable about the three fire departments Council 214 represents (Eglin, Hill and Kirtland). 

3.  The parties agree that, within one week of the signing of this agreement, the Union will provide AFMC/A1KL the names of one representative for each of the following three locals/bases: Local 1592 (Hill), Local 1897 (Eglin), and Local 2263 (Kirtland).  These representatives will serve as the AFI review team.  Each representative shall be granted up to 60 hours of official time (24 hours of duty time and 36 hours of standby-by time) over a period of two weeks to complete a review of the AFI and submit local input to AFGE C214.

 

4.  Before the review begins AFMC will provide each Local two hard copies of the current AFI.  The review will start when the AFGE C-214 representative notifies A1KL that they are ready for the field review (NLT 2 weeks after signing of this agreement). 

 

5.  Following the review, an additional 20 hours of official time will be authorized for each local reviewer to collaborate with AFGE Council 214 on the compilation of concerns.  AFGE Council 214 will submit to AFMC a complete list of paragraphs at issue, union concerns, and interests to be bargained, not later than 15 business days following the collaboration week.  All time limits in the MOA will exempt the period from 15 December 2014 to 2 January 2015.

6.  The local LROs will arrange for release of the employees for the specified amount of time authorized.  In the event the mission may prohibit release, any denial will be coordinated through AFMC/A70X or their designee.

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

For Management                                             For the Union 

 

___________________________                  _____________________________

KEISHA BAROW                                         TROY TINGEY

Labor Relations Specialist,                             President,

AFMC/A1KL                                                  AFGE Council 214

 

 

___________________________                  _____________________________ 

MICHAEL DAVIS                                        NICHOLAS SPYCHALSKI

Command Fire Chief,                                     Executive Assistant,

AFMC/A7OX                                                 AFGE Council 214

 

Air Force Sustainment Center Manual (AFSCMAN) 21-102 "Depot Maintenance Management

Date: 
Thu, 03/19/2015

 

MEMORANDUM OF AGREEMENT (MOA)

ON

Air Force Sustainment Center Manual (AFSCMAN) 21-102

Depot Maintenance Management

 

1.  The America 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 AFSC Manual as it applies to bargaining unit employees covered by the Master Labor Agreement (MLA) between the parties.

 

2.  The Depot Maintenance Manual (DMM) AFSCMAN 21-102 provides directive guidance for depot maintenance management.  Air Force policy is found in AFI 21-102 “Depot Maintenance Management.” MAJCOM policy is found in AFMC SUP “Depot Maintenance Management.”  The DMM applies to all Air Logistics Complexes (ALCs).  

 

3.  The parties agree to the implementation of the DMM as written, subject to the following provisions:

 

a. Paragraph 1.10.:  Leads/Team Members/Collateral Duty Selection Process:  Participation will be on a rotational basis, and candidates will be selected in accordance with the procedures identified in the Master Labor Agreement (MLA) – Article 20, Details to Bargaining Unit Positions, and Article 21, Loans of Bargaining Unit Employees.

 

b. Paragraph 10.20.2.:  Accommodations to the 30-day initial training will be considered due to unforeseen circumstances and will be handled on a case-by-case basis.

 

c. Paragraph 17.2.4.3.:  The parties will follow the MLA with regards to who is assigned and the rotation between all qualified and available employees.

 

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

 

For Management / Date                                For the Union / Date 

 

__//signed//____________                          __//signed//____________

BRIAN BURKS                                          TROY TINGEY

AFSC/LGP                                                  AFGE Council 214 

 

__//signed//____________                         __//signed//____________

GINA MARTINELLI                                NICHOLAS SPYCHALSKI

AFMC/A1KL                                             AFGE Council 214

 

 

Health and Welfare (H&W) Assessment Implementation Guidance, HQ AFMC/A1, March 2014

Date: 
Tue, 08/19/2014

19 August 2014

 

MEMORANDUM OF AGREEMENT (MOA)

 

ON

 

Air Force Materiel Command Health and Welfare Assessment

 

Reference:  Health and Welfare (H&W) Assessment Implementation Guidance, HQ AFMC/A1, March 2014

 

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

 

2.  The Union and Management jointly embrace the importance of maintaining a healthy work environment that promotes dignity, trust, and mutual respect.  The intent of Health and Welfare Assessments is to discover and remove inappropriate objects and displays from AFMC work areas and network sites.  The targeted items are materials that a reasonable person would consider lewd, obscene, derogatory, discriminatory, or unprofessional.  As outlined in referenced “Implementation Guidance,” Commanders at the squadron level and higher will periodically do walk-throughs to detect and respond to inappropriate items.  This MOA implements the H&W Assessment process, subject to provisions outlined below. 

 

3.  Commander walk-throughs and follow-up assessments by Equal Opportunity (EO) staff, will include all workspaces but will be limited to areas visible to anyone, including walls, cabinets, desks, and common-area cabinets.  Respective to the Health and Welfare Assessments, personal desk drawers, lockers, clothing, purses, brief cases, etc. will not be assessed.  Assessments may include files stored on shared network drives, publically visible screen savers, and any other data objects available to multiple employees.  Personal email and data files will not be inspected and employee social media accounts (Facebook, Twitter, etc.) will not be assessed respective to a Health and Welfare Assessment.  Areas where the employee has a reasonable expectation of privacy will not be assessed.

 

4.  Before conducting a walk-through, the Commander will contact his/her respective Labor Relations Officer (LRO) to make arrangements for the release of a union representative. The LRO will contact the union with at least a days’ notice prior to a planned walk-through. In rare instances where a days’ notice cannot be given, the Commander will provide the local union rationale for a shorter notice.  A walk-through is not required to be delayed should the local union president or his/her designee be unavailable at that time. Management will assure that official time is granted for the local president or his/her designee to accompany the walk-through. Understanding there is a degree of subjectivity in labeling an object “inappropriate” the union representative could provide a second opinion for consideration when assessing materials during a walk-through.  Any items removed or requiring follow-up will be recorded per the AFMC Health and Welfare Implementation Guidance paragraph 6. 

 

5.  When a workplace item is found to be “inappropriate”, it will be promptly removed.  Normally, for a first offence, counselling is considered sufficient.  Per AFMC Health and Welfare Implementation Guidance paragraph 6i, standard procedures will be followed as needed for any disciplinary action issues and/or issues that may involve criminal offenses.  

 

6.  All reports resulting from H&W Assessments will be shared with the Union at the appropriate level.

 

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 / Date                                  For the Union/Date

 

 

 

___________________________                  _____________________________

DAVID L. TAYLOR                                     TROY TINGEY

Chief, Readiness and Integration Division      President, AFGE Council 214

HQ AFMC/A1R                                                       

                                                                       

 

 

___________________________                  ______________________________           

ANDREW THOMAS                                                TOM ROBINSON                                        

Labor Relations Specialist                                                 Executive Assistance

HQ AFMC/A1KL                                          AFGE Council 214

 

                                   

 

 

 

Air Force Instruction (AFI) 90-508, “Air Force Civilian Drug Demand Reduction Program”

Date: 
Wed, 03/18/2015

 

MEMORANDUM OF AGREEMENT (MOA)

ON

Air Force Instruction (AFI) 90-508, “Air Force Civilian Drug Demand Reduction Program” Dated 28 August 2014

 

(Supersedes the MOA dated 27 June 2011 on AFI 44-107,

“Air Force Drug Demand Reduction Program,” dated 7 April 2010.)

 

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

 

2.     AFI 90-508 outlines procedures and policies the Air Force has adopted for deterring the use of illicit drugs by members of the workforce through a drug testing program.  The method of drug testing is urinalysis. The types of testing include:  tentative selectee testing, random testing for employees in positions identified as Testing Designated Positions (TDP), reasonable suspicion testing to include testing based upon circumstances of an accident or safety mishap, rehabilitation follow-up testing, consent testing and voluntary tests.  All specimens will be tested for evidence of consumption of drugs approved for testing, by the Department of Health and Human Services (HHS).  When conducting reasonable suspicion, post-accident, or unsafe practice testing, Management may have urine specimen tested for any drug listed in Schedule I or II of the Controlled Substance Act.  The new AFI realigns the previous AFI 44-107 from the 44 (Medical) series to the 90 (Special Management) series.  It reassigns program management from the medical community to the Air Base Wing (ABW) Commander resulting in the realignment of Drug Demand Reduction Program personnel to the ABWs.  It also refines the guidance for identifying security based TDPs.  This MOA implements AFI 90-508, subject to the provisions below.

 

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

 

4.     TDP’s will be identified in accordance with AFI 90-508, dated 28 August 2014.  The addition of any new TDPs not listed in the AFI will be subject to bargaining in accordance with MLA Article 33.  Full time union representatives, as identified in MLA Section 4.13, when serving as representatives of the union, are not subject to random testing.

 

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

 

6.     Thirty (30) days prior to the implementation of random drug testing of an employee newly designated to the TDP random drug testing program, Management shall notify the employee that testing for use of illegal drugs is to be conducted, that he or she has been identified as occupying a TDP, and the reasons why his or her position has been designated a TDP.  The notice will also inform the TDP employee that they may seek counseling and rehabilitation and inform them of the procedures for obtaining such assistance through the Employee Assistance Program (EAP).  The notice will also include the HHS approved list of drugs for which he or she may be tested.  Said list may be subject to change based on HHS guidance.  In the event of such a change, employee notification will occur after bargaining obligations have been met.  Employees who have an appropriate notification on file for the position they occupy will not be provided an additional notice upon implementation of AFI 90-508, since the 30-day advance notice period requirement has already been satisfied. Random testing may continue without interruption.

 

7.     Management will provide education and training IAW provisions of AFI 90-508.  Additionally, Management will make training and education materials available to employees online.  Management will also distribute written educational materials and provide other educational activities, such as videos and lectures, as deemed necessary to provide the widest dissemination of training information, ensuring the employees are well educated and have the ability to receive the help they need.      

 

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

 

9.     A bargaining unit employee who believes he/she may have a drug problem, and who self identifies as such, and agrees to the provisions of the civilian drug testing program, as described in the AFI 90-508, will not be subject to disciplinary action for past use.  Management and the Union both recognize the importance of a drug free workplace for safety and health reasons.  Employees who voluntarily seek assistance with substance abuse issues may not be subject to disciplinary action if they meet all the conditions of the “Safe Haven Provisions” of AFI 90-508.  Employees who seek and meet the “Safe Haven Provision” shall not relinquish any rights to appeal regarding future charges.   

 

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

 

11.  In accordance with AFI 90-508, rehabilitation shall be offered to all bargaining unit employees identified as having a drug problem (e.g. Medical Review Officer (MRO) verified drug positive test result, and/or self-identified with a drug problem) regardless of other administrative actions that may be pending or taken.  The goal of rehabilitation is to eliminate substance abuse and restore the employee to a productive status within his/her work area.  As such, a one-time mandatory assessment and referral appointment can be completed at no-cost to the employee, through the EAP or Alcohol Drug Abuse Prevention & Treatment (ADAPT) Program; with a maximum of three hours of duty time allotted for employee use during this phase of treatment.  Any follow-on counseling services are at employee expense.  Employees may also use approved sick or annual leave for any additional time required for such visits subject to existing laws and regulatory guidance.  In accordance with AFMC & AFGE C214 MOA on Civilian Physical Fitness and Wellness Activities, any available Wellness/Fitness hours may be used for prescribed EAP visits.

 

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

 

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

 

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

 

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

 

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

 

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

 

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

 

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

 

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

 

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

 

 

For Management / Date                                  For the Union / Date

 

 

 

 

___________________________                  _____________________________

Col Janice D. Wallace                                     Troy Tingey

HQ AFMC/SG2                                             President

                                                                        AFGE Council 214

 

 

___________________________                  _____________________________

Gina Martinelli                                               Nicholas Spychalski

Labor Relations Specialist                              Executive Assistant

HQ AFMC/A1KL                                          AFGE Council 214

 

Sexual Assault Prevention and Response (SAPR) Training

Date: 
Fri, 03/27/2015

MEMORANDUM OF AGREEMENT (MOA)

 

ON

 

Sexual Assault Prevention and Response (SAPR) Training

 

References: 

A.  AFI 36-6001, Sexual Assault Prevention and Response, dated 29 September

2008, MOA dated 8 September 2009

B.  National Defense Authorization Act (NDAA) of 2012, Sec. 585 (a), Sexual

Assault Prevention and Response Training and Education

C.  Air Force SAPR Stand-Down Day standard training guidance, dated 2014

D. Sexual Assault Prevention and Response (SAPR) Training MOA, dated 22 May 2104

E. FY 2015 SAPR Training Materials, dated 2015

 

1.  The America 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 36-6001, as implemented in our 2009 MOA (Reference A), 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 B).   In 2014, the Air Force issued detailed guidance for conducting the initial round of SAPR training (Reference C).  The first round of annual training was conducted under a 2014 MOA (Reference D).  In 2015, Air Force provided new training materials and a revised roll-out plan (Reference E).  Under this plan, training will consist of an initial 90 minute large group session (Module 1) and three 20-30 minute small group (10-15 people) discussions to be conducted throughout the training period (Module 2).  The full training regimen must be completed by 30 September each year.  Module 1 and Module 2 training is mandatory and will be tracked in the employees’ ADLS training records.   This MOA supersedes the 2014 MOA (Reference D) and paragraph 6 of the 2009 MOA (Reference A).  It 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 Module 1 training date and briefed during the Module 1 training.

 

4.  Employees who are not available (due to TDY, leave, or other reasons) to attend the large group session should contact the installation SAPR Office to receive guidance on make-up/waiver procedures.  For the small group discussion, employees should schedule a make-up session through their supervisor.      

 

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 curriculum to conduct discussions.  A copy of this curriculum will be provided to C214 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 / Date                                  For the Union/Date

 

 

 

    // SIGNED //________                               // SIGNED //______

SIMONE KORAM                                        TOM ROBINSON

HQ AFMC SAPR Chief                                 Executive Assistant

AFMC/A1Z                                                   AFGE Council 214

 

 

// SIGNED //                                                   // SIGNED //                          

GINA MARTINELLI                                                NICHOLAS SPYCHALSKI

Labor Relations Specialist                              Executive Assistant

AFMC/A1KL                                                 AFGE Council 214

Air Force Manual (AFMAN) 33-152, User Responsibilities and Guidance for Information Systems, Dated 1 June 2012

Date: 
Thu, 03/13/2014

 

MEMORANDUM OF AGREEMENT (MOA)

ON

Air Force Manual (AFMAN) 33-152, User Responsibilities and

Guidance for Information Systems, Dated 1 June 2012

 

References

 

  1. MOA Concerning AFI 33-115, Dated 3 March 2003
  2. MOA Concerning Information Assurance Certification, Dated 8 April 2008
  3. MOA Concerning Air Force User Agreement Statement Notice and Consent Provision, Dated 13 October 2009
  4. MOA Concerning AFI 33-100, Dated 1 Dec 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, and collectively as the Parties, hereby enter into this Memorandum of Agreement regarding subject manual as it applies to bargaining unit employees (BUEs) covered by the Master Labor Agreement (MLA) between the Parties.

 

2.  AFMAN 33-152 supersedes AFI 33-100, AFI 33-113, AFI 33-119, AFI 33-127, and AFMAN 33-128.  This manual consolidates policies and procedures for the use of cyberspace support systems/services and related compliance requirements.  It also outlines new guidance for limited personal use of government networks and access to social media.  This MOA implements AFMAN 33-152 subject to the provisions below.

 

3. Users should keep a copy of their signed AF Form 4394, but will be provided a copy of this and any other signed user agreements (e.g. AF Form 4433, AF Form 2875) upon request to their Information Assurance Officer.  As represented in these user agreements, a user’s “consent to monitoring” means consent to monitoring by network technicians for the purpose of enforcing rules of security, network protection, and appropriate network use.  Provisions under Reference C apply. 

 

4. Suspensions of network access shall be in accordance with regulations, policy and Reference A.  Users who are suspended based on loss of security clearance for reasons unrelated to information assurance and/or network security, and who pose no foreseeable risk to the network, will have their access reinstated in a timely manner in accordance with agency policy and procedures.  In the case of suspensions prolonged based on a “forseeable risk,” the employee will be provided a written explanation of the perceived risk upon employee request.  Denial of network access will be based on a reasonable assessment of the risks involved.

 

5.  Government provided hardware and software are for official use and limited authorized personal use only.  Employees within the same organizational unit will be treated nondisparately in terms of their personal use of government computers.  All personal use must be consistent with the requirements of DOD 5500.7-R, Joint Ethics Regulation and appropriate Air Force policy for which bargaining obligations have been met.

 

6. AFMAN 33-152 rules for commercial cellular services apply only to government purchased cellular services.

 

7.  Information assurance (IA) training will be accomplished annually to maintain network access.  Organizations shall not mandate retraining earlier than the individual’s anniversary date.  Users should take a proactive approach and anticipate their due date prior to deployments and/or any form of planned leave.  Users will be given a minimum of one week (five workdays) after the anniversary date to complete their IA training to accommodate the possibility of being in a leave or TDY status during their training anniversary date.  Provisions under Reference B apply. 

 

8.  MOA on AFI 33-100, User Responsibilities and Guidance for Information Systems, dated 1 Dec 09, (Reference D) is rescinded.

 

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

 

For Management / Date                                  For the Union / Date

 

 

///////Signed///////                                            ///////Signed///////

CELESTE BOOTH                                        TOM ROBINSON

Chief, Plans and Policy Division                    Executive Assistant                                       

HQ AFMC/A6X                                            AFGE Council 214

 

///////Signed///////                 ­           

GINA MARTINELLI                                                                                    

Labor Relations Specialist                                                                 

HQ AFMC/A1KL

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