Administrative (Planned) Furlough Procedures

Fri, 03/15/2013


15 March 2013




Administrative (Planned) Furlough Procedures



1.      The American Federation of Government Employees (AFGE) Council 214 and Air Force Materiel Command (AFMC), hereafter referred to as the Union and Management, hereby enter into this Memorandum of Agreement to address the impacts of a furlough of the Federal Government due to sequestration of appropriated funds.  It applies to bargaining unit employees, except fire fighter personnel, covered by the Master Labor Agreement (MLA) between the parties.


2.      Congress has mandated a sequestration of DoD appropriations, which resulted in a 10% cut in FY 2013 funding for civilian salaries.  To meet the shortfall, DoD activities have been directed to furlough civilian employees for a total of 22 workdays (or NTE 176 hours) during the last 6 months of the fiscal year.  The purpose of this collective bargaining agreement is to implement steps and actions which will minimize any adverse effects on bargaining unit employees of in the event of an administrative furlough. 




3.      “Excepted” employees are excepted from an administrative furlough because they are in a mission that is deemed critical and the loss of man hours will result in mission degradation to the point of failure. Excepted position will be subject to HQ AFMC/CV approval, Air Force approval and Undersecretary of Defense review.  Excepted employees are not subject to furlough. 


4.      "Covered" employees, for the purpose of this MOA, are non-excepted employees.  Covered employees are subject to furlough.


          Excepted Employees


5.      Only the minimum number of civilian employees necessary to carry out excepted activities will be “excepted” and will not be furloughed.  Positions that provide direct support to excepted positions may also be deemed excepted if they are critical to performing the excepted activity. 


6.      Determinations regarding status of excepted or non-excepted will be made on a position by position basis. Where a limited number of available employees perform the same job and have the requisite skills for carrying out excepted activities, Management will select the most senior volunteer(s) based on the Service Computation Date for Reduction In Force (SCD-RIF) to work during furlough.  If number of volunteers is not sufficient, management will select the least senior non-volunteer(s) with the requisite skills to work during furlough.


        Days of Furlough


7.         Subject to supervisory approval and mission needs, employees serving furloughs over many pay periods may request desired furlough days. The furlough pay periods will cover pay periods between 21-Apr-2013 and 21-Sep-2013.


All employees must serve 16-20 hours in each of the first 2 pay periods starting 21 Apr 2013. In the event the duration of the furlough is reduced, the employees who partake in C and D below will NOT be reimbursed or compensated for the difference. Conflicts between employees with requisite skills on proposed schedules will be resolved by seniority using the Service Computation Date for Reduction In Force (SCD-RIF).


The following are furlough time flexibility options:


a.       Except as the employee requests otherwise, employees will not be furloughed for more than two work days or 16-20 hours in each pay period between 21 April and 21 September 2013, not to exceed 176 hours.

b.      Organizational commanders, directors, complex or installation-wide commanders can determine organization-wide scheduling of furlough days (i.e., organization shutdown) for their employees when necessary to avert detrimental degradation of mission operations  This option would be appropriate to address scenarios where employees work as a team or individual furlough schedules would impact available employees’ ability to accomplish their assigned tasks.  This option will require a seven calendar day advance written notice to the Local Union President to include organization name, location, list of BUEs, identification of shutdown furlough days, and reason for the shutdown.  If organization shutdown day(s) are implemented and established compressed work schedules (e.g. 4-10s or 5-4-9) are determined to be detrimental, the employer must follow the procedures in item #8.


c.        An employee may request to serve the furlough all at once minus the mandatory hours served in the first 2 pay periods. If a single stretch of hours is approved, it must be started NLT 14 Jun 2013.


d.       An employee may request to serve the furlough in amounts greater than the 16-20 hours per pay period but less than the total furlough time. Half of the furlough time must be taken NLT 29 Jun. The remaining half must be used by 21 Sep 13.


8.         Alternate Work Schedules (AWS) (e.g. CWS) may be suspended during the furlough period only as essential to accomplish the mission. Supervisors will utilize flexibility in maintaining AWS’ as long as the mission is not impacted. Should the need arise to postpone an employee’s AWS, management shall get approval through their respective Installation Commander and give a 7 calendar days’ notice to the union and afford it an opportunity to bargain the terms of AWS suspension. No AWS adjustments will be proposed to go into effect during the first two pay periods of furlough. If an AWS is postponed during a furlough period; after the furlough period has passed (i.e. 30 Sep 2013), the employee shall revert back to the AWS.


9.         With supervisory approval, furlough days may be scheduled for the workday preceding the holiday or the workday following the holiday. Employees will not be scheduled for furlough days both the day before and the day after a holiday, as that will prevent them from earning pay on the holiday.


10.     Furlough time will be taken in whole days, based on the employee's normal work schedule.  Subject to mission needs or requirements, partial furlough days (i.e. 4 hours) should not occur unless a single partial day is needed to reach the 176 hour total. At the employee’s request, partial days may be requested to accommodate personal schedules.


11.     Approved leave-without-pay (LWOP) hours between 21 Apr and 21 Sep 2013, such as absences under the Family Medical Leave Act shall count toward the employee's 176 hours of furlough time. LWOP hours prior to receipt of furlough notification will not be retroactive and counted towards the 176 hours.


12.     With supervisor approval, employees may use furlough days in lieu of sick leave unless organizational-wide schedules have been implemented under 7 (b).


13.     Employees who are hired into the bargaining unit after the furlough begins will serve a proportionate number of days on furlough.


14.     Part time employees will receive a proportionately reduced number of furlough hours.  For example, a 20 hour/week employee (half a normal 40 hour schedule) will receive 88 hours of furlough (half of 176).


15.     At management’s discretion, employees on an approved telework agreement may retain their telework days as long as they are not scheduled furlough days.  Employee proposed telework agreements will be considered using the same negotiated criteria in effect prior to the furlough (reference “Air Force Materiel Command (AFMC) Telework Program” MOA, dated 8 February 2012.


16.     Regularly scheduled premium pay days (e.g. Sunday pay, etc.) will not be designated as furlough days unless mission dictates. Employees may request that premium pay days are furlough days.



  Furlough Preparation

17.     Management will conduct briefings for all employees subject to the furlough.  Management will inform employees the reasons for the furlough, and the total length of the furlough.  The Union will be invited to attend and give remarks.


18.     Management will issue furlough notices to all covered employees.  Furlough notices will indicate the actions and steps taken to lessen the impact of the furlough on employees. Following receipt of a furlough notice, employees will have 7 calendar days to reply to the notice.


19.     Before issuing furlough notices to employees, local management will provide the local union president a report showing the number of positions that are covered and excepted, broken out by organization (squadron level or lower).


20.     Employees are legally prohibited from doing their government job while on furlough.


  F     Furlough Termination


21.     If the furlough is terminated, furloughed employees on leave will be notified of when to return to work not less than one workday before work is to resume.  Normally, notification will be by telephone call to the employee’s phone number of record. 


22.     If the furlough is terminated, mission-permitting employees may use annual leave to retain scheduled furlough days off. 





23.      Benefits (FEHB, FEGLI, FEDVIP, Thrift Savings, etc.) will be administered in accordance with OPM guidance.





24.     At the employee’s request, management will explain the applicable rules and reporting requirements for outside employment, and will provide the necessary disclosure forms


25.     If an employee experiences financial difficulty due to furlough, the furlough may be considered as a mitigating factor in determining if an employee’s security clearance should be suspended/denied.


26.     Employees on furlough will not be subject to on-call, call-back or standby unless management requires them to respond to an emergency.  If required to respond to an emergency, employees will be compensated.


27.     Employees who may be held in duty status beyond their normal shift (e.g. critical situations to protect life or property) may earn compensatory time or overtime IAW 5 CFR part 551.


28.     Union officials are not permitted to work on official time on furlough days.  In situations where union official cannot represent a BUE due to furlough, time limits under the Article 6 and 7 of the MLA will be extended up by an amount equal to the intervening furlough days.  The same applies to time limits for Equal Opportunity (EO) cases. EO cases will be IAW 5 CFR 1614.105 (a) (1) and AFI 36-2706 para 4.2.


29.     Scheduled arbitrations will take place as scheduled.  Furlough days for participants will be adjusted to allow duty time for arbitration preparation and hearing attendance.


30.     An employee’s performance evaluation/appraisal will be given as appropriate. Impact from the furlough on employee’s ability to perform their assigned duties will be taken into consideration as a mitigating factor on performance.


31.     Parent fees for child care services may be adjusted based on the local installation’s child care staffing levels and program operations during a furlough period. Local installations may choose from the following options:


a.       If staffing and program operations continue as normal, parents will continue to pay their regular fee whether or not they use the services.

b.      If staffing prevents care from being offered to any parents during the furlough period, the child care center may provide parents credit for the days in which they will not be provided childcare (Note: credits are based on the daily rate which is the weekly fee divided by 5).

c.       If reduced child attendance numbers on furlough days would provide the program the additional flexibility necessary to accommodate both parent needs and staffing limitations, parents may have the option  of paying their regular rate and using care on their furlough day OR receiving credit for not attending on their scheduled furlough day. If this option is used, parents need to provide their scheduled furlough days to their child care center so child attendance can be estimated.


If parents request additional financial assistance, the Installation or the Mission Support Group Commander may apply a blanket waiver for the duration of the furlough period that allows child development programs to temporarily reassess total family/fee categories based on the furloughed rate of pay for all affected parents.


If the fee category has not changed and further fee assistance is still needed, parents may utilize the formal hardship waiver process for further fee reduction.


Any fee adjustments will expire once the furlough period ends.


32.  If requested by the employee, Management will issue a letter explaining the employee’s situation (i.e. terms of furlough, duration, etc.) to any person, corporation, or institution to which the employee is having difficulty meeting a financial obligation because of the furlough. 


33.  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 15 Mar 13/___                                          ___/signed 15 Mar 13/____

John Steenbock                                                           Troy Tingey

Director,                                                                      President,

Manpower, Personnel and Services                            AFGE Council 214




___/signed 15 Mar 13/___                                          ___/signed 15 Mar 13/____

Randy Shaw                                                               Tom Robinson

Chief, Labor Relations                                                Executive Assistant

HQ AFMC/A1KL                                                      AFGE Council 214








DMAPS Time & Attendance Task Specific Computing Project

Thu, 02/07/2013


                                                                      7 February 2013



Depot Maintenance Accounting & Production System (DMAPS)

Time and Attendance (TAA) Task Specific Computing Project 



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


2.  The DMAPS system is used by depot maintenance workers at the three Air Logistics Complexes to record TAA information.   In an effort to correct network security deficiencies, AFMC plans to convert to “DoD Secure Workstation” hardware.  Existing DMAPS dedicated workstations will be converted from full-function computers to “thin client” computers.  Workstations that employees currently use to access government websites, email, etc. (including employee use kiosks and “multi-use” shop floor workstations) will not be changed as a result of this initiative.  Conversion will proceed on aggressive schedule, beginning with test populations at each installation. 


3.  Management agrees to involve the local union in the conversion process.  Prior to local transition, a briefing will be offered to the local president.  Each affected Local will be asked to provide the names of one primary and one alternate representative to participate with the conversion team in implementation activities.  The union representatives will be included in emails and invited to attend conference calls, meetings, and site visits.  They will be authorized official time in accordance with MLA Section 4.06 & 4.10 to participate in these team functions until conversion is complete.


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


FOR MANAGEMENT             DATE                FOR THE UNION                   DATE



____/signed/___________________          ____/signed/_________________

LORI BURY                                          TROY TINGEY

AFMC/A4NL                                          President, AFGE Council

____/signed/___________________          ____/signed/__________________

GINA MARTINELLI                                 TOM ROBINSON

Labor Relations Specialist, AFMC/A1KL     Executive Assistant, AFGE Council 214

Automated Time Attendance and Production System (ATAAPS)

Thu, 02/07/2013


                                                                   7 Feb 2013



Automated Time Attendance and Production System (ATAAPS)


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, enter into this MOA regarding the above named system as it applies to bargaining unit employees (BUEs) covered by the Master Labor Agreement (MLA) between the Parties. 

2.  ATAAPS is a web-based application that provides online entry, update, concurrence and certification of time and attendance data for civilian employees of various DoD agencies.  It directly interfaces with the Defense Civilian Pay System (DCPS).  AF has chosen ATAAPS to replace all manual timekeeping practices.  Under this agreement, ATAAPS will be implemented only for those employees not currently using automated T&A systems, such as JOCAS and DMAPS.  Any plans to expand ATAAPS to replace existing automated T&A systems will be negotiated separately.  This MOA authorizes the implementation of ATAAPS. 

3.  Implementation activities will begin approximately 26 November 2012.  The implementation process incorporates training for all users of ATAAPS.  AFMC “go-live” is estimated to begin not earlier than 19 May 2013.

4.  ATAAPS users fall into four categories: employees, timekeepers, certifiers, and Super Users.  Employees will submit their time once each pay period.  Timekeepers check the submission and may perform any necessary corrections.  Certifiers are normally non-BUE representatives of management who review and approve the submissions.  Super Users are designated individuals at each installation with full system privileges. 

5.  ATAAPS has the capability to produce an OPM Form 71 meeting regulatory guidance prescribed in AFI 36-815.  This functionality allows employees to initiate and send leave request notifications to their certifier for action.  When configured for an organization, the certifier receives an email notifying them of each new request.  Upon approval or disapproval, the employee will receive an email notification.  Use of this functionality will be done in compliance with Article 23, Annual Leave, and Article 24, Sick Leave, of the MLA.  Employees may utilize the existing process for requesting leave, if access to a computer is not feasible.

6.  Management agrees that information pertaining to a specific individual will be protected in accordance with the Privacy Act.  Information collected in ATAAPS will be used by management for official purposes only and access to individual timesheets will be limited to authorized management officials with a need to know.   

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

8.  ATAAPS activity based (job) costing capabilities will not be implemented until negotiated separately.  “Job Order” and “Opt Code” fields will be pre-populated on an individual employee’s timesheet.

9.  Prior to “go live” activation of the system, Management will provide all affected employees sufficient training to be confident in their ability to log onto the system, and accurately enter, review, and adjust their pay period submissions.  Upon request, at any time after system activation, employees will be provided with a reasonable amount of personal assistance by timekeepers. 

10.  Employees will be provided access to a private work station with a suitable computer and a printer.  Access includes a reasonable amount of time during an employee’s working hours to make ATAAPS bi-weekly submissions and for incidental ATAAPS updates or inquiries. 

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

12.  Any challenges to the accuracy of an employee’s submission will be timely raised.  If the need for correcting the timesheet is discovered within three pay periods, adjustments will be made in ATAAPS with any necessary supporting documentation.  Any adjustments beyond three pay periods will require supporting documentation and manual input in DCPS. 

13.  It is recognized that circumstances, such as an employee’s extended absence, may require the timekeeper to make submissions on behalf of the employee or to correct the employee’s submission and process it without prior confirmation.  Such actions will be reported back to the employee for confirmation as soon as possible. 

14.  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 and concerns cannot be cooperatively resolved.


FOR THE UNION                                         FOR MANAGEMENT

____/signed/__________________              ___/signed/___________________

TROY TINGEY                                             MARY E. MILLER

President, Council 214                                    HQ AFMC/FMP


____/signed/__________________              ____/signed/__________________

TOM ROBINSON                                           KEISHA E. BARLOW


Executive Assistant, Council 214                   HQ AFMC/A1KL

AF Sustainment Center Logistics Directorate (AFSC/LG)

Tue, 10/30/2012


                                                                                                                                                                                               30 Oct 2012


On the Stand Up of the

Air Force Sustainment Center Logistics Directorate (AFSC/LG)


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

2.  Developed under the AFMC “Five Center” Reorganization of 2012, AFSC/LG is the organization responsible for strategic planning, resource management, process management, engineering technologies, and performance management within AFSC.  The new LG organization incorporates former HQ AFMC and Air Force Global Logistics Support Center (AFGLSC) organizations currently residing at Wright-Patterson and Tinker Air Force Bases.  The affected organizations will retain their composition and location, but will be realigned under the LG structure as named (as opposed to numbered) units.  As briefed to the union, the planned LG directorate includes the following subordinate divisions:

a.       LGX – Plans (Tinker)

b.      LGA – Resources (Tinker)

c.       LGP – Process Management – Maintenance Requirements (Wright Pat)

d.      LGM – Process Management – Maintenance Support (Wright Pat)

e.       LOE – Logistics Operations – General (Wright Pat)

f.       LOM – Logistics Operations – Infra (Wright Pat)

g.      LGS – Performance Management (Wright Pat) 

3.  Aside from a significant number of physical moves, this change should have minimal impact on BUEs.  No positions will be lost as a result of the AFSC/LG stand-up, and employees will retain their current grade and series.  Most, if not all, will continue performing their current duties under the same supervisor.   Office designation and their chains of command will change.  

4.  Should the local union president request, before-and-after organization diagrams for organizations that are changed will be provided in addition to an informational briefing. The Local President will be notified of BUEs affected by any physical moves or other unforeseen local impacts.  The union local will be offered the opportunity to bargain such local impacts in accordance with MLA article 33.   

5.  Should the Union request within 120 days after organization stand-up, management agrees to brief the Union on the status of AFSC/LG.  Any bargainable changes/ adaptations developed since the signing of this agreement that affect conditions of employment will be subject to bargaining.

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


FOR MANAGEMENT             DATE             FOR THE UNION                   DATE


____/ signed 30 Oct 12 /___________           ___/ signed 30 Oct 12 /__________

Steve Cain                                                    TROY TINGEY                                     

Director, Logistics Operations                        President, AFGE Council 214



____/ signed /___________________            ____/ signed 30 Oct 12 /_________

GINA MARTINELLI                                       TOM ROBINSON

LR Specialist, AFMC/A1KL                          Executive Assistant, AFGE Council 214

The 948th Supply Chain Management Group (SCMG) Restructure

Tue, 10/09/2012


                                                                                                                                                           9 Oct 2012


The 948th Supply Chain Management Group (SCMG) Restructure


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

2.  The 948th SCMG restructure is designed to standardize supply chain management across three Air Force Sustainment Center bases (Hill, Robins, and Tinker) into functionally aligned geographically neutral units.  Four of the seven squadrons previously reporting to the 948th SCMG will be “recycled” into the following functionally oriented organizations, with a presence at all three bases:

1.      406 SCMS – Supply plan operations (GUL office symbol) and tech data (GUE)

2.      418 SCMS – Supply chain management operations (GUB)

3.      420 SCMS – Demand and supply planning (GUN)

4.      429 SCMS – Sourcing operations (GUM)

The following two squadrons will have no change as a result of this restructure:

5.      430 SCMS – Foreign Military Sales (GUI)

6.      431 SCMS Workforce Development (GUM)

The last squadron will stand down: 

7.      428 SCMS – Enterprise Planning.

3.  The Union strongly supports the goals of this realignment and is willing to work with Management to meet its aggressive implementation schedule.  The restructure will not result in any job cuts or grade/series changes, but approximately 100 BUEs will switch supervisors, 41 will physically move, and a number of employees currently doing a mix of duties will see their duties concentrated to fit their unit’s functional alignment.   Recognizing the affected AFGE locals are best suited to address individual employee impacts,  this MOA immediately delegates bargaining of such to Local 916 for Tinker, Local  987 for Robins, and Local 1592 for Hill. 

4.  Bargaining notice concerning this restructure was delivered to C214 on 7 August 2012.  This information will be provided by C214 to the local presidents and no further notice at the local level is required.  A briefing was provided to C214 and the local presidents by 948th SCMG management via VTC on 20 Sep 12 and no further briefings to local presidents are required.  If the local union president wishes to negotiate, the local union will submit written proposals to the activity labor relations officer within 10 workdays of the date of this MOA.        

5.  AFGE C214 reserves the right to reopen this MOA to address any overarching issues that may arise (aside from employee impacts) which cannot be addressed at the local level.  This opportunity will expire when local bargaining obligations have been met at all three bases.

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



FOR MANAGEMENT             DATE                FOR THE UNION                   DATE




_____/ signed /___________________          _____/ signed /_______________

RANDY SHAW                                            TROY TINGEY                                      

Chief, Employee/Labor Relations                   President, AFGE Council 214




_____/ signed /___________________          _____/signed /_______________

GINA MARTINELLI                                      TOM ROBINSON

LR specialist, AFMC/A1KL                          Executive Assistant, AFGE Council 214

Technical Order 42B-1-22, Change 1 (8 May 12) Quality Control of Compressed and Liquid Breathing Air

Tue, 07/17/2012


17 July 2012




Technical Order 42B-1-22, Change 1 (8 May 2012)

Quality Control of Compressed and Liquid Breathing Air


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


2.      Under this change, the Air Force Petroleum Agency (AFPA) has modified the standards for Source 1 Compressed Breathing Air, as supplied in tanks used by fire fighters.  The new standards modify the allowance for carbon monoxide, volatile organic compounds (VOCs), and water vapor.  The Union consulted with Command officials to evaluate the revised standards and the scientific justification for judging them safe.  The following is a summary:


a.        The 2004 edition of T.O. 42B-1-22 mandated a 10 ppm limit for carbon monoxide in compressed breathing air.  In 2009, carbon monoxide allowances were decreased from 10 to 5 ppm to match the new 2008 NFPA standard, as the Air Force did not write a deviation or Technical Implementation Guide (TIG) to implement the NFPA standard.  The change was due to industry involvement in the formulation of the revised NFPA standard, and was not based on scientific study or previous limits established by OSHA, NIOSH, or AFPA. The breathing air compressors in stock, however, were not converted to sound the carbon monoxide alarm at 5 ppm and they remain calibrated to 10 ppm.  According to AFPA, there have been no reports of adverse reactions under the 2004 T.O., so the 10 ppm standard was restored in the 2012 revision of T.O. 42B-22-1.  The current OSHA permissible exposure limit (PEL) for carbon monoxide is 50 ppm.


b.      VOCs were not measured in 2004.  Instead the 2004 tech order measured "gaseous hydrocarbons," with a 25 ppm standard.  Gaseous hydrocarbons were replaced by VOCs in 2009, with a standard set at 25 ppm.  In 2012 gaseous hydrocarbons got replaced by VOCs again, with the same standard of 25 ppm.  The change is in method of measurement, not the standard.


c.       The water vapor standard increased from 24 ppm to 67 ppm.  This amounts to less than very low humidity and poses no danger.


3.      The Parties agree that affected fire fighters should understand why these changes will not adversely affect their health and safety.  Management will post a copy of this MOA to inform each affected employee.  Employee concerns will be addressed by management.


  1. 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



__________________________________                ___________________________________

COBEN D. SCOTT, SMSgt, USAF                          SCOTT BLANCH

AFMC/A7OX                                                             President, AFGE Coucil214



__________________________________                ___________________________________

STEPHANIE PETERANGELO                                TOM ROBINSON

AFMC/A1KL                                                             Executive Assistant, AFGE Coucil214


AFMC/AFGE Partnership Council

Tentatively set for November 2012

HQ AFMC, Wright-Patterson AFB, OH

AFGE/AFMC Joint National Meeting

Tentatively set for November 2012

HQ AFMC, Wright-Patterson AFB, OH

AFGE 38th Triennial National Convention

Mon, 08/13/2012 (All day) - Fri, 08/17/2012 (All day)
Paris Las Vegas Hotel & Casino, Las Vegas NV

AFGE Council 214 Convention

Thu, 08/09/2012 (All day) - Fri, 08/10/2012 (All day)
Paris Las Vegas Hotel & Casino, Las Vegas, NV
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