Annual Total Force Sexual Assault Prevention and Response (SAPR) Training

Date: 
Mon, 06/06/2022
MEMORANDUM OFAGREEMENT (MOA)

ON

Annual Total Force Sexual Assault Prevention and Response (SAPR) 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 (BUEs) covered by the Master Labor Agreement (MLA) between the Parties.

2. SAPR training will be on an annual basis. Training sessions will last approximately no more than 30 minutes and are required for all BUEs. This MOA implements the SAPR training program subject to the provisions outlined below.

3. Annual SAPR live training is conducted by facilitators and includes the options of in person or virtual platform.

4. Facilitators for live training will be volunteers who are supported and trained by the installation’s SAPR program point of contact.

5. Commanders will be responsible to ensure SAPR training is tracked by the Unit Training Managers (UTMs). The tracking tools may be myLearning, Educations and Training Management System (ETMS), or Training Schedule System (TSS).

6. Employees, who for personal reasons, do not feel comfortable participating in virtual or in person training, will be provided training slides by either the immediate supervisor or the installation SAPR office. These training slides will be sufficient meeting annual training requirements. If the employee goes to their immediate supervisor for the training slides, the supervisor will not ask additional questions in order to protect the employee’s privacy.

7. The installation SAPR office will provide the employee a training completion certificate. The employee will provide the training certificate to their supervisor who will ensure training completion is documented.

8. Supervisors do not have the authority to deny employee access to the training slides.

9. Those employees not available to attend the training by 31 December, due to Temporary Duty Assignment (TDY), leave, or any other reason will be provided guidance on make-up sessions by their immediate supervisor.

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

 

          FOR MANAGEMENT	                                           FOR THE UNION


           //signed//                                                       //signed//
          _________________________                                        ________________________
          ANNAMAE WILLIS					           TROY TINGY
          AFMC SAPR						           President
          Program Manager					           AFGE Council 214



          
          //signed//                                                        //signed//
         __________________________                                        _________________________
          COLLETTE MYERS					           TUJA STUARD
          Labor Relations Specialist				           Executive Assistant
          HQ AFMC/A1KL					                   AFGE Council 214

DoDI1400.25V630_AFI 36-815, “Leave,” dated 14 November 2019

Date: 
Tue, 04/05/2022
MEMORANDUM OF AGREEMENT (MOA)

ON

DoDI1400.25V630_AFI 36-815, “Leave,” dated 14 November 2019

REFERENCES:

DoDI1400.25V630_Air Force Instruction (AFI) 36-815, Leave, dated 14 November 2019

(Supersedes “MOA dated 21 October 2019 on AFI 36-815, Absence and Leave, dated 8 July 2015 and Air Force Guidance to AFI 36-815, dated 3 August 2018”)

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 subject DoDI/AFI 36-815, “Leave” dated 14 Nov 19, as it applies to bargaining unit members covered by the Master Labor Agreement (MLA) between the Parties.

2. DoDI1400.25V630_AFI 36-815, “Leave,” dated 14 Nov 19, provides comprehensive guidance on leave procedures for Air Force personnel.

3. When any provision of this DoDI/AFI conflicts with the Master Labor Agreement (MLA), the MLA takes precedence. If a provision of this DoDI/AFI, which allegedly conflicts with the MLA is applied to a bargaining unit employee, the matter may be resolved in accordance the MLA.

4. Leave requests will be accomplished in accordance with the MLA.

5. The Air Force encourages its employees to volunteer as blood donors without compensation. Employees will be excused up to 4 hours for blood or blood product donations that do not result in the employee receiving compensation for the donation. Employees who volunteer but are rejected as donors for their visit must return to duty or if the volunteer chooses not to return to duty may request leave (e.g. annual leave/sick leave, etc. if applicable). Rejected donors will only be granted excused absence for the time actually missed. Actual time missed includes travel time to and from donation site.

6. Unless otherwise defined by law or specific regulatory provision, the meaning of the word “emergency” as contained in this DoDI/AFI is defined as “an unforeseen event.” Excused absence may be granted to employees to assist in emergency situations declared by, or requested from, authorized officials.

7. The Parties agree the Volunteer Leave Bank Program may be established. Local bargaining must take place prior to implementation.

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//______
CANDY LOHNER						TROY TINGY
Employee Relations Specialist				President
HQ AFMC/A1KL						AFGE Council 214



                                                                 
_____//signed//___________				_____//signed//_______
COLLETTE MYERS					        TUJA STUARD		
Labor Relations Specialist		                Executive Assistant	                     
HQ AFMC/A1KL						AFGE Council 214

AFLCMC LG Succession Planning

MEMORANDUM OF AGREEMENT (MOA)

On

Succession Planning for AFLCMC Logistics Personnel

 

1. The American Federation of Government Employees (AFGE) Council 214 and Air Force Materiel Command (AFMC), hereafter referred to as the Union and Management, and collectively as the Parties, hereby enter into this Memorandum of Agreement regarding the AFLCMC Succession Planning for Logistics Personnel as it applies to Bargaining Unit Employees (BUEs) covered by the Master Labor Agreement (MLA) between the Parties.

2. The goal of succession planning is to develop the logistics workforce with the knowledge, skills and abilities to advance professional growth and to provide top-notch support to the dynamic demands of the program offices, warfighters and supported weapons systems. This program is targeted to the logistics workforce in AFLCMC across multiple AFMC installations at all grade levels. Participation in succession planning will be voluntary. There will not be a positive education requirement for individuals to participate in the succession planning program.

3. The local Union will be notified prior to any series changes that would take a BUE out of the bargaining unit status.

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                                           FOR THE UNION



___//signed//_____________                               ____//signed//______________
JOHN W. HAGIN                                            TROY TINGEY
Chief                                                    President
AFLCMC Logistics Workforce Management                    AFGE Council 214



___//signed//______________                              ____//signed//______________
HOLLY COBY                                               TUJA STUARD
Labor Relations Specialist                               Executive Assistant
HQ AFMC/A1KL                                             AFGE Council 214

Requiring Coronavirus Disease 2019 (COVID-19) Vaccinations for AFMC Bargaining Unit Employees (BUEs)

Date: 
Mon, 01/24/2022
Memorandum of Agreement (MOA)

On

Requiring Coronavirus Disease 2019 Vaccination for

AFMC Bargaining Unit Employees (BUEs)

1.The American Federation of Government Employees (AFGE) Council 214 and Air Force Materiel Command (AFMC), hereafter referred to as the Union and Management/Agency, hereby enter into this Memorandum of Agreement (MOA) regarding the implementation of Executive Order (EO) 14043, dated 9 September 2021 as it applies to bargaining unit employees(BUEs) covered by the Master Labor Agreement (MLA) between the parties.

2.This agreement in no way waives Management’s right to take whatever action it deems necessary in an emergency. It is understood that future Air Force and DoD policy or direction may also warrant changes to the below; Management will inform the Union as soon as possible should any further policy or direction include bargainable changes and require amendment of this agreement.

3.BUEs must comply with the 22 November 2021 vaccination mandate unless exempted for qualified religious or medical reasons. BUEs with an approved retirement date prior to 1 April 2022 will not be subject to disciplinary action for failure to become fully vaccinated, unless the retirement application is retracted or amended to exceed 1 April 2022, but will be required to abide by all testing, masking and distancing requirements outlined by management for entering federal facilities.

4.The Agency will inform BUEs of medical and religious exemption requirements. The Agency will comply with all applicable law in making determinations concerning exemptions.

5.BUEs who may be out on extended leave will be given the notice of mandated vaccine upon return. Consideration will be given to employees coming off of extended leave who may not have reasonably known about the requirement. Management will provide employees in this situation with a deadline in which to become fully vaccinated.

6.Management will offer to hold suspensions of BUEs in abeyance if the mandate is eliminated or the employee starts the vaccination process (receives the first dose with intent to receive the second dose if necessary) prior to completing the suspension, when failure to follow a direct order to become fully vaccinated is the only charge against the employee suspensions will only commence again should the employee fail to become fully vaccinated.

7.The Agency will ensure that employees who take the COVID-19 vaccination for employment purposes within AFMC who experience any symptoms of illness, following the date of the COVID-19 vaccination, will not suffer harm by having to use their earned sick leave, annual leave, or other leave during the recovery period. In accordance with government-wide guidance, employees will be allowed up to two work days of administrative leave should they develop an adverse response to the vaccination. This leave will be available for each dose, to include boosters, of the vaccine.

8.Employees injured by receiving the COVID-19 vaccination in accordance with the Executive Order will be provided guidance and assistance on filing workers compensation claims in accordance with applicable law, rule and regulations.

9.Employees who have exemptions or retirement forms pending IAW item 3 above and are not fully vaccinated will be subject to a minimum of a weekly COVID-19 screening test program provided by the Agency, in lieu of receiving a vaccination for the Coronavirus 2019, (COVID-19). The Agency will provide and fund this testing program.

10.In exercising any rights granted under law, OSHA, Department of Labor and any other relevant Agency exercising regulatory authority, including Agencies producing internal policies and procedures applicable to the vaccination of employees with the COVID-19 vaccine, employees and their representatives will be free from discrimination or reprisal.

11.Individuals who have applied for an exemption from the Agency in connection with the vaccine mandate, either for medical or religious reasons, will have that associated accommodation processed if the exemption is approved. While the exemption request is pending, employees will continue to telework if in a telework status or report to work if currently reporting. Employees reporting to work will have to follow applicable health and safety protocols, such as wearing a mask, physical distancing, testing, etc. Employees may take personal leave such as annual or sick leave per normal procedures. Employees denied an exemption request will be educated on the vaccine and will be provided a reasonable amount of time to comply with the vaccination mandate, as determined by management and will be able to continue to work as long as they follow health and safety protocols (e.g. mask wear, social distancing and provide a COVID-19 negative screening test provided free of charge by the Agency as in paragraph 9 above.)

12.At no time will an employee’s medical documentation for exemption be reviewed for medical sufficiency by someone without proper medical qualifications or by someone without an official need to know. Management officials such as the exemption approving officials and/or trusted agents involved in the exemption process are examples of officials/management needing access to the medical documentation included in the exemption process. Medical documentation not part of the exemption will not be part of this process.

13.The Agency will notify the employee, in writing, following the approval/disapproval of medical and/or religious exemption requests regarding COVID-19 vaccination.

14.The Agency will ensure all employees are fully informed of their rights to request an exemption regarding the COVID-19 vaccination.

15.Upon request by either party, the Agency and Union agree to meet 90 days following the date this agreement is signed regarding COVID-19 vaccinations, to discuss and review the progress of the COVID-19 vaccination mandate.

16.During the due process of removal of an employee, as determined by management, employees will be allowed to telework, be placed on admin leave or placed in a work environment and will follow all mitigation measures applicable to not fully vaccinated employees (e.g. mask wear, social distancing and a COVID-19 negative screening test).

17.If prior to the issuance of a decision during the disciplinary process, such as suspension or removal, an employee provides the Agency with appropriate documentation that the employee is now fully vaccinated, the disciplinary process, in relation to vaccination, will be terminated.

18.The Agency will comply with all applicable state rules regarding the processing of unemployment applications for individuals removed from federal service for failure to obtain a COVID-19 vaccination.

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


FOR MANAGEMENT                                         FOR THE UNION 


________//signed//______________                       _______//signed//___________
TAMMY LYONS                                            TROY TINGEY
Chief, Personnel Support Division                      President
HQ AFMC/A1K                                            AFGE Council 214




________//signed//______________                       ______//signed//_____________
CURTIS HETZEL                                          TUJA STUARD
Labor Relations Specialist                             Executive Assistant
HQ AFMC/A1KL                                           AFGE Council 214

Dept of the Air Force Guidance Memorandum (DAGFM) to DoDI 1035.01_DAFI 36-816, Telework Program, dated 19 May 2021

Date: 
Tue, 12/07/2021
MEMORANDUM OF AGREEMENT (MOA)

ON

Department of the Air Force Guidance Memorandum (DAFGM) to
DoDI 1035.01_DAFI 36-816, Telework Program, dated 19 May 2021

REFERENCE: DoDI 1035.01_AFI 36-816, Civilian Telework Program, 29 Oct 2018

This MOA rescinds the MOA signed on 11 September 2019 for referenced DoDI 1035.01_AFI 36-816, Civilian Telework Program, 29 October 2018 and implements the following provisions below:

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 Telework Program as it applies to Bargaining Unit Employees (BUEs) covered by the Master Labor Agreement (MLA) between Parties.

2. General

This MOA implements Department of the Air Force Guidance Memorandum (DAFGM) to DoDI 1035.01_DAFI 36-816, Telework Program, dated 19 May 2021. The Parties embrace telework as an alternative work arrangement that can enhance employee health and wellbeing, conserve energy, and reduce environmental costs as well as provide flexibilities during National, State, Local, and Installation Emergencies. AFMC is committed to maximum participation in telework for bargaining unit employees (BUEs) throughout the command that are coded as telework eligible and on a position which allows for telework (and is coded telework eligible). Telework agreements shall be coordinated with the employee and their supervisor. Having telework capabilities is the new normal for our workforce and can lead to increased workforce efficiency, better emergency/pandemic preparedness and response, higher workplace satisfaction, and flexibilities in addressing issues with office space to include workspace sharing. Maximizing telework creates a work environment that embraces modern technological capabilities and work/family balance across the Command. When Force Protection Condition Levels (FPCON) raise to FPCON BRAVO or above, local installation Commanders may authorize and maximize Ad-Hoc Emergency Situational Telework. Telework disputes will be addressed in accordance with the MLA Article 6, “Negotiated Grievance Procedure.”

3. Telework Terminology

An alternative worksite is a location away from the regular worksite that has been approved for the performance of assigned official duties and other approved activities. It may be an employee’s home, a telework center, or other approved worksite. All of the below telework categories require prior supervisor approval coupled with an official telework agreement. Definitions of types of telework include:

Emergency Situation Telework: Telework performed in an employee’s home or alternative worksite during a crisis situation or emergency event by those employees who perform duties in support of mission requirements during crisis situations or contingencies.

Situational Telework: Situational Telework (also referred to as episodic, intermittent, unscheduled, or ad hoc telework) is approved on a case by case basis, where the hours worked were not part of a previously approved, ongoing and regular telework schedule (i.e. as a result of inclement weather, medical appointment, special work assignments, or to accommodate other special circumstances). Telework is also considered situational even though it may occur continuously for a specific period.

Routine (Regular and Recurring) Telework: An approved work schedule where eligible employees work at an alternative worksite on a regular, recurring, and/or ongoing basis. Routine Telework can also be known as Regular and Recurring Telework. Employees who are approved to telework on a schedule that is regular and recurring most often telework on an agreed-upon day or days during a bi-weekly pay period (i.e. telework “every Wednesday” or “every Tuesday and Thursday”). The specific days that are regularly scheduled for telework are spelled out in a written telework agreement between an employee and their immediate supervisor.

Full-Time Telework: A telework arrangement where the employee performs telework on a full-time basis. For the purposes of space allocation/authorization, full-time telework is further defined as that which is on a regular and recurring schedule where the employee is not scheduled to report to the regular worksite.

“Full-Time Telework” and “Remote Work,” agreements are subject to Center Executive Directors Level/or their designee approval.

4. Official Worksite for Location-Based Pay

In accordance with 5 Code of Federal Regulations (C.F.R.) Section 531.605, “Determining an Employee’s Official Worksite,” an employee’s locality pay rate is based on the employee’s official worksite. The official worksite is usually the location of the employee’s position of record where the employee would, when not teleworking, regularly perform his/her duties, and is referred to as the regular worksite (physical place to which the employee regularly reports to work).

For employees covered by telework agreements, 5 C.F.R. Section 531.605 contains three ways to determine whether an employee’s official worksite is the geographic location where the employee’s organization is located or whether it is the location of the employee’s alternative worksite where the employee is performing work while teleworking. If an employee is covered by any of the following three rules, then the employee’s official worksite remains the geographic location where the employee’s organization is located:

a. The twice a pay period standard: If an employee is scheduled to work at least twice per bi-weekly pay period on a regular and recurring basis at the employee’s organization’s regular worksite, then the employee’s organization’s regular worksite is the employee’s official worksite.
b. The same locality pay area exception: If an employee occasionally has to come to the employee’s organization’s regular worksite, but is not scheduled to do so on a regular and recurring basis, as long as the employee regularly performs telework at an alternative worksite located locally within the same geographic locality pay areas as the employee’s organization’s regular worksite, the employee’s organization’s regular worksite remains the employee’s official worksite. This exception to the twice a pay period standard is automatic (i.e. so long as the requirements are met, it applies).
c. The appropriate situations of a temporary nature exception: An employee’s supervisor may make an exception to the twice in a pay period standard in appropriate situations of a temporary nature, such as when an employee:
1) Can still perform duties by telework while recovering from an injury or medical condition.
2) Is affected by an emergency situation which temporarily prevents commuting to the employee’s organization’s regular worksite.
3) Is on some form of extended approved absence (i.e. any form of paid leave).
4) Is in temporary duty (TDY) travel status.
5) Is temporarily detailed to work at a location not covered by a telework agreement.

5. Position Eligibility

Eligibility is determined by management consistent with subject DoDI/AFI and applicable labor agreements. Management should authorize the maximum number of positions eligible for telework to the extent that mission readiness is not jeopardized. No predetermined percentages, minimums, or maximums will influence the determination of a position’s telework eligibility status. Upon written request, the Union will be provided a written explanation of why a particular position or set of positions was determined ineligible for telework.

6. Employee Eligibility

a. Employee participation in telework is subject to supervisory approval on a case-by-case basis. Not all employees are eligible to participate in telework. Eligible employees will be permitted to telework to the maximum extent possible when telework does not diminish individual or organizational performance. An employee will be eligible to participate in routine telework if an employee;

(1) occupies a position that meets the eligibility criterion in paragraph 3 of this agreement (i.e., those positions that involve portable work and are not dependent on the employee’s presence at the regular worksite);
(2) is cleared to access government networks necessary to perform his/her duties;
(3) attests to having the work space, utilities, equipment and reference materials suitable for the work to be performed at the designated alternative worksite, as specified in the DoD Telework Program Agreement;
(4) is willing to sign and abide by the Telework Agreement.

7. Requests

a. Requests for telework will be made in writing to the employee’s immediate supervisor. If the employee’s request is denied, the employee can request a meeting to discuss the basis of denial with the immediate supervisor. All approvals/denials will normally be made in writing within 10-work days and no more than 14-work days regarding the initial request for telework.

b. The number of approved telework days will be based on requirements of the position and the organization ( e.g. need for customer interaction, team meetings, use of onsite tools, etc.) Full time telework may be appropriate for certain occupations/situations; however, long term full-time telework arrangements may involve special considerations (e.g. working outside the commuting area, software/security maintenance problems) that must be approved by the supervisor.

c. Telework may not be used as a substitute for dependent care or elder care. Employees must ensure dependent care arrangements (e.g., child care, elder care, or care of any dependent adults) are arranged. On a case-by-case basis, the employee and manager may mutually agree to meet a situational (ad hoc) need.

d. Telework may be authorized for an employee in a telework eligible position and with a current telework agreement if a situation arises that day care and/or schools are closed for children.

8. Training Employees authorized to telework must be required to complete telework training prior to signing the telework agreement. Comprehensive Office of Personnel Management (OPM) telework courses for supervisors and employees are available at the joint OPM and General Services Administration (GSA) telework website.

9. Individual Telework Agreement

All employees who will telework on a regular, situational (ad hoc), fulltime, or remote basis must complete and sign a Telework Agreement. The standard Telework Agreement for BUEs will be the DD Form 2946, “Telework Agreement.” The agreement must be in place before telework may begin. This agreement will outline the specific work arrangement(s) on which the employee and supervisor agree. If workspace sharing will be involved within the employee’s organization, then the arrangement must be agreed upon in the employee’s telework agreement and signed by the employee and supervisor. The telework agreement will normally remain in effect for two years and revised when appropriate. The telework agreement should be re-accomplished when a new supervisor is responsible for the employee. The telework agreement will normally be approved within 10-work days and no more than 14-work days regarding the request. Agreements will be maintained in the Supervisor’s Employee Brief-971.

a. Telework agreements need to indicate management’s expectations during a base/government closing. Examples:

(1) If the base Commander closes the installation due to inclement weather, the employee, who has a telework agreement should know if he/she is expected to telework from their alternative duty location.

(2) The terms of the telework arrangement will be documented on the DD Form 2946. Unique terms specified by this MOA (e.g., days and hours of work, duties/work assignments, communications frequency and modes, and special requirements) will be documented on the second page of the form, in the “Component-Specific Terms and Conditions” block.

(3) On a case-by-case basis, the employee and manager may mutually agree to the established schedule to meet ad hoc needs.

10. Call Back

a. Employees may be required to report to their official duty station for previously scheduled training conferences, other meetings, or to perform work on a short term basis, at the discretion of the immediate supervisor.

b. Employees may also be required to report to their official duty station for emergency operational exigencies to perform agency work which cannot otherwise be performed on another workday at the alternative worksite, via telephone or other reasonable alternative methods will be at the discretion of the immediate supervisor. If the employee’s immediate supervisor needs an employee to physically return to his/her worksite the time allotted will be arranged in each employee’s personalized Telework Program agreement, but not less than 24 hours.

11. Termination of Telework Agreement

a. Telework agreements may be cancelled by either Party for the following telework categories (Emergency Situation Telework, Situational Telework, Regular and Recurring Telework, and Full-Time Telework). The employee may terminate a telework agreement at any time. Management may remove an employee from the Telework Program due to one or more of the following:

(1) The employee no longer meets the eligibility criteria as outlined in paragraph 6;
(2) The employee has demonstrated inability to adhere to the provisions of the individual Telework Agreement, to include reduced work production, non-responsiveness to telephone calls, non-availability, or working at the alternative worksite has proven to place an undue burden on other office staff;
(3) Prior to an employee’s termination of their telework agreement, the employee and supervisor will discuss any specific conduct and/or performance issues. This discussion will be documented in writing. If there is no improvement 30-days subsequent to management discussing the issues with the bargaining unit employee then management will grant the employee a 2-week notice to return to their traditional worksite.
(4) When a supervisory decision is made to terminate an employee from the Telework Program, the reasons for termination must be documented in writing and issued to the employee. Bargaining unit employees may dispute management’s decision to terminate the telework agreement by filing a grievance in accordance with the Master Labor Agreement. Depending on the outcome of the grievance, the bargaining unit employee may be granted an opportunity to resubmit a DD Form 2946, Telework Agreement to management for reconsideration.

12. Problems Affecting Work Performance

The employee will promptly advise the supervisor when problems arise at the alternative worksite which adversely affects the employee’s ability to perform work. Examples could include situations such as equipment failure, power outages, telecommunications difficulties, etc. In such cases, the employee may request leave or report to their regular worksite. If an employee is unable to continue to work that day at the alternative worksite, and it is impractical for the employee to report to the regular worksite before the end of the work day, the employee may be granted short periods of excused absences (typically not more than one hour). The supervisor may provide the employee the opportunity to request approved leave, use earned credit hours, or previously earned compensatory time off.

13. Hours of Work and Leave

a. Employees performing work at the alternative worksite are subject to the same workday requirements as they would be if they were performing work at the official duty station. Employees will continue to be covered by all bargained provisions in accordance with the MLA.

b. Fitness/Wellness time is permitted to be used during telework if approved. Arrangements must be worked out in advance with the employee and their direct supervisor and must not interfere with mission requirements.

14. Temporary Changes

Employees may be required to report to their regular worksite for previously unscheduled training, other meetings, to perform work on a short term basis and for unanticipated operational exigencies to perform work that cannot otherwise be performed at the alternative worksite or accomplished via telephone or other reasonable alternative methods. In such cases, employees will be provided reasonable advance notice when possible and a reasonable amount of time to report based on the employee’s alternative worksite location.

15. Emergency Closing/Late Opening/Early Dismissals

When the regular worksite is closed due to an emergency for all or part of a day, employees scheduled to telework that day may be required to work rather than being excused from duty. Such requirements must be addressed in the employee’s Telework Agreement. The supervisor may excuse a teleworking employee from duty during an emergency closing/dismissal situation if the emergency adversely affects the alternative worksite or if the employee’s duties are such that he/she cannot continue to work without contact with the regular worksite that is closed.

16. Additional Requirements

Employees participating in the Telework Program will be required to:

a. Utilize any government owned/leased equipment for official purposes only and safeguard government owned/leased equipment documents as currently required at their regular worksite; and

b. Adhere to applicable government regulations (e.g. AFI 33-100, “User Responsibilities and Guidance for Information Systems”) governing information management, information protection and information security procedures for safeguarding data.

17. Equipment and Support

a. The Agency will provide information technology equipment and support deemed necessary by the Agency for performing the employee’s assigned duties at the employee’s home, within the constraints of Air Force policy, funding, and public law.

b. DoD/AF remote access software must be installed onto Government Furnished Equipment (GFE) and personally owned computers to enable access to unclassified DoD systems and networks consistent with criteria and guidelines established by the DoD Chief Information Officer (CIO) and SAF/CIO. When personally owned computers are authorized to be used, they must be adapted to accept a Common Access Card (CAC) reader. CAC readers may be provided by the organization when practicable and available.

c. The employee will be responsible for home maintenance, utilities, and any other incidental costs (e.g., electricity, internet service, telephone service, etc.) associated with the use of the alternative worksite. The Agency will be responsible for the maintenance and repair of GFE (e.g., a government owned computer). For appropriately authorized expenses requested in advance, the employee does not relinquish any entitlement to reimbursement for expenses incurred while conducting business for the Agency, as provided for by-law and implementing regulations.

d. General office supplies may be provided to teleworking employees.

18. Union Representatives

Employees who perform 100 percent representational duties will be permitted to telework to prepare MOAs, Demand to Bargain notices, grievant responses and any other Union type work that does not require a face to face meeting. The representatives are permitted to telework if local commanders determine an extreme weather situation and/or if a situation arises where there is no access to the Union offices for unexpected reasons. The above will be based on case by case basis with initial approval of the employee’s supervisor of record. The council/local presidents may be allowed to set the telework schedules for their stewards, as deemed appropriate for the work at hand.

19. Reporting to Union

Management will provide the Local Union, upon request, but no more than twice annually, the following statistical information:

a. The total number of telework eligible positions

b. The total number of employees who teleworked and how many teleworked on a situational vs regular and recurring basis

20. All remedies available under the MLA or 5 U.S.C.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


//signed//                                      //signed//                                                
________________________ 			_________________________		                                     
DAVID K. BEHRENDT JR.				TROY TINGEY
Employee Relations Specialist			President
Telework Program Lead				AFGE C 214
HQ AFMC/A1KL



//signed//                                      //signed//                                   
_______________________				__________________________
COLLETTE MYERS					TUJA STUARD
Labor Relations Specialist			Executive Assistant
HQ AFMC/A1KL					AFGE C 214

APDP Back to Basics

Date: 
Mon, 11/22/2021
MEMORANDUM OF AGREEMENT (MOA)

On

“Back-to-Basics” for the Acquisition Workforce

References:
a) 10 U.S.C. 1702, Under Secretary of Defense for Acquisition and Sustainment
b) 10 U.S.C. 1721, Designation of Acquisition Positions and Acquisition Career Fields
c) Department of Defense Instruction (DoDI) 5000.66, “Defense Acquisition Workforce, Education, Training, Experience, and Career Development Program,” 27 July 2017, Change 2, September 13, 2019
d) AFI 63-101_20-101, Integrated Life Cycle Management, Chapter 10, Acquisition Workforce Management and Professional Development, 30 June 2020
e) Acquisition Professional Development Program Guide, Air Force Portal, Acquisition Functional Area, Career/APDP

1. The American Federation of Government Employees (AFGE) Council 214 and Air Force Materiel Command (AFMC), hereafter referred to as the Union and Management, and collectively as the Parties, hereby enter into this Memorandum of Agreement regarding the OSD “Back-to-Basics” (BtB) initiative changes to the Air Force Acquisition Workforce (AWF) Professional Development Program (APDP) as it applies to Bargaining Unit Employees (BUEs) covered by the Master Labor Agreement (MLA) between the Parties.

2. The FY91 Defense Acquisition Workforce Improvement Act (DAWIA) established the structure used for the Acquisition Professional Development Program (APDP). Using reference (a) and (b) authority, and in consultation with the Office of the Under Secretary of Defense for Research and Engineering and the Service Acquisition Executives, the implementation of the BtB framework was developed. The BtB initiative transforms workforce training and certifications to better align to the acquisition and delivery of systems and services to support the Warfighter. Implementation of BtB restructures the acquisition development framework from a focus on acquisition career field areas to functions of acquisition. The implementation also consolidates functions into the following areas: Program Management, Contracting, Life Cycle Logistics, Engineering Technology Management, Test and Evaluation, Business Financial Management and Business Cost Estimating. The APDP is required for all employees on acquisition-coded positions in the AWF. AWF positions are positions involving predominately (50% or more) acquisition work as defined by the DoD Adaptive Acquisition Framework set of instructions. This MOA implements the changes brought forth through the BtB initiative to the BUEs affected by this program.

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

4. Education and Training. Management agrees to take all responsible steps to ensure employees meet their certification requirements, including the following:

a. Any workforce training courses, including but not limited to all required computer based and classroom training (e.g. DAU, AFIT, or within other DoD environments), may be completed during duty time. As such, management agrees to allow adequate duty time to take subject courses.

b. Any financial costs for courses taken under the APDP program are the responsibility of the organization. In accordance with budget limitations, regulations, education programs, and mission requirements, job-related educational courses through colleges, universities, and other formal education sources may be permissible at government expense.

5. Fulfillment and Certification

a. Some employees are sufficiently trained and experienced and do not require a particular training course outlined in the certification requirement. Employees can submit a fulfillment request to document how their experience and/or training covers the learning objectives of a course.

b. The employee is required to complete and become certified in the functional area at the level required for their current position, including completion of all pre- requisite courses. However, certification level requirements are not cumulative. For example, PM certification has two levels, Practitioner and Advanced, an employee on an Advanced coded position does not need to complete Practitioner before working toward the Advanced certification. If they move to a position with a lower certification level, the employee will not need to complete the lower certification.

6. Certification Deadlines and Continued Training Requirement

a. The Employer is committed to assisting and supporting employees who are conscientiously pursuing their certification to prevent any adverse action or consequence. The original grace period of two years has an additional two years added so all workforce members have additional time to complete the current training. The restructure has established a new set of grace periods based upon the level of certification required, three years to achieve a required Foundational certification after being assigned to a coded position at that level, five years to achieve Practitioner, and four years to achieve Advanced. Implementation of the new position coding requirements will drive a reset to all grace periods.

b. Continuous Learning (CL) focuses on keeping the members of the AWF professionally current. DoDI 5000.66 and in turn the AFI 63-101 require coded AWF members to accomplish 80 CL Points (CLPs) within each 2 year period. CLPs may be earned through education, training (including training for functional certifications), and some job experiences. Details on creditable CL activities and associated point values are published on the APDP guide and linked for easy reference within the ACQ Now CL tracking tool.

c. CLP requirements are measured in a discrete 2-year window. That is, employees shall be given an initial date two years after assignment to their first acquisition coded position to earn the 80 CLPs. The due date for the next two-year interval will be 4 years after initial assignment based on time, and not the completion date of the 80 CLPs. The CLP requirements apply to each applicable 2-year period while the individual is in the AWF.

7. Employees with current certifications that meet the requirements of their current position will not be required to complete the new certifications while on that position. The current certifications earned by the employee will remain in the employee’s official record. The process that is in place for automatic granting of equivalent new certifications will be used.

8. Any BUEs impacted by the position coding review should be provided notice of the change 30 calendar days in advance of the change. When the initial changes are made to these positions, the union should be provided a list indicating which BUEs impacted by the change.

9. Any changes or specifications implemented within a particular Functional Area outside of the scope of this agreement that affect conditions of employment will be subject to bargaining. The parties recognize training opportunities that count toward continuous learning will vary throughout the life cycle of this program and new training opportunities are not considered changes to conditions of employment.

10. 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 MANAGMENT                                           FOR THE UNION 



____//signed//_________________                         ____//signed//_______________
CHRIS LEAK                                              TROY TINGEY
AFMC APDP BtB Implementation Lead                       President 
                                                        AFGE Council 214



____//signed//_________________                         ____//signed//________________
HOLLY COBY                                              TUJA STUARD
Labor Relations Specialist                              Executive Assistant
HQ AFMC/A1KL                                            AFGE Council 214



BMC Helix Digital Workplace

Date: 
Mon, 10/18/2021
MEMORANDUM OF AGREEMENT (MOA)

ON

BMC Helix Digital Workplace System

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 implementation as it applies to Bargaining Unit Employees (BUEs) covered by the Master Labor Agreement (MLA)between parties.

2.The BMC Helix Digital Workplace system will provide a centralized infrastructure for LZP personnel to input and track customer support (Help Desk) requests in regards to technical order acquisition, sustainment, distribution and systems support. This enables a central repository of information to provide situational awareness to staff and management.

3.The LZP Division is located at three geographically separated locations, Hill, Tinker and Robins AFBs. This system will create a method in which to centralize and improve internal communications, tracking and customer support. This will allow the AFTOMS organization receiving the customer support requests to respond to customer needs for many of the three sites (Hill, Tinker and Robins) and enhance technical order management by providing customer request data collection points for possible training/education solutions. This will optimize the workforce’s agility through a responsive and automated system.

4.Management will provide training to LZP BUEs who will be creating and working the tickets. Management will make training available to LZP employees online. Management will also distribute training in any other manner as deemed necessary to provide the widest dissemination of training to all BUEs, ensuring the LZP employees are well educated and have the ability to input tickets and also work the tickets once created. All training will be accomplished during duty hours.

5.All remedies available under the MLA or 5 U.S.C.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



//signed//                                                          //signed//
_______________________                                             ____________________                                         
RICHARD A. PIKE                                                     TROY TINGEY
Chief, Technical Order Management Branch                            President
AFLCMC/LZPT AFGE                                                    Council 214



//signed//                                                          //signed//
_______________________                                             _____________________
DAVID K. BEHRENDT JR.                                               TUJA STUARD
Employee/Labor Relations Specialist                                 Executive Assistant
HQ AFMC/A1KL AFGE                                                   Council 214

SECAF Directed Controlled Unclassified Information (CUI) Training

Date: 
Mon, 10/04/2021
 
Memorandum of Agreement (MOA)
On
SecAF Directed Controlled Unclassified Information (CUI) Training

 

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

2. In order to ensure minimal mission impacts, training for bargaining unit employees (BUEs) may be accomplished via MyLearning, Center for Development of Security Excellence (CDSE), SAF/AAZ approved slide presentation virtually (i.e. Teams or Zoom), or in person. Testing is only required when training is accomplished through MyLearning or the CDSE. For virtual or in person training, Management will provide facilitators to conduct training as well as track and credit bargaining unit employees for the training completion.

3. Current bargaining unit employees will have 180 days, from the date this Memorandum is signed to complete said training. Employees gained after the date of this Memorandum will have 180 days from their date of assignment to complete the training.

4. Bargaining unit employees will not be penalized for failing to meet training deadlines through no fault of their own (i.e. extended sick leave, weather and safety leave (WSL), mission requirements, or other similar reasons).

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                                               FOR THE UNION



___//signed//____________                                    ___//signed//_______________
DAVID D. DAY                                                 TROY TINGEY
Director, Information Protection                             President
HQ AFMC/IP                                                   AFGE Council 214




___//signed//____________                                    ___//signed//______________
DAVID K. BEHRENDT JR.                                        TUJA STUARD
Human Resources Specialist                                   Executive Assistant
(Employee and Labor Relations)                               AFGE Council 214
HQ AFMC/A1KL

Standard Resource Advisor - CPD - AFSC FM RA Reassignments

Date: 
Fri, 08/27/2021
 
MEMORANDUM OF AGREEMENT (MOA)

ON

Standard Resource Advisor CPD – Re-assignments

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 (MOA) regarding AFSC’s FM RA Re- assignments as it applies to Bargaining Unit Employees (BUEs) covered by the Master Labor Agreement (MLA) between parties.

2. This MOA will implement AFSC/FMs standardization and consolidation of FM Core Personnel Documents (CPDs) by re-assigning ABW and Staff Office Resource Advisors (RAs) to Standard RA CPDs, by grade level, across all Center FM positions. This standardization initiative will significantly streamline content and reduce the number of existing CPDs.

3. This re-assignment is limited to the transition of 0560 and 0501 series to the standard RA 0501 CPD only. There will be no transitioning of 03XX or any other series. Any other series transitions will require notification and bargaining.

4. The Bargaining Unit Status (BUS) Code will not change for these BUEs without proper notification.

5. The Agency will inform the local unions at least 2 weeks in advance of implementation of these re-assignments.

6. All remedies available under the MLA or 5 U.S.C.71 are available to the parties and the employees if any of the parties believe the other has failed to comply with any of the requirements of this MOA.

 


FOR MANAGEMENT	                                                   FOR THE UNION



   //signed//                                                         //signed//
______________________________                                     _______________________________
Reneé B. Taylor	                                                   TROY TINGEY
Deputy Director	                                                   President
AFSC/FM	                                                           AFGE Council 214



   //signed//                                                         //signed//
_______________________________                                    _________________________________
CURTIS HETZEL	                                                   TUJA STUARD
Labor Relations Specialist	                                   Executive Assistant
HQ AFMC/A1KL	                                                   AFGE Council 214

Security Cooperation Workforce Development (SCWD) Certification Program

Date: 
Wed, 07/28/2021
MEMORANDUM OF AGREEMENT (MOA)

On

Security Cooperation Workforce Development (SCWD) Certification 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, and collectively as the Parties, hereby enter into this Memorandum of Agreement regarding the DoD Security Cooperation Workforce Certification Program as it applies to bargaining unit employees covered by the Master Labor Agreement (MLA) between the Parties.

2. The certification program implements a required element of the Security Cooperation Workforce Development Program (SCWDP) as prescribed by 10 U.S.C. 384, one of the Security Cooperation reforms enacted in the National Defense Authorization Act for Fiscal Year 2017. This MOA authorizes implementation of the SCWD Certification Program, subject to the provisions below.

3. The cornerstones of the Certification Program are training, experience, and continuous learning. A properly trained, experienced, and certified workforce will improve DoD’s ability to design and execute Security Cooperation programs and activities that advance National Defense Strategy objectives.

4. The Certification Program is for all AFMC Bargaining Unit Employees (BUEs) with Security Cooperation responsibilities (including Foreign Military Sales (FMS)). Exemptions are for BUEs that are in operational units with intermittent or incidental interactions.

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

6. BUEs will be provided adequate duty time to access and complete mandatory training requirements.

7. BUEs will be notified of the mandatory certification requirements applicable to their specific positions which will include the date which certification should be completed. If the BUE feels the duty time provided is insufficient to complete the mandatory training requirements, the employee may request additional time from their supervisor. If additional time is not approved, the employee may file a grievance in accordance with Article 6 of the MLA.

8. Any BUE who is unable to complete certification within the allotted time, may request a waiver extension.

9. Upon request from Council 214, the Union will receive, from Management, annual reports on the DoD Security Cooperation Workforce Development Certification program. These reports will be categorized by base, contain BUE names, include the total number of BUEs participating in the certification program, current number of BUEs pursuing certification not yet completed, and any BUEs that are delinquent on certifications.

10.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//__________________________
Brian R. Bruckbauer, Brig Gen, USAF  22 Jul 21                Troy Tingey   28 Jul 21
Director, Air Force Security and Cooperation                  President
                                                              AFGE Council 214



___//signed//_________________________________                ___//signed//__________________________
Curtis Hetzel                        23 Jul 21                Tuja Stuard     23 Jul 21
Labor Relations Specialist                                    Executive Secretary
HQ AFMC/A1KL                                                  AFGE Council 214

____________________
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