AFSC/LG OCR

Date: 
Fri, 10/09/2020
MEMORANDUM OF AGREEMENT (MOA)

ON

AFSC/LG OCR

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 AFSC/LG OCR as it applies to bargaining unit employees covered by the Master Labor Agreement (MLA) between the parties.

2. The parties agree that any bargaining unit employee impacted by the OCR implementation will retain their current grade and series. Bargaining unit employees who will have a change in supervisor will be notified in writing of this change and the effective date of the action, normally, at least 15 calendar days prior to the date of the effective action.

3. Bargaining unit employees required to move work spaces will not be required to tear down, transport or construct any office furnishings. They, however, may be required to transport items of a personal nature. Bargaining unit employees who are required to move work stations will be moved to similar sized work stations, with similar working equipment and personal storage.

4. Any relevant appraisal/performance rating administration items will be done in accordance with appropriate Air Force instruction.

5. AFGE Council 214 will be provided current and new org charts for impacted employees. Management agrees that any bargainable changes that impact bargaining unit employees upon return to work from telework will be addressed via local bargaining IAW Article 33 of the Master Labor Agreement.

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

 
For Management	                                 For the Union



___-signed-________________                      ___-signed-_____________
ROBERT GOOD	                                 TROY TINGEY
AFMC LABOR RELATIONS OFFICER	                 President
HQ AFMC/A1KL	                                 AFGE Council 214


___-signed-_________________                     ___-signed-______________
CURTIS HETZEL	                                 TUJA STUARD
Labor Relations Specialist	                 Executive Assistant
HQ AFMC/A1KL	                                 AFGE Council 214

SECDEF Policy Change Concerning Priorities for DoD Child Care Programs, 21 February 2020

Date: 
Thu, 10/08/2020
 
MEMORANDUM OF AGREEMENT (MOA)

on

SECRETARY OF DEFENSE (SECDEF) CHILD CARE POLICY CHANGE, 21 FEBRUARY 2020 AND UPDATE TO CHILD CARE POLICY CHANGE DATED, 23 APRIL 2020

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 program as it applies to bargaining unit employees covered by the Master Labor Agreement (MLA) between the Parties.

 

2. The purpose of the SECDEF Child Care Policy Change and Update is to adjust child care priorities regarding installation Child Development Centers (CDCs). This MOA addresses the impact and implementation of that Policy Change and Update.

 

3. Children of the Child Development Program (CDP) Direct Care Staff will receive the highest priority for placement into installation CDCs. At no time will the child of a Direct Care CDP staff member, to include Direct Care CDP staff members who are bargaining unit employees, be supplanted in order to accommodate another eligible patron’s child.

 

4. Bargaining unit employees whose children do end up being supplanted under the SECDEF Child Care Policy Change and Update will be issued written notice 75 days before the date any child is scheduled to be supplanted.

 

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-_______________
ROBERT GOOD	                                TROY TINGY
AFMC Labor Relations Officer	                President
HQ AFMC/A1KL	                                AFGE Council 214




____-signed-________________                    ____-signed-________________
COLLETTE F. MYERS	                        TUJA STUARD
Human Resources Specialist	                Executive Assistant
(Labor Relations)	                        AFGE Council 214
HQ AFMC/A1KL

AFI 31-118, Security Forces Standards and Procedures, dated 5 March 2020

Date: 
Thu, 09/10/2020
                 10 September 2020

MEMORANDUM OF AGREEMENT (MOA)

on

AFI 31-118, Security Forces Standards and Procedures, Dated 5 March 2020

(Supersedes the MOA dated 16 April 2019 on AFI 31-122, Department of the Air Force Civilian Police/Security Guard (DAF CP/SG) Program, dated 31 July 2015)

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 program as it applies to bargaining unit employees covered by the Master Labor Agreement (MLA) between the Parties.

2. AFI 31-118 provides policy related to the hiring, training, medical/fitness testing, and uniforms for civilian police and security guards at Air Force installations. This MOA implements AFI 31-118 subject to the provisions below.

3. An employee who requests their supporting documents for a waiver exception will have access to their related supporting documents and records and will be provided with copies of any such documents and any subsequent endorsements, approvals and denials. Refer to AFI 31-118, Tables 6.1 and 6.2, which outlines the waiver process and how the employee can obtain supporting documentation.

4. Management will apply the government-wide Medical Qualifications Determinations waiver established at 5 C.F.R. 339.204 where there is sufficient evidence that an employee can, perform the "essential" duties of the position without endangering the health and safety of the individual or others.

5. Initial and continuing medical examinations and evaluations will be performed in accordance with AFI 31-118.

6. During an incumbent's medical evaluation, when the examining physician identifies one or more medical conditions that could interfere with the DAF CP/SG's performance of the essential functions of the position, requiring the conducting of a medical standard disqualification recommendation, the procedures in AFI 31-118 will apply.

7. In the event that an employee fails to pass the medical screening process or requires medical restrictions that management is unable to accommodate, the employee's treating physician will make a qualified determination of whether the medical condition(s) are of a permanent or temporary nature. If the treating physician's determination is that the medical condition is expected to be temporary, the employee will provide medical documentation showing the approximate time period the condition is expected to last. If the employee is placed on any medically determined restrictions, the employee will provide a copy of said restrictions to their supervisor.

8. If the condition is permanent in nature, the local Medical Review Officer will identify the resultant limitations on performance (if any).

9. The medical evaluation process will include a right of an employee to have the opportunity to provide medical documentation from his or her private treating physician or practitioner, obtained at the employee's expense. The local MRO will review and consider all documentation provided by employee from the private physician or practitioner. The final decision on medical restrictions will be made by the local MRO. The local MRO will provide the employee a written rationale for the MRO's final decision.

10. Employees may use their own discretion whether or not to pursue further medical evaluation through a private physician if medical conditions are identified during a routine medical screening that impact their ability to perform the job. If an incumbent employee does not meet established medical thresholds, the employee may choose to obtain, at the employee's expense, additional tests, studies or medical assessments in an effort to prove that the employee is capable of safely performing the full range of assigned essential activities (with or without accommodation).

11. Incumbent employees, once passing the medical screening, will be given a minimum of 90-days in which to participate in physical conditioning to prepare for the Physical Ability Test (PAT), either diagnostic or record testing. All training and PAT testing will be considered duty time. Employees may also be provided up to 3 hours per week of duty time in which to participate in conditioning training in accordance with AFI 31-118, Paragraph 5.1.1. Employees will be given a PAT no less than 90-days after being medically cleared from a medical condition related to physical agility.

12. Incumbent employees that fail the PAT test twice, shall be afforded the opportunity to take the Physical Readiness Job Task Scenario Appeals Test as specified in AFI 31-118, Paragraph 7.9. Funding for the VA-LETC alternative PAT location will be approved and funded by the MAJCOM or respective unit. All other provisions of AFI 31-118, Paragraph 7.9, and Attachment 10 shall apply. This appeal process and test is not offered to applicants. The Physical Readiness (Job Task Scenario) Appeals Test consists of three scenarios that include a Gate Detail (Scenario #1), a Tactical Response (Scenario #2), and finally, a Chase and Restrain Subject (Scenario #3). All scenario physical requirements for the alternative PAT are outlined in AFI 31-118, Chapters 7.9.4.1. through 7.9.4.6.

13. Management will ensure that any training and PAT testing locations have emergency medical equipment available and that personnel have been adequately trained in its use.

14. Management will ensure that two stopwatches are used during the PAT run. If the two stopwatches do not show the exact same time, the faster of the two times will be used.

15. Current civilian rank insignia and responsibilities under AFI 31-122, Department of the Air Force Civilian Police/Security Guard (DAF CP/SG) Program, dated 31 July 2015, paragraph 4.9.2 and figures 4.2, 4.3 and 4.4 will remain grandfathered for current civilian 0083 and 0085 Police Series filling 031P3 and 031P4 Air Force Specialty Code (AFSC) authorizations for a period not to exceed 4 years from the date this MOA is signed. Anyone hired for a position after the date of this MOA and/or moving up thru the ranks will then match up with the ranks and responsibilities in accordance with AFI 31-118, figures 4.3 and 4.4.

16. Previously approved waivers under AFI 31-122 remain honored as per AFI 31-118, paragraph 6.2.6.

17. 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--______________
THAD B. HILL, Colonel USAF	                  TROY TINGEY
Chief, Security Forces Division	                  President
Directorate of Logistics,	                  AFGE Council 214 
Civilian Engineering, Force Protection,
and Nuclear Integration 
HQ AFMC


____--signed--_______________                     ___--signed--_________________
COLLETTE F. MYERS	                          TUJA STUARD
Human Resources Specialist	                  Executive Assistant
(Labor Relations)	                          AFGE Council 214
HQ AFMC/A1K

Air Force Research Laboratory (AFRL) Flexible Work Schedules

Date: 
Tue, 09/01/2020
                              1 September 2020

MEMORANDUM OF AGREEMENT (MOA)

ON

Air Force Research Laboratory (AFRL) Flexible Work Schedules

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 Air Force Research Laboratory Flexible Work Schedules and core hours of 0900-1430 at all AFRL locations as it applies to bargaining unit employees covered by the Master Labor Agreement (MLA) between the parties. AFRL Flexible Work Schedules include: Flexitour, Maxiflex, 5/4-9 Compressed, and 4-10 Compressed.

2. Flexitour is a type of flexible work schedule (FWS) in which an employee works 40 hours a week (80 hours bi-weekly). The employee is allowed to select their starting and stopping times within the flexible hours, but must be present or covered by leave during established core hours. Once selected, the hours are fixed.

3. Maxiflex is a type of flexible work schedule (FWS) that contains core hours on fewer than 10 workdays in the biweekly pay period. Maxiflex provides the employee the ability to flex within the pay period around approved schedules with informal approval from the supervisor. Under this schedule, the minimum requirement is that an employee must work 80 hours in a pay period. The 80 hours can be accomplished by working more or less than 8 hours per day, and may be accomplished in less than 10 days for full-time employees. The employee can work a maximum of 50 hours a week and a minimum of 30 hours per week.

4. A 5/4-9 compressed work schedule (CWS) is a fixed schedule that enables a full-time employee to complete the basic work requirements of 80 hours in fewer than 10 full workdays in each biweekly pay period by increasing the number of hours in the workday. The employee works 8 9-hour work days and 1 8-hour work day per pay period for a total of 80 hours with one set regular day off (RDO).

5. A 4-10 compressed work schedule (CWS) is a fixed schedule that enables a full-time employee to complete the basic work requirements of 80 hours in fewer than 10 full workdays in each biweekly pay period by increasing the number of hours in the workday. The employee works 4 10-hour workdays per week with one scheduled RDO each week of the pay period. RDO does not have to be the same for both weeks during pay period.

6. Bargaining unit employees will have the option to propose any of the above flexible work schedules to their supervisor. Supervisors will base decisions on mission requirements. Standardized AFRL flexible work schedules are available across the command. The local Union will be notified of the flexible work schedules.

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


For Management	                                        For the Union



__-signed-______________                                ___-signed-__________ 
ROSALYN JONES-BYRD                                      TROY TINGEY
Chief, Personnel Programs Division                      President
Personnel Directorate                                   AFGE Council 214
AFRL/DPP



__-signed_______________                               ___-signed-__________ 
COLLETTE MYERS                                         TUJA STUARD
Human Resources Specialist                             Executive Assistant
Labor Relations                                        AFGE Council 214
HQ AFMC/A1KL
 

Secretary of Defense (SECDEF) OPSEC and Security Training Requirement

Date: 
Thu, 08/20/2020
MEMORANDUM OF AGREEMENT (MOA)

ON

Secretary of Defense (SECDEF) OPSEC and Security Training Requirement

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 Defense (SECDEF) OPSEC and Security 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, management will work to utilize the most effective and efficient training delivery means available (e.g., printed slides, town hall meetings, pre-recorded video, digital avenues, etc). Management will track and credit bargaining unit employees for training completion regardless of avenue through which training is completed.

3. Bargaining unit employees will not be penalized for failing to meet training deadlines through no fault of their own (extended sick leave, WSL, or other factors.)

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	                                 For the Union



___-signed-___________                           ___-signed-_____________
ROBERT GOOD	                                 TROY TINGEY
AFMC Labor Relations Officer	                 President
HQ AFMC/A1KL	                                 AFGE Council 214




___-signed-___________                           ___-signed-_____________
CURTIS HETZEL	                                 TUJA STUARD
Human Resources Specialist	                 Executive Assistant
Labor Relations	                                 AFGE Council 214
HQ AFMC/A1KL

Portable Electronic Devices (PEDs) within the Air Force Nuclear Weapons Center (AFNWC)

Date: 
Tue, 04/21/2020
MEMORANDUM OF AGREEMENT (MOA)

ON

Portable Electronic Devices (PEDs) within the Air Force Nuclear Weapons Center (AFNWC)

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

2. PEDs include Government or personal cellular/personal communications service and/or radio frequency (RF), infrared (IR) wireless devices, which can be further described as cell phones, tablets, cameras and digital or tape voice recorders, smart watches and similar devices with Bluetooth capabilities. The storage of these PEDs will be required before entering the office space that is designated or accredited for the processing, handling or discussion of classified and Controlled Unclassified Information that resides within Air Force Nuclear Weapons Center’s (AFNWC) operating areas. Management will post applicable signs delineating this space having restrictions for mobile devices. Management will provide individual locked storage containers to be located outside of this space.

3. This MOA does not apply to mobile devices having minimal storage and transmission capabilities such as one way key fobs used for medical alert, motor vehicles or home security systems nor does it apply to fitness trackers that do not contain camera, microphone, Bluetooth, cellular, WI-FI or similar wireless technology.

4. BUEs can submit waivers for medical devices to include but not limited to hearing aids, pacemakers, implanted medical devices, and personal life support systems. When evaluating requests to approve medical devices for BUEs, an individualized assessment will be made consistent with the requirement of the Rehabilitation Act of 1973, as amended.

5. Management will provide BUEs the use of VOIP or other type of phone access to attend to stand by emergency type situations i.e. Childcare, family illness/crises, doctor calls, appointments or similar communications of reasonable duration and frequency that do not adversely affect official duty performance. Any such use shall be in accordance with DoD Regulation 5500.7.R, Joint Ethics Regulation, and any other relevant federal, DoD or Air Force rules.

6. This MOA will be in effect only after AFNWC has paid for and installed lockable storage lockers for the PEDs.

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 



//signed//                                             //signed//
________________________________                       ______________________________
PATRICK J. MCWAIN, NH-IV                               TROY TINGEY
Chief, Information Protection                          President
Air Force Nuclear Weapons Center                       AFGE Council 214



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

By-Law Requirements for Suicide Prevention and Bystander Intervention Training

Date: 
Mon, 01/13/2020
MEMORANDUM OF AGREEMENT (MOA)

ON

By-Law Requirements for Suicide Prevention and Bystander Intervention Training

 

(Supersedes the MOA dated 9 Jan 19 on Integrated Suicide Prevention and Integrated Sexual Assault Prevention and Response (SAPR) Annual Training)

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

2. To meet annual by-law Suicide Prevention and Bystander Intervention training requirements, Air Force Materiel Command (AFMC) will change the formal 60-minute training to an informal approach with the introduction of AFMC Connect. This MOA implements the mandated requirements for Suicide and Bystander Intervention Annual Training programs subject to the provisions outlined below.

3. New employees at their first duty station will be required to complete a 90-minute Initial Bystander Intervention Training which will meet both the Suicide Prevention and Bystander Intervention by-law requirements.

4. AFMC Connect will consist of monthly discussions where supervisors will lead a 15-30 minute conversation with employees on a designated topic. Each quarter questions will be embedded in the conversation that will meet the face-to-face by law training requirement. The objective is for maximum participation, however the mandatory training requirements will only be included quarterly.

5. An employee who, for personal reasons, does not feel comfortable participating in the face-to-face AFMC Connect discussions or the 90-minute Initial Bystander Intervention Training will be responsible for notifying their immediate supervisor of the need to complete the mandatory training through the identified and approved alternate method. The supervisor will direct the employee to view the alternate training materials at their personal work station or a work station with privacy. Supervisors do not have the authority to deny employee access to the alternate training method.

6. Those employees not available to attend the training due to TDY, leave, or any other reason will be provided the AFMC Connect document by their supervisor to they can review at their personal work station.

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

 

FOR MANAGEMENT                                          FOR THE UNION 


//signed//                                               //signed//
__________________________                              _____________________________
MICHAEL OWENS                                           TROY TINGEY
AFMC Violence Prevention                                President
Program Manager                                         AFGE Council 214
HQ AFMC/A1RZ       



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

Flexitour in Air Force Life Cycle Management Center Propulsion Directorate (AFLCMC/LP)

Date: 
Thu, 11/14/2019
MEMORANDUM OF AGREEMENT (MOA)

ON

FLexitour in
Air Force Life Cycle Management Center
Propulsion Directorate (AFLCMC/LP)

Reference:

A. Briefing to the Union, 22 October 2019

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

2. AFLCMC/LP, Propulsion Directorate, is implementing an optional Flexitour schedule for bargaining unit employees (BUEs) within the directorate in order to boost employee morale and allow "flexible" schedules. Flexitour is strictly voluntary.

3. Flexitour is a type of flexible work schedule in which an employee is allowed to select starting and stopping times within the flexible hours built around the core hours of 0900 and 1500. BUEs who request and are approved to participate in the Flexitour schedule will request, with their supervisor, daily starting and stopping times within the flexible hours. BUEs can flex their hours between 0600 and 1800. BUEs will be provided in writing within 2 workdays of approval or rejection of proposed duty hours and effective start date if approved. Employees are required to choose a lunch break from a minimum of 30 minutes to a maximum of 60 minutes between 1100 and 1300 depending on the reporting and departing times selected for the day. See chart below to view options:

 

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

5. BUEs who choose and receive supervisory approval to participate in Flexitour can earn and use credit hours in accordance with applicable laws, regulations and established guidelines. BUEs will schedule the earnings and use of credit hours with supervisory approval. BUEs may earn credit hours Monday through Friday for any hours requested, scheduled, and approved in advance over their norm.al 8-hour duty day, up to 2 hours per day. Employees may earn up to 8 credit hours on Saturday with prior supervisory approval. Credit hours are earned in 1/4 hour increments. The maximum amount of credit hours that can be accrued and carried over is 24 hours. Hours in excess of 24 cannot be carried over from one pay period to the next.

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

 

FOR MANAGEMENT                                                FOR UNION 



//signed//                                                    //signed//
__________________________________                            _________________________________
BENJAMIN BOEHM, Col, USAF                                     TROY TINGEY
Director, Propulsion Directorate                              President
                                                              AFGE Council 214



//signed//                                                    //signed//
__________________________________                            _________________________________
COLLETTE MYERS                                                TUJA STUARD
Human Resource Specialist                                     Executive Assistant
(Labor Relations)                                             AFGE Council 214
HQ AFMC/A1kL

Updates to Expeditionary Status Coding

Date: 
Mon, 10/28/2019
MEMORANDUM OF AGREEMENT (MOA)

ON

Updates to Expeditionary Status Coding

This MOA replaces the following MOA:
Updates to Expeditionary Status Coding dated 15 November 2018

References:
    A. HQ AFMC/AlKK briefing to the union 6 February 2018
    B. DoDI 3020.42 Defense Continuity Plan Development, dated 27 April 2011
    C. DoD Expeditionary Civilian (DoD-EC) Codes in the Defense Civilian Personnel Database System (DCPDS) Instruction Guide, dated March 2017

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

2. The Department of Defense has directed all agencies (reference C) to ensure position designations within DODI 3020.42 (reference B) are accurate for positions that fall into the category of "mobility", to include: Key, Emergency Essential (E-E), and Mission Essential (M-E).

3. Employees whose position coding changes will be notified in writing.

4. For employees under DPMAP, employee performance, to include establishment of performance elements and feedback sessions or changes to performance plans within 90 days of the end of the appraisal cycle, will be in accordance with Article 15 of the MLA. Applicable agreements will apply for employees covered by other performance systems.

5. Within 5 workdays of the date of notification to the employee, management will ensure the process to update the records of employees has been initiated to reflect the change of continuity plan/expeditionary status coding. This includes addition or removal of the DD2365, any additions to the PD, and any documentation that is to be added to the Supervisor's Employee Brief (AF Form 971).

6. Affected employees who need to make/change personal arrangements (e.g. child/elder care) may request to use available workplace flexibilities (e.g. schedule changes, unscheduled leave, etc.) to assist until permanent arrangements can be made. Management will maximize the use of available workplace flexibilities during the initial 30 days of this change. Additionally, the employee is allowed to make arrangements such that any work which may be required the employee be called back to the workplace outside of his/her duty hours can be performed by another qualified person until permanent arrangements can be made. Employees will strive to have permanent arrangements made within 30 calendar days from notification. Normally, arrangements will be in place no later than 90 calendar days from notification.

7. The following information will be provided to the local union when a position's coding is changed: employee's name, to/from expeditionary coding change, the employee's series, and the employee's grade. The information will be provided within 10 work days of any coding updates in the future.

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//
____________________________                               ______________________________
MICHAEL BROWN                                              TROY TINGEY
Human Resources Specialist                                 President
HQ AFMC/A1KK                                               AFGE Council 214



//signed//                                                  //signed// 
_____________________________                              ______________________________
CURTIS HETZEL                                              TUJA STUARD
Human Resources Specialist                                 Executive Assistant
Labor Relations                                            AFGE Council 214
HQ AFMC/A1KL                                           



MISSION ESSENTIAL POSITION CONDITIONS OF EMPLOYMENT ACKNOWLEDGEMENT/AGREEMENT is 
attached to the original MOA that is in .pdf format

AFI 36-815, Absence and Leave, dated 8 Jul 15 and Air Force Guidance to AFI 36-815, dated 3 Aug 18

Date: 
Mon, 10/21/2019
MEMORANDUM OF AGREEMENT
(MOA)

ON

AFI 36-815, ABSENCE AND LEAVE

References:

AFI 36-815, Absence and Leave, dated 8 July 2015 and Air Force Guidance to AFI 36-815, dated 3 August 2018

(Supersedes MOA dated 3 May 2007 on AFI 36-815, Absence and Leave, dated 21 December 2006)

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

2. Air Force Instruction 36-815 provides comprehensive guidance on absences and leave procedures for Air Force personnel.

3. When any provision of AFI 36-815 conflicts with the Master Labor Agreement (MLA), the MLA takes precedence. If a provision of AFI 36-815, which allegedly conflicts with the MLA is applied to a bargaining unit employee, the matter may be resolved through the negotiated grievance procedure in Article 6 of the MLA.

4. Leave requests will be accomplished in accordance with the MLA Art 23 and 24.

5. Telework is covered by AFI 36-816 MOA for AFGE C 214 bargaining unit employees.

6. The Air Force encourages its employees to volunteer as blood donors without compensation. Employees will typically be excused up to four hours for blood or blood product donations that do not result in the employee receiving compensation for the donation. Supervisors should grant employees approval of administrative leave up to a maximum time of 4 hours for blood donations, as long as the employee provides up to 24 hours advanced notice to their supervisor. Employees who volunteer but are rejected as donors for that visit must return to duty or if the volunteer chooses not to return to duty they may request leave (e.g. annual leave/sick leave, etc. if applicable). Rejected donors will only be granted administrative leave for the time actually missed. Actual time missed includes travel time to and from donation site.

7. Unless otherwise defined by law or specific regulatory provisions, the meaning of the work "emergency" as contained in AFI 36-815 is defined as "an unforeseen event."

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 UNION 



//signed//                                              //signed//
____________________________                            ______________________________
CANDY LOHNER                                            TROY TINGEY
Human Resources Specialist                              President
(Employee Relations)                                    AFGE Council 214
HQ AFMC/A1KL



//signed//                                              //signed//
_____________________________                           _______________________________
COLLETTE MYERS                                          TUJA STUARD
Human Resources Specialist                              Executive Assistant
(Labor Relations)                                       AFGE Council 214
HQ AFMC/A1KL

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