AFMAN 44-198, Air Force Civilian Drug Demand Reduction Program, 24 January 2019

Date: 
Wed, 10/09/2019
MEMORANDUM OF AGREEMENT (MOA)

ON

Air Force Manual 44-198, Air Force Civilian Drug Demand Reduction Program, dated 24 January 2019

(Supersedes the MOA dated 18 March 2015 on AFI 90-508, Air Force Civilian Drug Demand Reduction Program, dated 18 August 2014)

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

2. AFMAN 44-198 outlines procedures and policies the Air Force has adopted for deterring the use of illicit drugs by members of the workforce through a drug testing program. The method of drug testing is urinalysis. The types of testing include: tentative selectee testing, random testing for employees in positions identified as Testing Designate Positions (TDP), reasonable suspicion testing to include testing based upon circumstances of an accident or safety mishap, rehabilitation follow-up testing, consent testing and voluntary tests. All specimens will be tested for evidence of consumption of drugs approved for testing, by the Department of Health and Human Services (HHS). When conducting reasonable suspicion, post-accident, or unsafe practice testing, Management may have urine specimen tested for any drug listed in Schedule I or II of the Controlled Substance Act. This MOA implements AFMAN 44-198, subject to the provisions below.

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

4. TDPs will be identified in accordance with AFMAN 44-198, dated 24 January 2019. The addition of any new TDPs not listed in the AFMAN will be subject to bargaining in accordance with MLA Article 33. Full Time union representatives, as identified in MLA Section 4.13, when serving as representatives of the union, are not subject to random testing.

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

6. Thirty (30) days prior to the implementation of random drug testing of an employee newly designated to the TDP random drug testing program, Management shall notify the employee that testing for use of illegal drugs is to be conducted, that he or she has been identified as occupying a TDP, and the reasons why his or her position has been designated a TDP. The notice will also inform the TDP employee that they may seek counseling and rehabilitation and inform them of the procedures for obtaining such assistance through the Employee Assistance Program (EAP). The notice will also include the HHS approved list of drugs for which he or she may be tested. Said list may be subject to change based on HHS guidance. In the event of such a change, employee notification will occur after bargaining obligations have been met. Employees who have an appropriate notification on file for the position they occupy will not be provided an additional notice upon implementation of AFMAN 44-198, since the 30-day advance notice period requirement has already been satisfied. Random testing may continue without interruption.

7. Management will provide education and training IAW provisions of AFMAN 44-198. Additionally, Management will make training and education materials available to employees online. Management will also distribute written educational materials and provide other educational activities, such as videos and lectures, as deemed necessary to provide the widest dissemination of training information, ensuring the employees are well educated and have the ability to receive the help they need.

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

9. A bargaining unit employee who believes he/she may have a drug problem, and who self identifies as such, and agrees to the provisions of the civilian drug testing program, as described in AFMAN 44-198, will not be subject to disciplinary action for past use. Management and the Union both recognize the importance of a drug free workplace for safety and health reasons. Employees who voluntarily seek assistance with substance abuse issues may not be subject to disciplinary action if they meet all the conditions of the "Safe Haven Provisions" of AFMAN 44-198. Employees who seek and meet the "Safe Haven Provision;' shall not relinquish any rights to appeal regarding future charges.

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

11. In accordance with AFMAN 44-198, rehabilitation shall be offered to all bargaining unit employees identified as having a drug problem (e.g. Medical Review Officer (MRO) verified drug positive test result, and/or self-identified with a drug problem) regardless of other administrative actions that may be pending or taken. The goal of rehabilitation is to eliminate substance abuse and restore the employee to a productive status within his/her work area. As such, a one-time mandatory assessment and referral appointment can be completed at no-cost to the employee, through the EAP or Alcohol Drug Abuse Prevention & Treatment (ADAPT) Program; with a maximum of three hours of duty time allotted for employee use during this phase of treatment. Any follow-on counseling services are at employee expense. Employees may also use approved sick or annual leave for any additional time required for such visits subject to existing laws and regulatory guidance. In accordance with AFMC & AFGE C214 MOA on Civilian Physical Fitness and Wellness Activities, any available Wellness/Fitness hours may be used for prescribed EAP visits.

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

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

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

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

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

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

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

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

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

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


        FOR MANAGEMENT                                      FOR THE UNION 



        //signed//                                          //signed//
       ____________________________________                 _________________________
       LESLIE A. KNIGHT, Col, USAF, MC, SFS                 TROY TINGEY
       Deputy Command Surgeon, AFMC                         President
                                                            AFGE Council 214




       //signed//                                           //signed//
      ____________________________________                 ___________________________
      BRIAN FRIEDRICH                                      TUJA STUARD
      Labor Relations Specialist                           Executive Assistant
      HQ AFMC/A1KL                                         AFGE Council 214

Acquisition Coding of Engineering Technicians

Date: 
Fri, 02/12/2016
MEMORANDUM OF AGREEMENT (MOA)

ON

Acquisition Coding of Engineering Technicians

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

2. AFMC realigned engineering technicians from the logistics caree1 field to the Science and Engineering (S&E) career field. The affected engineering technician occupational series are 0802, 0856, and 0895. This change allows technicians a greater opportunity to pursue a technical career path and increase engineering involvement in the technician's professional development. The S&E career field policy has been changed to allow technicians greater opportunity to pursue Tuition Assistance (TA) for undergraduate degrees. AFMC has also initiated a position review of all Science and Engineering career fie(d technicians to determine if the technician duties meet the Position Category Description (PCD) duties for Acquisition Professional Development Program (APOP) coding. The Air Force Sustainment Center (AFSC) is the first center to accomplish this review. This MOA implements the realignment of engineering technicia11s and APDP coding, subject to the provisions outlined below,

3. Immediate Supervisors of AFSC technicians will determine if their employees should be acquisition coded, .using SAF/AQH "Step-by-Step Process for Designating and Coding AF Acquisition Positions" (see attached slide). To assist the AFSC Supervisors, AFSC/BN developed an "AFSC/EN technician APDP coding matrix" to use along with the Engineering and Production, Quality and Manufacturing Position Category Descriptions (PCD), issued by the Defense Acquisition University (DAU). AFSC/EN will provide a technician coding spreadsheet to the impacted organizations listing all technician positions to be reviewed. The supervisors will conduct an assessment of the employees' duties, using the PCDs and the AFSC/EN technician APDP coding matrix to annotate acquisition category and level on the technician coding spreadsheet. In accordance with AFMCI 36-2613, supervisors will notify the technicians of coding category and certification due date, once coding actions are completed. In addition, the AFSC Center APDP manager will notify the technicians of position coding using the "APDP Notice Newly Coded" mail merge process found in the Command Human Resource Intelligence System (CHRIS). To accommodate these impacts:

a. Management will provide employees access to all APDP training required to attain certification.

b. Management will request an extension of at least one year to accommodate employees who do not obtain certification in the 24 months due to lack. of availability tralning.

c. Management will provide individual mentoring, on request. to individuals having difficulty meeting certification requirements.

4. All AFSC technicians assigned to positions that are being reviewed for potential APDP coding, will receive notification of the review upon commencement of the supervisors review. They will also receive notification of the coding decision upon completion of the Supervisors assessment. The notification will explain that the coding decision was bused on the documented duties in the employee's position description and that coding may be appealed on the basis ofactu.al percentage of time spent on acquisition/non-acquisition workload. Upon request, the supervisor will meet with the employee and/or the employee's representative to discuss the coding decision and reasons for reconsideration. If agreement is not reached, the grievance procedure may be invoked.

5. When the coding review is complete the Union will be provided a spreadsheet showing the positions where acquisition coding was added. The spreadsheet will show the installation and office symbol of the position and, if encumbered, the name of the employee.

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


For Management/Date                                          For the Union/Date



//signed//                                                   //signed//
__________________________________                           ________________________________
DOMINICK TUCOILLO                                            TROY TINGEY
HQ AFMC/ENR                                                  President
                                                             AFGE Council 214



//signed//                                                   //signed//
___________________________________                          _________________________________
ROBERT GOOD                                                  TOM ROBINSON
Labor Relations Specialist                                   Executive Assistant
HQ AFMC/A1KL                                                 AFGE Council 214

DoDI1035.01_AFI 36-816, Civilian Telework Program, 29 October 2018

Date: 
Wed, 09/11/2019
MEMORANDUM OF AGREEMENT (MOA)

ON

DoDI1035.01_AFI 36-816, Civilian Telework Program, 29 October 2018

REFERENCE: AFI 36-816, Civilian Telework Program MOA, 11 September 2014

Due to the integration of DoDI1035.01 and AFI 36-816, this MOA rescinds the signed MOA referenced above and implements the 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 DoDI1035.01_AFI 36-816, Civilian Telework Program, 29 October 2018. The Parties embrace telework as an alternate work arrangement that can enhance employee health and wellbeing, conserve energy, and reduce environmental costs. Situational telework before and after appointments that require employees to be away from the job and offering telework as a reasonable accommodation for a disability, even if the employee would not otherwise be eligible for telework will give AFMC a competitive advantage as a model employer. AFMC is committed to authorizing participation in telework for the maximum number of positions to the extent mission effectiveness is not compromised.

3. Position Eligibility

Subject DoDI/AFI authorizes for the maximum number of positions to be eligible for telework to the extent that mission readiness is not jeopardized. Positions shall not be excluded on the basis of organization, occupation, series or grade. No predetermined percentages, minimums or maximums will influence the determination of a positions telework eligibility status. Upon written request, the Union will be provided a written explanation why a particular position or set of positions was determined ineligible for telework.

4. Employee Eligibility

a. Employee participation in telework is subject to supervisory approval on a case-by-case basis. Participation in telework is not an entitlement and not all employees are eligible to telework. Eligible employees shall be permitted to telework to the maximum extent possible without diminished individual or organization performance.

b. With supervisory approval, employees who meet the following criteria are eligible to participate in telework.

   (1) The employee 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 traditional worksite.
   (2) The employee is in good standing and is not on a Performance Improvement Plan (PIP, as provided in MLA Article 15, Employee Performance);
   (3) The employee is cleared to access government networks necessary to perform his/her duties;
   (4) The employee 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;
   (5) The employee is willing to sign and abide by the negotiated Telework Agreement and
   (6) The employee is not on leave restriction, as provided in MLA article 24, Sick Leave.

c. Employees serving in a probationary period or formal training period may be restricted from participating in the telework program. In such cases, they may participate in telework subject to supervisory approval on a case-by-case basis. Supervisors will provide regular and frequent review of probationers’ and trainees’ work performed at an alternative worksite to ensure that employees are meeting performance requirements. Formal training periods do not include the normal progression of an employee through a career ladder.

d. Employees who perform 100% representational duties will be permitted to telework to prepare Memorandum of Agreements (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 also permitted to telework if local Commanders determine an extreme weather situation and/or if a situation arises where there is no access to on base 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 will be allowed to set the telework schedules for their stewards, as deemed appropriate for the work at hand.

5. 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 be made in writing within 14 calendar days of 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 installation commander, tenant commander, head of an activity or their designee.

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 in place. On a case-by-case basis, the employee and manager may mutually agree to meet a situational (adhoc) need.

6. Training

Employees authorized to telework are 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.

All employees must have completed the OPM interactive telework training program before they can telework for the first time. Any employee who has a telework agreement in place as of the effective date of this agreement is exempt from this requirement.

7. Individual Telework Agreement

a. All employees who will telework on a regular, situational (adhoc) basis must complete and sign a Telework Agreement. The standard Telework Agreement for BUEs will be the DD Form 2946, Telework Agreement Form. The agreement must be in place before telework may begin. This agreement will outline the specific work arrangement on which the employee and supervisor agree. The agreement will normally remain in effect for two years and revised when appropriate. The agreement should be re-accomplished when a new supervisor is responsible for the employee. The agreement will be approved within 14 calendar days of the request. If the employee so requests, a Union representative may assist in the development of the agreement. Telework agreements will be maintained in the supervisor’s employee work folder

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

   (1) If the base commander closes the installation due to weather, the employee, who has a telework agreement should know if he/she is expected to telework from the alternative duty location. (2) Continuity of Operation (COOP) exercises during the spring/summer allows for employees/management to access and determine any issues that need to be corrected with system maintenance operations in the event of an actual emergency.

c. 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.

d. On a case-by-case basis, the employee and manager may mutually agree to change the established schedule to meet adhoc needs.

8. Call Back

a. Employees may be required to report to their official duty station for previously scheduled training, conferences, other meeting, or to perform work on a short term basis that cannot otherwise be performed at the alternative worksite or accomplished via telephone or other reasonable alternative methods.

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. In such cases, employees will be provided reasonable advance notice and be provided a reasonable time to report. Employees should make every effort to report as soon as possible but are permitted up to two hours to report, with good and sufficient reason.

9. Cancellation of Telework Agreement

a. Telework agreements may be cancelled by either party. The employee may terminate a telework agreement at any time. Management may terminate the agreement for just cause and will give the employees a 2 week notice to return to their traditional worksite. The employee may be required to return to the worksite sooner than 2 weeks, if there is an emergency situation. 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 4;
   (2) The employee is placed on a Performance Improvement Plan (PIP) in accordance with MLA Article 15, Employee Performance. The employee is eligible to re-request participation 60 days after expiration of the PIP:
   (3) 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;
   (4) Conditions have changed so that all of the employee’s work must now be done only at the employee’s regular workplace.

b. Employees may be removed from telework for just and sufficient cause or violations of the telework agreement. Prior to an employee’s telework agreement being cancelled, the employee and supervisor will meet to discuss any specific problems. This discussion will be confirmed in writing.

c. When a decision is made to remove an employee from the Telework Program, due to performance or conduct, the employee must be given written notice indicating the reason(s) for removal. Unless otherwise specified, the employee may reapply for Telework Program participation 30 calendar days after removal from the program, provided that her/his performance is at least fully successful.

10. 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 annual leave or report to the traditional worksite. If an employee is unable to continue to work that day in the alternative worksite, and it is impractical for the employee to report to the traditional 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 also provide the employee the opportunity to request approved leave, use earned credit hours, or previously earned compensatory time off.

11. 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 on overtime and MLA Articles 23 and 24 on leave.

b. Fitness/Wellness time (LN) is not approved to be used on telework days.

c. Employees are required to record time worked in telework status on their time cards as Regular/Recurring (TW – Telework Regular), Situational (TS – Telework Adhoc, Situational), or Medical (TM – Telework Medical).

12. Temporary Changes

a. Employees may be required to report to their regular workplace for previously unscheduled training, other meetings, or to perform work on a short term basis that cannot otherwise be performed at the alternative worksite or accomplished via telephone or other reasonable alternative methods.

b. Employees may also be required to report to their regular workplace for unanticipated operational exigencies to perform work which cannot be performed on another workday, at the alternative worksite, via telephone, or other reasonable alternative methods. In such cases, employees will be provided reasonable advance notice when possible and be provided a reasonable amount of time to report.

13. Emergency Closing/Late Opening/Early Dismissals

When the traditional 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 Individual Telework Agreement. The supervisor may excuse a teleworking employee from duty during an emergency closing/dismissal situation if the emergency also 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 duty site that is closed.

14. 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 official duty station; and

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

15. Equipment and Support

a. The Agency will provide information technology equipment and services 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 GFE and personally owned computers to enable access to unclassified DoD systems and networks consistent with criteria and guidelines established by the DoD CIO and SAF/CIO. Personally owned computer 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 government owned equipment (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. With budgetary constraints, general office supplies will be provided to teleworking employees. Normally, printers and toners will not be provided.

16. Equal Treatment

Teleworkers and non-teleworkers shall be treated the same for the purposes of performance appraisals, training, rewarding, reassigning, promotions, reducing in grade, retaining, and removing employees, work requirement, and other acts involving managerial discretion.

17. Reporting to Union

Management will provide the Union, upon request, the following statistical information:

a. No more than once annually, the total number of telework eligible positions broken down by installation and major sub-organization (Wing, Center, tenant organization),

b. No more than once annually, total number of AFMC employees who teleworked and how many teleworked on a situational vs regular and recurring basis.

c. Upon request of the local president, installation and major sub-organization breakout of how many employees teleworked and how many teleworked on a situational vs regular and recurring basis.

18. 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//
________________________                                       _______________________
CANDY LOHNER				                       TROY TINGEY
Employee Relations Specialist                                  President
HQ AFMC/A1KL				                       AFGE Council 214                                                                               


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

5/4-9 Compresses Work Schedules (CWS) within The Air Force Life Cycle Management Center (AFLCMC)

Date: 
Wed, 08/16/2017
Memorandum of Agreement (MOA)

On

5/4-9 Compressed Work Schedules (CWS)

Within

The Air Force Life Cycle Management Center

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 matter as they apply to AFGE bargaining unit employees (BUEs) covered by the Master Labor Agreement (MLA) between the Parties.

2. The Air Force Life Cycle Management Center (AFLCMC) is allowing for the use of a 5/4-9 CWS, compliant with the terms of this MOA, throughout the entire Center, so long as the use does not have an adverse impact to mission needs or workload. This MOA is applicable only to a 5/4-9 CWS insofar as those schedules within AFLCMC.

3. Bargaining Unit Employee (BUE) use of the CWS will be voluntary. BUEs who opt-in to the CWS option will participate in a 5/4-9 schedule (eight 9-hout days, one 8-hour day, and one Regular Day Off (RDO)).

4. This MOA, along with management provided guidance, will be uploaded on the AFLCMC Personnel Directorate's (AFLCMC/DP) SharePoint site. Employees will be informed how and where to access the information on the SharePoint site.

5. Programs already in place (e.g. wellness/fitness, telework) will not be affected by this MOA or CWS option. BUEs who are approved to participate in the CWS option are authorized to use these programs within existing guidelines.

6. BUEs who choose not to participate in the CWS program can earn and use credit hours in accordance with applicable laws, regulations and established guidelines. BUEs will schedule the earning and use ofcredit hours with supervisory approval. BUEs with existing credit ho1.u-s will be required to use all of the existingcredit hours before staiiing the CWS.

7. The following will be mutually agreed upon by the supervisor and the employee, formally annotated in the Supervisoris Employee Brief (AF Form 971 ), and a copy given to the employee:

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

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

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

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

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

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

c. Employees will be allowed to continue in their current AWS until the employee, with prior supervisory notification and approval, converts to the CWS covered by this agreement, another existing/approved AWS, a regular work schedule, or attrites from AFLCMC. Existing local agreements on 5/4-9 CWS will remain in effect and will not be impacted by this MOA. Supervisors should ensure they contact their local Labor Relations office to verify whether a local agreement affecting AFLCMC employees remains in effect.

d. BUEs will receive a written notice of approval/disapproval within 21 calendar days of the date of submission. If any part of a BUE's request is disapproved (for example, starting time, ending time, RDO), the written notice will include the reason for disapproval.

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

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

 

FOR MANAGEMENT                                  FOR THE UNION 


//signed//                                      //signed//
__________________________                      _______________________
ERIC L. DILWORTH                                TUJA STUARD
Director of Personnel                           Executive Assistant
Air Force Life Cycle Management Center          AFGE Council 214



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

Special Programs Guidance (SPG), Air Force Logistics Professional Development Pgm (AF LPDP)

Date: 
Thu, 06/13/2019
MEMORANDUM OF AGREEMENT (MOA)
on
Special Programs Guidance (SPG),
Air Force Logistics Professional Development Program (AF LPDP)

 

This MoA replaces the following MoA:
"AFMCI 36-202, Logistics Professional Development Program (LPDP)" dated 25 Oct 2016

 

1. The American Federation of Government Employees (AFGE) Council 214 and Air Force Materiel Command (AFMC), hereafter referred to as the Union and Management, 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 program is codified in Special Programs Guidance, Air Force Logistics Professional Development Program (AF LPDP), dated 3 Aug 18, and is a voluntary logistics certificate program open to employees in, or were previously in, the Logistics career field in the disciplines of Supply Management, Maintenance Support, Deployment/Distribution/Transportation, or Life Cycle Logistics. AF LPDP offers four distinct certificate programs; Professional Supply Management Certificate Program (PSMCP), Professional Maintenance Certificate Program (PMxCP), Professional Deployment/Distribution/Transportation Certificate Program (PDDTCP), and Professional Life Cycle Logistics Certificate Program (PLCLCP). Each program offers 5 levels of certificates requiring defined experience and training. In addition, levels 3-5 require varying degrees of formal education, developmental education, and leadership experience, all of which are identified on the application requirement sheets, accessible on the AF LPDP SharePoint site at https://cs2.eis.af.mil/sites/10352/SitePages/Home.aspx. AF LPDP provides a structure for pursuing and documenting the attainment of key competencies important to progression in the logistics career field. Eligible participants include civilian General Schedule (GS)/Acq Demo and Federal Wage System (FWS) employees with experience in one or more of the identified Logistics disciplines. This MOA authorizes implementation of AF LPDP, subject to the provisions below.

3. The program is open to all qualified AFMC Logistics (current and past)GS/Acq Demo and FWS employees.

4. The Parties agree that training and development opportunities shall be offered on a fair and equitable basis to all participating employees. Failure or success in progressing through this voluntary program shall not factor into employee performance evaluations.

5. Management agrees to keep the Union informed of progress in the development of new training and education resources, particularly Union proposed courses.

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//
________________________________                                ___________________________
SANDRA B. WIMBERLY                                              TUJA STUARD
Chief, Workforce Development Branch                             Executive Assistant
HQ AFMC/A4PT                                                    AFGE Council 214




//signed//                                                       //signed//
________________________________                                 ____________________________
BRIAN FRIEDRICH                                                  GREGORY Y. PEARSON
Labor Relations Specialist                                       Executive Assistant
HQ AFMC/A1KL                                                     AFGE Council 214

Use of Official Time by Designated Union Reps to Review AFI 36-704, Discipline and Adverse Actions of Civilian Employees

Date: 
Tue, 04/30/2019
MEMORANDUM OF AGREEMENT (MOA)

Concerning

Use of Official Time by Designated Union
Representatives to Review
Air Force Instruction (AFI) 36-704, Discipline
and Adverse Actions of Civilian Employees

References:
    A. AFI 36-704, Discipline and Adverse Actions of Civilian Employees dated 3 July 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 Memorandum of Agreement regarding subject instruction as it applies to bargaining unit employees covered by the Master Labor Agreement (MLA) between the parties.

2. AFI 36-704 (reference A) implements Title 5 United States Code, Chapters 43 and 75, and the implementing regulations in Title 5, Code of Federal Regulations, Part 752 by providing procedural guidance for taking disciplinary and adverse actions against certain civilian employees paid with appropriated funds. This AFI includes information regarding employees' right to representation, provide a response to proposed actions, and view supporting documentation, along with their rights to appeal decisions.

3. The parties agree that, within one week of the signing of this agreement, the Union will provide AFMC/Al KL the names of four employees to serve as Union reviewers. These reviewers will serve as the AFI review team. Each reviewer shall be granted up to 8 hours of official time over a period of two weeks to complete a review of the AFI and submit local input to AFGE C214.

4. Before the review begins AFMC will provide each Union reviewer one hard copy of the current AFI and one copy of the version dated 22 July 1994. The review will start when the AFGE C-214 representative notifies AlKL that they are ready for the field review (NLT 2 weeks after signing of this agreement).

5. Following the review, an additional 2 hours of official time will be authorized for each local reviewer to collaborate with AFGE Council 214 on the compilation of concerns. AFGE Council 214 will submit to AFMC a complete list of paragraphs at issue, union concerns, and interests to be bargained, not later than 7 business days following the final day of the final collaboration week, which will end no later than 5 weeks after the signing of this document.

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

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

For Management/Date                                         For the Union/Date



   //signed//                                                  //signed//
____________________________________                       _____________________________
AMANDA BLANKENSHIP                                         TROY TINGEY
Human Resources Specialist                                 President
(Employee Relations)                                       AFGE Council 214




   //signed//                                                 //signed//
____________________________________                       ______________________________
BRIAN FRIEDRICH                                            TUJA STUARD
Human Relations Specialist                                 Executive Assistant
(Labor Relations)                                          AFGE Council 214
HQ AFMC/A1KL

AFI 31-122 Department of the Air Force Civilian Police/Security Guard (DAF CPISG) Program, 31 July 2015

Date: 
Tue, 04/16/2019
MEMORANDUM OF AGREEMENT (MOA)

on

AFI 31-122 Department of t/ze Air Force Civilian Police/Security Guard (DAF CPISG) Program, dated 31 July 2015

1. The American Federation of Government Employees (AFGE) Com1cil 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 31-122 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 31-122 subject to the provisions below.

3. The 13 employees who encumbered positions before 22 October 2010, when AF! 31-283 was implemented will become subject to AFI 31-122 standards related to their position 12 months after the date this MOA is signed.

4. 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 31-1221 Waiver Process, Attachment 8, A8.2, which outlines the waiver process and how the employee can obtain supporting documentation.

5. 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.

6. Initial and continuing medical examinations and evaluations will be performed in accordance with AFI 31-122.

7. 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 31 122 will apply.

8. In the event that an employee fails to pass the medical screening process or requires medical restrictions that management is unable to accommodate, the employees 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.

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

10. 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.

11. 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).

12. 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 PAI 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 31-122, Paragraph 6.7. Employees will be given a PAT no less than 90-days after being medically cleared from a medical condition related to physical agility.

13. 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 31-122, Paragraph 6.8.9. Funding for the VA-LETC alternative PAT location will be approved and funded by the MAJCOM or respective unit. All other provisions of AFI 31-122, Paragraph 6.8.9., and Attachment 11 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 31-122, Chapters 6.8. 1O. through 6.8.13.1.

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

15. 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.

16. 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                                    TUJA STUARD
Chief, Security Forces Division                               Executive Assistant
Directorate of Logistics,                                     AFGE Council 214
Civil Engineering, Force Protection, 
and Nuclear Integration
HQ AFMC




//signed//                                                   //signed//
_______________________________                              __________________________________
COLLETTE MYERS                                               TROY TINGEY
Human Resources Specialist                                   President
Labor Relations                                              AFGE Council 214
HQ AFMC/A1KL

Acquisition Demo (AcqDemo) Program at Arnold Air Force Base (AFB)

Date: 
Thu, 02/14/2019
MEMORANDUM OF AGREEMENT (MOA)
ON

Acquisition Demo (AcqDemo) Program at

Arnold Air Force Base (AFB)

 

References:
A. DOD Civilian Acquisition Workforce Personnel Demonstration Project (AcqDemo) Operating Guide, dated 7 Jun 2018
B. AcqDemo Federal Register Notice; 82 FR 52104, dated 9 Nov 2017
C. Acquisition Demo Program Expansion to Arnold A.F.B. MOA, dated 31 Aug 2015

Due to changes in the Federal Register regarding the AcqDemo Program, this MOA rescinds the Acquisition Demo (AcqDemo) Program at Arnold Air Force Base (AFB) MOA dated 21 November 2016 and implements the 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 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. AcqDemo is a congressionally-mandated project designed to provide an alternative to the General Schedule personnel system. The DOD AcqDemo Operating Procedures outline the scope of management and employee responsibilities, participation, and transition within the AcqDemo project (Reference A). The Federal Register noted above (Reference B) provides the basis for the AcqDemo Operating Guide. This MOA provides guidance for the trial application of the AcqDemo program at Arnold A.F.B. as outlined in the Acquisition Demo Program Expansion MOA (Reference C).

3. This MOA will be provided to all BUE’s incorporated into the AcqDemo program.

Position Requirements Document (PRD)

4. The PRD will accurately reflect the duties, responsibilities, and KSA’s for the occupational series, title, career path, and broadband level of the position. The PRD will also contain the Contribution-Based Compensation and Appraisal System (CCAS) Factors, with their Expected Contribution Criteria, Discriminators, and Descriptors designed for the corresponding career path and broadband level. These are the Factors on which the employees’ contributions will be evaluated. A Position Evaluation Statement will be included for all tiered positions, providing the rationale for the position’s tiering determination. If provided, supervisors, will consider input from the employee when writing the Position Evaluation Statement to accurately encompass all necessary information to justify the current or proposed tier for the employee.

5. Each employee will receive a PRD or addendum upon entry into an AcqDemo position. Each employee currently under AcqDemo will receive an updated PRD to reflect recent changes in the form within 15 work days of the signing of this MOA.

Performance Appraisal Quality Level (PAQL)

6. In order to comply with 10 United States Code (U.S.C.) ⸹1597(f) CCAS has been modified to embrace the quality of performance an employee demonstrates in achieving his/her expected contribution results through an assessment of performance under each of the contribution factors. Performance criteria are defined in the three performance appraisal quality levels and includes the criteria on which employee performance is appraised. They are assigned through the comparison of the CCAS factor Expected Contribution Criteria, descriptors and discriminators, an employee’s contribution plan, and the impact of the quality of the contributions on the organization.

7. Performance criteria will be defined for each quality level, to include “Fully Successful” performance. Performance criteria will be written in a manner such that an employee is able to recognize when they exceed contribution criteria and achieve a performance appraisal quality level rating of “outstanding”. Performance Appraisal Quality Levels recognizes the contribution criteria and reflect the performance level of the work outcomes to the organization and mission.

8. When an individual factor is rated “Outstanding” or “Unacceptable,” a performance narrative will be written to capture the justification for such rating. Supervisors will be instructed to include specific areas for improvement when an employee receives an unacceptable PAQL.

9. Upon request, the supervisor will provide clear guidance on how to perform at the “Outstanding” performance level for each contribution factor. Clear guidance is information recorded in the Supervisor’s Employee Brief or on a separate piece of paper for insertion into the Supervisor’s Employee Brief or into CAS2Net, that briefly and accurately describe the level of performance required by the employee to perform at the “Outstanding” level for each factor. The supervisor will sign and date the written guidance and the employee will sign and date acknowledging receipt. The supervisor will retain a copy in the Supervisor’s Employee Brief and provide a copy to the employee.

10. Upon employee request, supervisors will meet with the employee to discuss progress of the contribution plan, areas needing improvement, assistance available, and expectations for the remainder of the cycle.

Contribution Plan (CP)

11. CCAS is an appraisal system that measures the employee’s contribution and performance to the mission of the organization. The CCAS appraisal cycle starts 1 October and ends 30 September each year. A CP outlines the expected contributions to the organization’s mission for each employee throughout the rating cycle. The CP will be developed based on the duties identified in the PRD and IAW AFMC business rules. The CP is a written document, which is maintained online in the Contribution-Based Compensation and Appraisal System Software for the Internet (CAS2Net) of contribution objectives tailored to the duties and responsibilities of each individual employee. The CP will accurately reflect management’s expectations for contributions, and to ensure the employee’s contributions are commensurate with their current salary.

12. Management will ensure pay pools use the Broadband Level Descriptors and Discriminators as the benchmarks by which employees will be evaluated for their contributions along with each factor’s expected contribution criteria for performance during the CCAS appraisal cycle.

13. Employees are allowed and encouraged to provide ideas, comments, or recommendations relating to contribution objectives to supervisors for consideration at any time or when the contribution plan is being changed. Any hard copy employee written input will be retained in the Supervisor’s Employee Brief, for the life of the plan. When an existing contribution plan is issued, employees will be provided a reasonable amount of time to review and provide comments to the contribution plan.

14. At the beginning of each CCAS appraisal cycle, the supervisor should communicate the organization’s mission and goals to the employee. Employees will be given the opportunity to provide input regarding proposed contribution objectives for the CCAS cycle via the CAS2Net system. The CP will address all three factors of contribution evaluation in the Contribution – Results – Impact (CRI) format. The supervisor will finalize the CP in CAS2Net and discuss the final CP with the employee IAW the AcqDemo Operating Guide. If additional clarification or explanation of the CP is provided during the discussion, the discussion will be documented on a separate piece of paper or Memorandum for Record (MFR) and inserted into the Supervisor’s Employee Brief (AF Form 971). The date and method of communication regarding the CP will be entered in CAS2Net by the supervisor. Whenever an employee’s duties, mission, or goals significantly change in a manner that the CP is no longer applicable, the employee and supervisor will discuss the new duties and the CP will be updated in CAS2Net as necessary. Employees will be allowed up to 2 hours to review and provide comments on the contribution plan. In the application of the overall contribution plan, the employer will take into account mitigating factors such as availability of resources, equipment, lack of training, or frequent authorized interruptions of normal work duties.

Mid-Point Reviews

15. A minimum of one mid-point review will normally be held at the midpoint of the annual CCAS cycle. The employee may request additional feedback at any point during the CCAS cycle. The mid-point review allows employees and supervisors to discuss the employee’s current contributions and performance compared to the employees CP, and allows the supervisor to provide feedback on how to improve contributions and performance or maintain current contribution and performance levels, compared to pay pool established rating criteria. The supervisor will finalize the mid-point review in CAS2Net and discuss it with the employee IAW the AcqDemo Operating Guide. If any areas of needed improvement are identified, or any other details the supervisor feels are pertinent to record are discussed, the discussion will be documented on a separate piece of paper or MFR and inserted into the Supervisor’s Employee Brief. The supervisor will record the date and method of communication regarding the mid-point review in CAS2Net. Supervisors may consider discussions with employees when reviewing mid-point feedback records during final appraisal.

16. Prior to each scheduled mid-point review and the final CCAS appraisal, the employee is encouraged to provide "self-assessment" statements within CAS2Net, utilizing “CRI” format and ensuring that all three factors are addressed. Employee self-assessment statements are voluntary and the absence of a self-assessment statement alone will not justify a negative mid-point review, appraisal result, or PAQL score.

CCAS Appraisal Process

17. Employees will have access to training on writing effective “self-assessment” statements and contribution objectives. Training should include how to depict demonstrated quality of performance in achieving expected contributions. Employees will be granted a reasonable amount of duty time to complete “self-assessment” statements.

18. When determining an employee’s CCAS contributions, associated compensation, and performance; weighting of factors may be used at the discretion of the pay pool and pay pool manager IAW the AcqDemo Operating Guide and local business rules. The total award budget distribution between CCAS awards and other awards throughout the year will be decided by a Personnel Policy Board IAW the AcqDemo Operating Guide. Pay pools which include bargaining unit employees should ensure a Union representative be provided with a copy of pay pool business rules and provided an opportunity to provide feedback. The Union will be notified at least 15 calendar days prior to the CCAS pay pool deliberations taking place. The total award budget set aside for CCAS awards will be IAW the Civilian Acquisition Workforce Personnel Demonstration Project (AcqDemo) Federal Register.

19. The supervisor will communicate the appraisal Overall Contribution Score (OCS), PAQL score, factor scores, and pay adjustments to each employee in a formal feedback session. The supervisor will record the date and method of communication in CAS2Net.

20. Employees who are under CCAS for less than 90 consecutive calendar days and are in a pay pool as of September 30 will receive General Pay Increase (GPI) IAW the Federal Register.

21. The pay pool manager and supervisors must ensure the employee information contained in the program is safeguarded during the CCAS process. The Privacy Act of 1974 applies to all data, regardless whether finalized or not, during the entire process. Employee information, such as name, will not be disclosed outside of pay pool proceedings. Pay pool managers who convey the outcomes of the CCAS process must do so in a manner that ensures individuals cannot be personally identified by the posting of the results.22. Supervisors should document counseling sessions when employees receive feedback for deterioration of contributions or performance. Feedback sessions should be conducted between the supervisor and employee when the deterioration in contributions or performance occurs. Documentation of these sessions should occur following counseling sessions. Deteriorating contributions or performance must be documented prior to initiating a Contribution Improvement Plan (CIP).

22. To maintain a quality civilian workforce and encourage employees to strive for top performance, supervisors should take positive action as soon as a performance problem is observed. At any time during the performance appraisal cycle that the employee's contribution and/or performance starts deteriorating, the supervisor will initiate an opportunity period to give the employee a reasonable amount of time to demonstrate acceptable contributions and/or performance. This means an amount of time commensurate with the duties and responsibilities of the employee's position sufficient to allow the employee to show whether he or she can contribute adequately and/or perform acceptably to the standards. The supervisor will help the employee improve performance during the opportunity period. This can include supervisory instruction and counseling personal demonstration, peer coaching, frequent reporting, special assignments, on-the-job training, etc. Although not required by regulation, formal training may be provided. This training should be given a sufficient high ranking within the appropriate training priorities."

23. Management will take appropriate action to timely effect any changes to an employee’s performance records when it has been determined appropriate under the negotiated grievance procedures of the MLA or other appeal process.

Contribution Improvement Plan (Optional and Mandatory)

24. A decision to reduce pay or remove an employee for inadequate contribution or performance shall be IAW AcqDemo Operating Procedures. All employees shall be given a written notice of proposal to take a contribution or performance based action at least 30 calendar days prior to the date the action will be effective. All relevant documentation pertaining to a reduction in pay or removal that is based on inadequate contributions or performance shall be preserved and made available for review IAW AcqDemo Operating Procedures. In the event that a proposed action does not take place because an employee has achieved an adequate level of contribution or performance the employee will be notified in writing that the proposed action will not be taken, with the employee receiving a copy and a copy retained in the Supervisor’s Employee Brief (AF Form 971).

Transfers and Reassignments

25. In the event of downsizing associated with a formal reorganization/realignment, management will inform potentially affected employees of the potential for downsizing at least 90 calendar days prior to the action taking place. Management will inform employees of their right to request reassignment or change to a lower grade at least 90 calendar days prior to downsizing occurring. Management will also instruct potentially affected employees on the procedures for requesting expedited reassignment or change to a lower broadband or grade as a Priority Placement Program (PPP) registrant after formal notice is provided to the affected employee.

26. Employees may receive a lateral reassignment to the same or different broadband with the same maximum base pay providing the employee meets OPM qualifications standards and DAWIA requirements for the position, as applicable. A new CP will be completed to ensure the employee understands the new assignment and the contributions and performance that are expected. If the employee does not consent, the employee must be provided written notice of the intent to reassign at least 30 calendar days prior to the effective date. The employee and the supervisor will both sign the intent to reassign and a copy will be given to the employee and a copy retained in the Supervisor’s Employee Brief (AF Form 971).

27. Upon an employee’s placement to a position with no change in series or broadband level the supervisor will document in the Supervisor’s Employee Brief (AF Form 971) the date of the change, the lack of change to series, broadband level, and KSA’s, and employee understanding of the reassignment. A new CP will be completed to ensure the employee understands the new assignment, expected contributions and performance and the plan will be entered into CAS2Net.

Movement to a Lower Broadband Level

28. In the event of a voluntary change to a lower broadband in the same or different career path, the employee’s salary may be set at any point within the broadband level to which appointed, except that the new salary will not exceed the employee’s current salary or the maximum salary of the broadband level to which assigned, whichever is lower. An employee’s written request for a voluntary change to a lower broadband or different career path will include a reason(s) for the request as well as employee and supervisor signatures and dates. All actions shall be documented by use of an official personnel action and be retained in the Supervisor’s Employee Brief (AF Form 971) as well as appropriately filed IAW local procedures. If the employee applies through a USA Job Announcement and is selected, this is considered the written request.

29. An employee may receive a reduction in pay within his/her existing broadband level and career path; be changed to a lower broadband level; and/or be moved to a new position in a different career path due to a contribution based action. An employee may only be involuntarily moved to a lower broadband after the pay pool manager determined that the employee contributions resulted in an inadequate contribution which resulted in a lack of partial or no general pay increase (GPI). Change to a lower broadband is authorized when the base pay results in a salary lower than the minimum of the pre-appraisal broadband.

30. Employees who are involuntarily reduced in pay/changed to a lower broadband due to an adverse action will have their based pay reduced by at least six percent, but will be set no lower than the minimum salary of the broadband level to which assigned. Employees placed into a lower broadband due to adverse action are not entitled to pay retention.

31. Employees who are involuntarily reduced in pay/changed to a lower broadband due to a contribution based action will have their pay reduced at least six percent but will not be set any lower than the salary of the next lower stop and consider point used IAW AFMC business rules and the AcqDemo Operating Guide when considering increases in pay. Change to a lower broadband is only authorized when the decrease in pay results in a salary lower than the minimum of the pre-appraisal broadband. In the event the reduction in pay does not result in a salary lower than the minimum of the pre-appraisal broadband, no change to a lower broadband is authorized.

32. In cases where an involuntary change to a lower broadband occurs that is not a result of adverse or contribution based action (i.e. RIF/Surplus), the employee’s salary will either be their current salary if within the salary range of the new broadband, the maximum salary within the new broadband, or will receive retained pay, whichever is commensurate with the employees current salary. The employee must receive at least 30 calendar day’s written notice prior to an involuntary change to a lower broadband in the same or different career path. The written notice will include a reason(s) for the change, the planned effective date, and associated appeal rights. In addition, the employees and supervisor’s signatures and dates will be documented on the written notice. All actions shall be documented by use of an official personnel action and copies shall be retained in the Supervisor’s Employee Brief (AF Form 971).

Temporary Promotions

33. Employees who are serving in a temporary promotion will have their expected contributions adjusted accordingly, as appropriate, to account for the lack of contributions and performance relating to their primary position as outlined in their CP. Such time away from their primary position for temporary promotion duties will not be viewed as lack of contributions or performance.

Occupation, Series, and Broadband Level Concerns

34. If an employee formally raises a concern pertaining to the occupational series, title, or broadband level of his or her position to the supervisor it must be done in writing. It is the supervisor’s responsibility to inform the employee of the requirement for formal concerns to be in writing. The union will be notified in writing after an employee appeal has been filed within 10 work days. All documentation will be provided to the union pertaining to the appeal upon union request.

CCAS Grievances

35. All employees who are in the bargaining unit may grieve CCAS Overall Contribution Score (OCS), PAQL rating, and/or Contribution Improvement Plans under Article 6 of the MLA. The union may request aggregate data of the CCAS results following the closeout of an appraisal cycle.

Union Representation Duties

36. Union official who perform representation duties 100% of their time are entitled to receive the General Pay Increase (GPI). Employees who perform union representation tasks less than full time will have their expected contributions and performance standards adjusted accordingly to account for time away from the job for union representation duties. Such time away from the job for union representation duties will not be viewed as lack of contributions or performance.

37. 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//
__________________________				__________________________
RANDY SHAW						TUJA STUARD
Chief, Employee & Labor Management Relations		Executive Assistant
HQ AFMC/A1K						AFGE Council 214


  //signed//                                              //signed//
________________________				__________________________
ROBERT GOOD						ANDREW POWELL
Labor Relations Specialist				Executive Assistant
HQ AFMC/A1KL						AFGE Council 

Integrated Suicide Prevention and Integrated Sexual Assault Prevention and Response (SAPR) Annual Training

Date: 
Wed, 01/09/2019
MEMORANDUM OF AGREEMENT (MOA)

ON

Integrated Suicide Prevention and Integrated Sexual Assault Prevention
and Response (SAPR) Annual Training

(Supersedes the MOA dated 17 Feb 17 on Integrated Green Dot Total Force Training)

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

2. The Integrated Suicide Prevention and Integrated SAPR Annual Training encompasses multiple areas of potentially hazardous behaviors within the Air Force, particularly sexual assault and suicide. The way forward involves a blend of both suicide and sexual assault prevention training specific to the concerns of the installation. This MOA implements the mandated requirements for Suicide and Sexual Assault Prevention Annual Training programs subject to the provisions outlined below.

3. To meet the annual training requirements there must be one component of suicide prevention and one component of sexual assault prevention. Training will be conducted separately and independently of all Commander/Director calls or any other training/briefing. New employees at their duty station will be required to complete a 90-minute Initial Bystander Training which will meet both the suicide and sexual assault prevention by-law requirements. For all other employees training components (suicide prevention and sexual assault prevention) will be determined locally and therefore will be negotiated locally. Mandatory training requirements must be completed annually by the end of each calendar year, i.e. calendar year 2019 must be accomplished by 31 December 2019.

4. An employee who, for personal reasons, does not feel comfortable participating in the face-to-face annual 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. An individual requesting the alternate training method will not be required to complete the training until the training material has been finalized and made available for use. The Union will be informed when the training material has been finalized and will be allowed to view material prior to employee use. Once the training is complete, the supervisor will report completion to the Unit Training Manager who will update the employee's training record. Supervisors do not have the authority to deny employee access to the alternate training method.

5. Those employees not available to attend the training due to TDY, leave, or any other reason will be provided guidance on make-up sessions and alternate training procedures by their immediate supervisor.

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//						         
_________________________                                                   ________________________________
DAVID L. TAYLOR                                                             TUJA STUARD
Chief, Readiness and Integration Division                                   Executive Assistant
Directorate of Manpower, Personnel and Services                             AFGE Council 214
HQ AFMC/A1R



    //signed//                                                                //signed//

________________________                                                    ________________________________
COLLETTE MYERS                                                              ANDREW POWELL
Human Resources Specialist,                                                 Executive Assistant
Labor Relations                                                             AFGE Council 214
HQ AFMC/A1KL

Updates to Expeditionary Status Coding

Date: 
Thu, 11/15/2018
MEMORANDUM OF AGREEMENT (MOA)

ON

Updates to Expeditionary Status Coding

References:
  A. HQ AFMC/AlKK briefing to the Union 6 Feb 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 corrected 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 is changed will be notified of the change within 30 calendar days of the signing of this MOA.

4. Employee performance, to include establishment of performance elements and feedback sessions, will be in accordance with Article 15 of the MLA.

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 require 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 Union will be provided a list of impacted employees that will include the employee's installation, to/from expeditionary coding change, the employee's series, and the employee's grade within 20 work days of the signing of this MOA. The Union will be notified once all expeditionary coding changes have been completed in DCPDS.

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/date                                         For the Union/date



  //signed// 15 Nov 18                                        //signed// 15 Nov 18
_________________________________                          ______________________________
STEPHANIE PETERANGELO                                      TUJA STUARD
Human Resources Specialist                                 Executive Assistant
HQ AFMC/A1KK                                               AFGE Council 214



  //signed// 15 Nov 18                                       //signed// 15 Nov 18
__________________________________                         ________________________________
BRIAN FRIEDRICH                                            ANDREW POWELL
Labor Relations Specialist                                 Executive Assistant
HQ AFMC/A1KL                                               AFGE Council 214

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