AFLCMC use of Foreign Military Sales (FMS) Job Order Numbers (JONs) within Automated Time Attendance and Production System (ATAAPS)

Date: 
Thu, 12/01/2016
MEMORANDUM OF AGREEMENT (MOA)

ON

AIR FORCE LIFE CYCLE MANAGEMENT CENTER USE OF FOREIGN MILITARY SALES (FMS)
JOB ORDER NUMBERS (JONS) WITHIN AUTOMATED TIME ATTENDANCE AND PRODUCTION SYSTEM (ATAAPS)


References:
A. Briefing to the Union “Use of Job Order Numbers (JONs) – dated 3 August 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, 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. ATAAPS is a web-based application that provides online entry, update, concurrence and certification of time and attendance data for civilian employees of various DoD agencies. It directly interfaces with the Defense Civilian Pay System (DCPS) and uses JONs for input of time. This MOA authorizes the implementation of the use of JONs within ATAAPS for AFLCMC to capture Foreign Military Sales (FMS) hours for accounting purposes. Use of FMS JONs outside of AFLCMC personnel supporting FMS is subject to a separate negotiation.

3. Initial implementation training will be provided by trained analysts, prior to employees utilizing the AFLCMC assigned FMS JONs within ATAAPS. After initial implementation, future AFLCMC employees who rotate into the Center will receive assistance on the use of FMS JONs from Customer Service Representatives (CSRs). FMS Employees who rotate into AFLCMC will be provided a reasonable amount of duty time to train on the use of AFLCMC FMS JONs within ATAAPS.

4. Information pertaining to a specific individual will be protected in accordance with the Privacy Act of 1974. Data collected in ATAAPS will be used by AFLCMC/FZA for official purposes only and access to individual timesheets will be limited to authorized officials with regards to a need to know basis.

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

6. Prior to AFLCMC initial implementation of the use of FMS JONs in ATAAPS, analysts will provide affected employee(s) training regarding their increased use of FMS JONs to include accurate annotation of entering, review, and adjustments against their pay period submissions. After system activation, employees may request and be provided a reasonable amount of personal assistance in order to accurately code/annotate their timecard. Employees will continue with their current use of the ATAAPS system for timekeeping practices until training has been completed for all current employees. The employee’s management official will arrange a reasonable amount of duty time during the employee’s working hours for the employee to complete the training. Employees should complete their training in a timely manner, but no later than six months after the effective date of this MOA. All employees who rotate into the center after the effective date of this MOA should complete their training no later than six months after their effective start date. The employee’s supervisor will track completion of their employee’s training. This MOA is in effect for employees who support Foreign Military Sales only. FMS employees under AFLCMC will report their time against the respective FMS JONs in which they supported during each pay-period.

7. Employees will be provided access to a private work station with a suitable computer and a printer. Access includes a reasonable amount of time during an employee’s working hours to record daily hours for FMS JONs worked during the day, make ATAAPS bi-weekly submissions and for incidental ATAAPS updates and/or inquiries.

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

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//

__________________________                       ___________________________
KIRSTEN O’HALLORAN                               TROY TINGEY
FMS Branch Chief                                 President
AFLCMC/FZAS                                      AFGE Council 214



 //signed//                                       //signed//
___________________________                      ___________________________
COLLETTE MYERS                                   ALISA RECKER                 
Labor Relations Specialist                       Executive Assistant
HQ AFMC/A1KL                                     AFGE Council 214



 //signed//                                       //signed//
_________________________                        ____________________________
JAMES REITZEL                                    ANDREW POWELL
Chief, Workforce Management Branch               Executive Assistant
HQ AFMC/FMFW                                     AFGE Council 214

DPMAP Training

Date: 
Thu, 10/06/2016
 
MEMORANDUM OF AGREEMENT (MOA)

Concerning

DoD Performance Management Appraisal Program (DPMAP) Workforce Training


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

2. Prior to DPMAP implementation, Air Force has established that a training plan and schedule must be in place to ensure that covered employees and their supervisors receive DPMAP training. DoD has established two types of training, instructor-led training (ILT) and computer-based training (CBT). AFMC has also pursued a third option for training, in which training will be presented as a combination of the ILT and CBT. The length of the ILT and combination training sessions may vary due to the audience and instructor.

3. The parties agree that employees will be allowed to complete DPMAP training while in a duty status.

4. The local union president will be invited to attend and participate in the ILT sessions. Union presidents may designate a representative to attend and participate on their behalf.

5. Employees are free to contact the local union presidents or the servicing Civilian Personnel office if they have questions concerning the topics addressed in the DPMAP training.

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

 
For Management/Date				For the Union/Date



  //signed//                              //signed//
____________________________		______________________________
JAN KROHN				TROY TINGEY
Employee Relations Specialist     	President
HQ AFMC/A1KL				AFGE Council 214



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

AFI 21-101, Aircraft and Equipment Maintenance Management and Draft AFMC Supplement, dated 19 July 2016

Date: 
Thu, 07/28/2016
MEMORANDUM OF AGREEMENT (MOA)

ON

Air Force Instruction (AFI) 21-101, Aircraft and Equipment Maintenance Management, and Draft AFMC Supplement, dated 19 July 2016


References:

B. Executive Order 13522, Creating Labor-Management Forums To Improve Delivery of Government Services, dated 9 December 2009

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

2. Air Force Instruction 21-101 (reference A) is the master Air Force publication governing maintenance, a process that employs approximately 740 bargaining unit mechanics and technicians. The instruction undergoes major revision every few years, which requires updates to MAJCOM supplement and installation level instructions, each of which requires union bargaining. In the past, Command-level bargaining commenced when the AFI was fully developed. Coordination of AFI 21-101 and the Draft AFMC Supplement was accomplished in accordance with the Pre-Decisional Involvement (PDI) directive of Executive Order 13522. The result was a union-coordinated document achieved in an effective and timely way.

3. To the maximum extent possible negotiated language from this agreement has already been incorporated into the integrated AFI 21-101 AFMC Sup document. Bargained language not incorporated in AFI 21-101 AFMC Sup is provided in this MOA. This agreement implements AFI 21-101 and the AFMC Supplement, as reviewed by the Union, subject to the following provisions.

4. Safety information will be available and clearly posted. Personnel in hazardous areas will be briefed about the situational dangers associated with the hazardous area. Requirements will be identified to the BUE, ensuring facilities meet AF industrial environmental standards IAW AFI 91-202, as implemented under the most recent bargaining agreement.

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

 
For Management/Date                                 For the Union/Date

 //signed//                                          //signed//
____________________________                        ________________________
SCOTT T. FIKE, Colonel, USAF                        TOM ROBINSON
Chief, Maintenance Division                         Executive Assistant 
HQ AFMC/A4M                                         AFGE Council 214
 

 
 //signed//                                          //signed//
________________________                            __________________________
ROBERT GOOD                                         ANDREW POWELL
Labor Relations Specialist                          Executive Assistant       
HQ AFMC/A1KL                                        AFGE Council 214
 


AFI 36-703, Civilian Conduct and Responsibility, dated 18 February 2014

Date: 
Fri, 04/29/2016
MEMORANDUM OF AGREEMENT (MOA)
On
AFI 36-703, Civilian Conduct and Responsibility, dated 18 February 2014

This MOA supersedes and replaces AFI 36-703 MOA, dated 30 Jul 2003


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

2. AFI 36-703 provides standards of conduct and individual responsibility for civilian employees. The instruction has been updated to establish proactive roles and responsibilities for supervisors and employees in preventing and responding to violence in the workplace. Other updates modify guidance on employee rights and responsibilities, furnishing testimony, civilian dress, workplace relationships, nepotism, limited personal use of government computers, and fraud, waste, and abuse.

3. Management will ensure that new employees are briefed on the civilian conduct, and the Air Force Core Values.

4. Conduct outside duty hours shall be governed by applicable federal/state/local laws. However, if an employee's participation in such activities interferes with/adversely affects the mission of the armed forces or interferes with the duty performance of the employee, other employees or military members, the employee may be subject to disciplinary action.

5. An employee is entitled to a reasonable amount of duty time to confer with members of Equal Opportunity Office, the Inspector General, the Civilian Personnel Flight, and/or the Local Union on matters relating to their employment. Employees must comply with official/time release procedures to leave the workplace to confer \with these offices. IAW law and/ or AFI, Management will honor an employee's request to not disclose information that would compromise t11e privacy and integrity of such a discussion.

6. An employee may invoke his/her Fifth Amendment rights and refuse to answer any question that might lead to self-incrimination unless a guarantee is provided that the testimony cannot and will not be used in a criminal prosecution. An employee may not be disciplined for refusing to answer questions not shielded from criminal prosecution under this provision. If known at the time of the interview that criminal prosecution is a possible outcome of an investigatory interview, the employee will be informed of this fact before being questioned.

7. Management agrees to respect the rights of employees to participate in social/civic activities of a political nature while not in a duty status as long as that participation does not result in a violation of the Hatch Act, 5 U.S.C. § 7321-7326. However, employees may also be subject to disciplinary action, up to and including removal, if convicted of inciting or taking part in a riot, civil disorder, or any group activity that results in damage to property or injury to people. Refer to AFI 36-704, Discipline and Adverse Actions, for guidance.

8. The Parties agree that valid debts should be paid, but it is not the role of the employer to adjudicate or enforce financial agreements made outside the workplace. For this reason, the Parties agree discipline shall be a "last resort" dealing with allegations of indebtedness. Generally, issues of private debt shall be adjudicated through the appropriate state and local ·authorities. Should the validity of a private debt is established by court order or admitted, a failure to satisfy an obligation can result in disciplinary action. Refer to AFI 36-704, Disciplinary and Adverse Action.

9. First line supervisor shall honor their obligations within this AFI to discuss employee concerns, provide information, and address problems in the workplace. If an employee believes he or she may be subject to disciplinary or adverse actions, he or she may request a representative to be present during the investigation interview.

10. To the extent practicable, civilian employees should be familiar with provisions of regulations. Employees with questions or concerns regarding a subject matter should seek guidance from an appropriate resource, e.g., supervisors, CPS, EEO or union representative.

11. Canvassing, soliciting, or peddling among employees during working hours or in federal facilities is not allowed except for official approval events, e.g., Combined Federal Campaign. This restriction does not apply to conducting labor organization membership drives during lunch periods or after duty hours.

12. Employees shall disclose outside employment to supervisors IAW the law and AFMCI 51- 201, Off-duty Employment. Employees may not engage in outside employment that:

• Interferes with or is not compatible with performing their government duties;
• May reasonably be expected to bring discredit upon the government or the Department of Defense;
• May tend to create a conflict of interest; or
• Will detract from readiness or pose a security risk
• Is prohibited by statute or regulation

13. Employees are expected to comply with reasonable dress and grooming standards based on comfort, productivity, health, safety, and type of position occupied. Due to the diversity of work functions and locations, appropriate dress standards may vary significantly. Employee attire will be in good repair, and should not be considered offensive, disruptive, or unsafe. Commanders or civilian equivalents may establish and publish civilian dress standards. Local/standards will be bargained locally.

14. Government equipment and networks are intended for official use and limited authorized personal use only. Limited personal use must be of reasonable duration and frequency IAW the MLA, and will not adversely affect performance of official duties, overburden systems or reflect adversely on the Air Force. All personal use must be consistent with the requirements of DOD 5500.7R, Joint Ethics Regulation and appropriate Air Force policy for which bargaining obligations have been met. Misuse of Air Force resources is misconduct, which may result in corrective disciplinary action IAW AFI 36-704. Limited personal use will be authorized in accordance with AFMAN 33-152, as implemented under the MOA dated 13 March 2014.

15. All remedies available under the MLA or 5 U.S.C. Chapter 71 are available to the Parties if either party believes the other has failed to comply with any of the requirements of this MOA. No rights of the employees, the Union or Management are waived by this MOA.

FOR MANAGEMENT	                                                        FOR THE UNION


 //signed//                                                              //signed//
_________________________                                               _______________________
RANDY SHAW                                                              TROY TINGEY
Chief, Employee & Labor Relations                                       President 
HQ AFMC/AlKL                                                            AFGE Council 214
 


 //signed//                                                              //signed//
__________________________                                              ________________________
CANDY LOHNER                                                            TOM ROBINSON
Employee & Labor Relations Specialist                                   Executive Assistant
HQ AFMC/AlKL                                                            AFGE Council 214
 

AFLCMC Unit Manning Document (UMD) Restructure

Date: 
Wed, 08/17/2016
MEMORANDUM OF AGREEMENT (MOA)
ON
Air Force Life Cycle Management Center (AFLCMC) Unit Manning Document Restructure.


References:

A. AFLCMC UMD Restructure; Briefing to the Union dated 15 June 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, hereby enter into this Memorandum of Agreement regarding organizational restructuring in the Air Force Life Cycle Management Center (AFLCMC) as it applies to bargaining unit employees covered by the Master Labor Agreement (MLA) between the parties.

2. AFLCMC is undertaking a UMD organizational restructure to align personnel within functional areas to enable the organization to better meet mission requirements.

3. This change is expected to have minimal impact on bargaining unit employees (BUEs}.

     a. No BUE positions are anticipated to be eliminated in connection with implementing this initiative. In the event that a BUE position is determined to be eliminated in connection with th.is initiative the· Local Union will be notified and management will adhere to applicable provisions of the MLA, and displaced BUEs will be afforded placement opportunities to the extent provided by the DoD Program-for Stability of Civilian Employment.

     b. Employees will retain their current grade and series. In the unforeseen event of a change to BUE grade or series, management will adhere to the provisions of Article 12 (Merit Promotion),.Article 13 (Temporary Promotion), Article 14 (Repromotion of Downgraded Employees} and Article 38 (Reassignment to Bargaining Unit Positions) of the MLA.

     c. It is anticipated that, with rare exception, BUEs will continue performing their current duties under the same supervisor. In the event that a change in supervisor is required as a result of this initiative management will adhere to the provisions of Article 38 of the MLA as applicable.

     d. BUE office designations may change) and, in rare cases, supervisory chain of command may change. In the unforeseen event of a change in working conditions as a result of a change in supervisory chain of command management will adhere to applicable provisions of the MLA.

     e. No change in physical environment or location ls planned or anticipated. In the event that a change in physical environment or location occurs in connection with this Initiative management will follow the provisions of Article 33 pf the MLA as applicable.

     f. There are no plans to create or fill true vacancies through implementation of this initiative. In the unforeseen event true vacancies are created and filed, management will adhere, as required, to the provisions of Article 38 of the MLA for fill by reassignment, and to provisions of Article 12 (Merit Promotion) and Article 13 (Temporary Promotion), as applicable, for fill by promotion.

4. AFLCMC/DPP will provide the local Union President at affected bases information regarding restructuring of the AFLCMC UMD, as applicable to the local base. The information will be provided through the local servicing Labor Relations Officer, within 21calendar days of effecting the restructured UMD, and will Include:

     a. All affected bargaining unit positions and their office symbols

     b. Identification of incumbents of these positions (if available)

     c. Organizational charts or pyramid diagrams

     d. Any changes in physical environment or location, if applicable

     e. If requested by the Local Union President, management will provide a briefing on the local changes.

5. Implementation of AFLCMC's UMD Restructure initiative may proceed without delay upon execution of this agreement. Local negotiations of any bargainable impacts, as applicable, will proceed in accordance with Article 33 of the MLA and will be bargained locally. Any issues that cannot be resolved at the local (installation) level will be resolved by the parties at Command level.

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


For Management/Date	                                            For the Union/Date


  //signed//                                                           //signed//
______________________                                              _________________________
SHERRIL. ARTUSO, Chief                                              TOM ROBINSON
Personnel Programs Division                                         Executive Assisstant 
Directorate of Personnel AFLCMC/DPP                                 AFGE Council 214
 
 	

  //signed//                                                           //signed//

______________________                                              _________________________
BRIAN FRIEDRICH                                                     ANDREW POWELL
Labor Relations Specialist                                          Executive Assistant
HQ AFMC/Al KL                                                       AFGE Council 214
 


Compressed Work Schedule (CWS) AFLCMC/EN-EZ MOA

Date: 
Fri, 03/17/2017
 
MEMORANDUM OF AGREEMENT (MOA)
ON
Compressed Work Schedule Authorization in Air Force Life Cycle Management Center Engineering Directorate (AFLCMC/EN-EZ)


References:

A. Briefing to the Union "Compressed Work Schedule Authorization – 21 Feb 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 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/EN-EZ, Engineering Directorate, is implementing an optional Compressed Work Schedule (CWS) to provide consistent work schedule opportunities to BUEs at all locations within the Directorate. BUEs who opt in to the CWS option will participate in a 5/4-9 schedule (eight 9-hour days, one 8-hour day, and one Regular Day Off (RDO)).

3. This MOA, along with management-provided guidance, will be uploaded on the Directorate SharePoint site. Employees will be informed how and where to access the information on the SharePoint site.

4. Programs already in place, such as wellness/fitness and 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.

5. 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 of credit hours with supervisory approval. BUEs with existing credit hours will be required to use all of the existing credit hours before starting the CWS.

6. The following will be mutually agreed upon by the supervisor and the employee, formally annotated in the Supervisor's Employee Work Folder (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 will be limited to no more than two changes within 365 days. The supervisor will make the final determination on approval of such schedule changes.

     c. Start times, end times, and established lunch periods of BUE 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.

7. 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. BUEs will receive a written notice of approval/disapproval. 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.

     d. 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.

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//
        _________________________                 ______________________
        LARRY TARANTO                             TROY TINGEY
        Chief, Resources and Force Development    President
        Division AFLCMC/ENR                       AFGE Council 214


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


AFLCMC Program Manager Annual Rotation Process

Date: 
Tue, 03/14/2017
MEMORANDUM OF AGREEMENT (MOA)
ON
Air Force Life Cycle Management Center Program Manager Annual Rotation Process


References:
A. AF Life Cycle Management Center (AFLCMC) briefing on Program Manager (PM) Voluntary Rotation Process dated January 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 subject rotation plan as it applies to bargaining unit employees (BUEs) covered by the Master Labor Agreement (MLA) between the parties.

2. The AFLCMC PM Voluntary Rotation Process (Reference A) is a Directorate level process designed with the intention to develop & strengthen individual program management potential via successive volunteer reassignments of intentionally different PM responsibilities & experiences. This rotation plan is designed to maximize PM exposure to the full-range of diverse and challenging PM opportunities available throughout AFLCMC. This agreement provides the agreed upon provisions for implementation of the annual PM Voluntary Rotation Process.

3. Management will invite the Local Union to briefings in which they introduce the PM Voluntary Rotation Process to employees. The Local President may designate a representative to attend the briefings.

4. Supervisors should document counseling sessions when employees receive feedback for inability to perform at an acceptable level in the new position. If performance continues to be unacceptable Article 15.04 of the MLA will apply.

5. Employees who have volunteered for the program but have been rejected through the use of a Management reclama will be provided the reasons for the rejection in writing.

6. The Union will be notified each time the volunteer matching process starts. Upon request, the results of that year’s matching process will be provided to the Union within 10 work days of the request or the conclusion of the associated matching process, whichever is later.

7. The Union will be notified in accordance with Article 33 of the MLA on any bargainable changes being made to the PM Voluntary Rotation Process.

8. BUEs may grieve reclama decisions and denial of “opt out” decisions by management under Article 6 of the MLA.

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

 
For Management/Date                                                 For the Union/Date


   //signed//                                                         //signed//
____________________                                               _______________________                     KEVIN KECK                                                         TROY TINGEY
Director                                                           President
Program Management & Acquisition Excellence                        AFGE Council 214

 

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

AFI 36-1004, The Air Force Civilian Recognition Program

Date: 
Thu, 04/13/2017
MEMORANDUM OF AGREEMENT (MOA)
ON
The Air Force Civilian Recognition Program


References: A. AFI 36-1004, The Air Force Civilian Recognition Program

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

2. The mission of the Air Force Recognition Program is to foster mission accomplishment by recognizing excellence of both military and civilian members of the force and motivating them to high levels of performance and service. The program is intended to provide special awards for superior accomplishments. AFI 36-1004 (reference A) prescribes guidance and procedures governing the AF Incentive Awards Program and delegates authority, assigns responsibility, and establishes requirements for awards and awards programs for civilian employees within the AF.

3. AF civilians will not receive monetary awards from foreign governments outside of those limits prescribed by law and regulation. Employees may receive non-monetary recognition from foreign governments (i.e. medals, certificates, honorary awards).

4. All recognition awards are/will be covered by existing regulation, the Master Labor Agreement (MLA), and MOAs. Recognition, both monetary and non-monetary, will be processed and awarded in adherence with existing policy and agreements to include, but not limited to, AFI 36-1004, the MLA, DPMAP guidance, and the Acquisition Demo (AcqDemo) Program at Arnold Air Force Base MOA, dated 21 Nov 2016.

5. Employees are highly encouraged to update their account in the My Biz website to reflect receipt of a non-monetary award.

6. Time off Awards (TOAs) are an alternative to monetary and honorary awards and may be given in conjunction with other types of recognition. The use of TOAs will be determined by a discussion between the supervisor and the employee. When conflicts in scheduling the use of TOAs occur, and the conflict cannot be resolved by mutual agreement, the employee with the longest service, as determined by service computation date, will be entitled to use the TOA first. The use of SCD for TOA conflict resolution applies when TOAs are submitted and pending approval by the supervisor, not when TOAs have been previously requested by an employee and approved by the supervisor. The final determination as to the scheduling of the use of TOAs rests with the supervisor authorized to approve leave.

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//
_____________________________                        _________________________
AMANDA SMITH-NETHERCOTT                              TUJA STUARD
Civilian Honorary and Presidential                   Executive Assistant
Rank Awards Manager                                  AFGE Council 214
AFMC Force Development Division 



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

AFI 34-144, Child and Youth Programs

Date: 
Tue, 04/25/2017

 

MEMORANDUM OF AGREEMENT (MOA)
ON
Air Force Instruction (AFI) 34-144, Child and Youth Programs
References:
A. AFI 34-144, Child and Youth Programs dated 2 March 2016
B. AFI 36-703, Civilian Conduct and Responsibility, dated 18 February 2014
C. MOA on AFI 36-703, Civilian Conduct and Responsibility dated 29 April 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, hereby enter into this Memorandum of Agreement regarding subject Air Force Instruction as it applies to bargaining unit employees covered by the Master Labor Agreement (MLA) between the parties.

2. AFI 34-144 (reference A) is a wide ranging instruction designed to give guidance over one of the most important areas to Air Force personnel, their children. The AFI contains guidance for the Child and Youth Programs (CYP), which encompasses Child Development Centers (CDC), Family Child Care (FCC) Programs, Youth Programs (YP) School-Age Care (SAC), and Youth Sports.

CYP Facilities

3. Any unsafe playground equipment or other equipment and facilities used during outdoor play will be identified in the daily outdoor inspection prior to the playgrounds being used. Unsafe equipment will be placed off limits. Management will inform BUEs of any equipment deemed unsafe for use and will ensure that repairs are completed within a realistic time span. In the event that the scheduled repairs will take more than six months to complete appropriate alternative arrangements will be made for outdoor play.

4. All animal feces found in the outdoor play area during the daily inspection will be annotated on the daily checklist and removed prior to children using the outdoor play area.

5. BUEs will report all improperly working laundry machines to management. Management will place the improperly working machine off limits for use until repair/replacement of the improperly working machine occurs. BUEs will not use any improperly working laundry machine.

6. Fire alarms or intercom systems that cannot be heard on the playground must be reported to Management as soon as discovered. At least one back up telecommunication system (Example: walkie-talkies or cordless phones) will be made available to staff. In the event that none of the aforementioned systems are operable a manager or clerk can verbally inform staff of issues.

7. Civil Engineering and the Local Union will be notified when the temperature in CYP classrooms exceeds 78 degrees for informational purposes. In the event that temperatures exceed the 82 degrees established by AFI 34-144 management will notify CE immediately. Management will contact the Local Union when heating/cooling issues can affect personnel and children. In situations where normal operations cannot be restored within the same working day, alternative arrangements will be made for children and personnel to ensure health and safety.

8. CYP staff must annotate peeling and flaking paint on the daily opening/closing checklists. Management will ensure a work order is submitted to Civil Engineering for peeling or flaking, and, when feasible, will ensure the area is covered, blocked, or placed off limits until repairs occur. It is understood that all paint is non-toxic, but still may be harmful to children if ingested.

9. In the event of CCTV malfunctions no employees will be permitted to work alone with children. A second staff member must be present when CCTV is inoperable and the CCTV malfunction must be fixed as soon as possible.

10. New construction of CYP facilities is a multi-year process. Staff will informed when construction on a new facility is approved. Local unions will be notified of any renovations or new construction that could affect BUEs.

CYP Personnel

11. CYP BUEs will receive a copy of their position description at the time of their initial employment and the supervisor will annotate receipt on the NEO 1098 form. CYP BUE performance standards will be in accordance with the applicable section of the MLA.

12. CYP staff are given the opportunity to evaluate their own performance annually in writing. Employees may request training on writing effective “self-assessment” of their performance. The Local union president will be invited to attend and assist in the self-assessment training. The Local president may designate a representative to attend on his/her behalf. Performance feedback will be conducted in accordance with the MLA. Copies of the past four years of written performance evaluations, self-assessments, and supervisor feedback will be retained in the Employee’s supervisor work folder.

13. CYP BUEs will be instructed by management on expectations to meet the needs of the youth and communication and cooperation among the work group. Personnel standards pertaining to the conduct of BUEs will be governed by AFI 36-703, Civilian Conduct and Responsibility and the related MOA on AFI 36-703.

14. OPM Form 178 will be used for certification of all medical examinations of staff, to include behavior capability of BUEs. All standards or determination of behavior capability of BUEs will be made by a qualified health provider.

15. Staff are allowed to receive a copy of all debrief materials and observations, to include NEO observations and formal written observations, from feedback, training, and any other sessions where debrief information is recorded, to include those written by the supervisor, upon request.

16. Specifics of the management of child maltreatment allegations are handled through the AF Medical Operations Agency. The Family Advocacy Office (FAO) is notified whenever allegations arise in accordance with AFI 40-301, and the appropriate agencies as applicable (Local County Child Protective Services, Office of Special Investigation, and Security Forces Squadron) will be notified if the case meets the reasonable suspicion guidelines.

17. All staff will be informed of the requirement to complete ongoing competency-based training modules and will be provided the opportunity to complete these in a timely manner. A minimum of one hour per week will granted to the BUE to work on DoD approved competency-based training modules as a condition of employment.

18. Fifteen minute breaks must be given when a BUE works 4 or more consecutive hours with children.

19. BUEs will be afforded the opportunity to request materials for use in the classroom. Materials must meet developmental/accreditation/age guidelines and requirements. In the event that a BUE notifies management that he/she does not know how to incorporate required materials required by regulation or accreditation (i.e. science, math, reading, etc.), training will be provided on how to incorporate materials.

20. BUEs will be provided access to computers with internet access for training purposes and use as a resource.

21. Employees may use parent provided nicknames for children. (Example: Child’s name is Robert, parent’s state to call him Bobby.) The parent should provide a written statement authorizing the use of this nickname for their child, which will be placed into the child’s file. This nickname will be used on all labels, signs, and any other areas where a child’s name is used in the classroom. Generalized nicknames (honey, sweetie, buddy, little man, etc.) are not to be used at any time.

22. Training in conflict resolution is provided in New Employee Orientation, section “CYP Positive Guidance and Appropriate Touch Instructional Guide” prior to a BUE working in a classroom. Management cannot enforce BUE use of conflict resolution until completion of this module. Conflict Resolution is also included in the Guidance Module which must be completed within 90 days of employment.

23. CYP BUEs will be informed that they may be subject to extended real time monitoring (up to 30 minutes) by parents on CCTV. A sign which states “If you plan to watch your child for more than 30 minutes, we would like to invite you to do so from inside the classroom,” or equivalent phrase, will be posted near CCTV monitors which can be viewed by parents. When management becomes aware that a parent’s viewing of real time CCTV is in excess of 30 minutes, efforts will be taken to notify the BUEs in that room of the real time viewing and verbally invite the parent into the classroom. Parents may submit requests for reviewing recorded CCTV videos by contacting a manager. Such requests will be acted on as soon as the system has the capabilities and staffing and other factors permit. Requests to obtain copies of CCTV recordings must be made through the Freedom of Information Act (FOIA) Requestor Service Center. These requests must include a review by the installation legal office when submitted for approval.

CYP Operations

24. AF Form 1183 will be used for the hourly accountability of children. Management will not direct the use of any other form for hourly accountability unless this form is superseded.

25. Management will ensure that there are adequate helmets that properly fit each child. Management will provide BUEs training regarding proper helmet fitting and use for children who ride wheeled toys other than riding toys with a low center of gravity, where these items are in use.

26. CYP will follow the most current version of the American Pediatrics Managing Infectious Diseases in Child Care and Schools for all illnesses. BUEs will be provided training and access to this manual upon request to management.

27. Management will ensure staff are aware of children’s allergies. Management will ask each parent for consent to post a picture of each child with allergies with all allergies for the child listed below to alleviate mistakes or misinformation. In the event a parent does not consent to a picture being posted as stated above, the allergy information will be discretely posted in a list format in accordance with section 7.2 of the AFI.

28. When a CYP facility is notified of a safety related inspection or multi-day non-safety related, the Local Union will be contacted as soon as feasible and be invited to attend. In the event that a Union representative cannot be present for an inspection, the inspection will not be delayed and the Local Union may request a copy of the inspection report. When a report is requested, management will provide a copy of the report within five business days of the Union’s request or receipt of the report from the inspector, whichever is later.

29. Local union presidents may request to meet with local child care management and LROs to discuss changes to local conditions impacted by the subject AFI not covered above in this MOA. These requests must be submitted within 20 calendar days of the date on this MOA and the meeting shall occur within 20 calendar days of the meeting request. These timeframes may be extended by mutual agreement between the local parties. The parties should strive to jointly resolve these changes. If the matters cannot be resolved jointly, the parties reserve their rights under the MLA or 5 U.S.C 71. Additionally, the implementation of this AFI and MOA will not be delayed due to these local matters.

30. 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 
 



       ___________________________                         _________________________ 
        KAREN KIND                                          TROY TINGEY 
        Chief, Airman Family Services                       President 
        88 FSS/FSF                                          AFGE Council 214 





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

 

AFI 36-801, Uniforms for Civilian Employees and Air Reserve Technician (ART) Military Uniform Requirements

Date: 
Fri, 01/13/2017
 
MEMORANDUM OF AGREEMENT (MOA)
ON
Air Force Instruction (AFI) 36-801, Uniforms for Civilian Employees, dated 17 March 2014
AND
Air Reserve Technician (ART) Military Uniform Requirements


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 (MOA) regarding subject instruction and military uniform requirements for Air Reserve Technician (ART) bargaining unit employees (BUEs) covered by the Master Labor Agreement (MLA) between the parties.

2. AFI 36-801 provides guidance on the wearing of civilian uniforms for select positions where a uniform is appropriate. The current revision eliminates detailed guidance for security forces, fire fighters, and other specialized functions covered in previous edition, dated 29 April 1994. Specialized uniform requirements not addressed in the current AFI shall be governed by functionally dedicated instructions, as implemented when bargaining obligations have been met. The Parties agree that Air Force civilians are not normally required to wear uniforms. However, it is understood that, for some positions, uniforms may be required for the purpose of safety, the need to readily identify an employee with the work environment, and other reasons. This MOA implements AFI 36-801, including the ART military uniform requirement, subject to provisions herein contained.

3. Locally generated uniform requirements are subject to local negotiation. Current local agreements remain in effect, but may not conflict with this MOA. This MOA will take precedent over any local agreements that conflict with this agreement.

4. Employees are expected to comply with Local and Command negotiated dress and grooming standards based on comfort, productivity, health, safety, and type of position occupied. Due to the diversity of work functions and locations, appropriate dress standards may vary significantly. Employee attire should be in good repair, and should not be considered offensive, disruptive, or unsafe.

5. For jobs where a non-military uniform is required, the employee shall receive the maximum uniform allowance authorized under DoDI 1400.25, or the cost of uniform, whichever is less.

6. Employees who receive an annual uniform allowance, but leave the job before completing the full year, will be required to return a portion of that allowance no greater than the amount already spent on uniforms.

7. ARTs -- The parties recognize that imposition of a uniform is considered a “permissive subject” under the Labor Statute and, thus, bargainable at the election of management. Management elects not to bargain the substance of the new policy, but agrees to the following provisions, which apply exclusively to ARTs:

a. Employees are expected to be in uniform while on duty. Employees may change into/out of uniforms before or after their shift.
b. Representatives of AFGE C214 will not be required to wear the military uniform when performing representational duties on official time or participating in third party proceedings. Such representatives will be authorized a reasonable amount of duty time to change into and out of uniform when performing representational duties.
c. Employees are free to use existing facilities on a daily basis within their work areas to change into and out of their uniforms. Employees may also use existing private storage space on a daily basis within their areas for storing their clothing and/or uniforms.
d. The uniform will be worn in accordance with AFI 36-2903. Air Reserve Technicians may wear DoD Identification Cards, the Common Access Card (CAC) in accordance with AFI-36-3026. The CAC is worn on the front of a body, displayed above the waist and below the neck in accordance with DoD 5200.1 and service specific instructions. The union can supply bargaining unit employees with a lanyard consistent with AFI 36-2903. The Union may imprint AFGE on the lanyard.
e. Consistent with Title 10, Section 802, the Uniform Code of Military Justice will generally apply only to Reservists in active duty or military training. Wearing of the military uniform does not subject ARTs in civilian status to the UCMJ.
f. ARTs are "dual status" employees. They hold full-time DoD civilian jobs on the condition they maintain membership in the Air Force Reserves. When working their civilian jobs, they are subject to Title 5 of the United States Code. When performing Reserve duties, they are subject to Title 10.
g. The requirement to wear the uniform does not apply when the employee is in non-duty status.
h. To avoid being targeted, employees may choose not to wear the uniform to and from work.
i. Civilian employees are responsible for cleaning or laundering their uniforms at their own expense. All civilian employees are expected to present themselves for duty, properly attired and groomed for the requirements of their position.
j. Employees will be provided all needed uniform emblems and patches at no cost in accordance with AFI 36-2903.
k. The Employer will issue uniforms and items consistent with requirements in AFI 36-2903, to include in-kind replacement.
l. ARTs will continue to be subject to civilian rules and requirements while in a civilian status. ARTs in civilian status must comply with military standards encompassed by AFI 36-703, Civilian Conduct and Responsibility and applicable regulations included therein. Failure to comply will be subject to discipline in accordance with AFI 36-704, Discipline and Adverse Actions. Disciplinary action is grievable in accordance with Article 6 of the negotiated grievance procedure.

8. All remedies available under the MLA or 5 U.S.C. Chapter 71 are available to the Parties if either party believes the other has failed to comply with any of the requirements of this MOA. No rights of the employees, the Union or Management are waived by this MOA.


FOR MANAGEMENT                                         FOR THE UNION 



    //signed//                                             //signed//
____________________________                          _____________________________
RANDY SHAW                                            TROY TINGEY
Chief, Employee Labor Relations                       President 
HQ AFMC/A1KL                                          AFGE Council 214


   //signed//                                                //signed//
____________________________                           ________________________ 
BOB GOOD                                               ANDREW POWELL 
Labor Relations Specialist                             Executive Assistant
HQ AFMC/A1KL                                           AFGE Council 214

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