MEMORANDUM OF AGREEMENT (MOA)

On

AFI 36-2645 Security Professional Certification and Development

1. The American Federation of Government Employees (AFGE) Council 214 and Air Force Materiel Command (AFMC), hereafter referred to as the Union and Management, and collectively as the Parties, hereby enter into this Memorandum of Agreement regarding the DoD Security Professional Education Development (SPēD) Certification program as it applies to bargaining unit employees covered by the Master Labor Agreement (MLA) between the Parties.

2. The program is codified in AFI 36-2645, Security Professional Certification and Development. The SPēD program is comprised of both mandatory and voluntary security certification programs primarily open to Regular Air Force civilian, Air National Guard, and Air Force Reserve personnel assigned to positions where security work, as defined by the Office of Personnel Management’s Security Administration (occupational series 0080) classification standards, is performed as a primary duty or additional duty . The DoD SPēD program comprises six distinct certifications; Security Fundamentals Professional Certification Program (SFPC), Security Asset Protection Professional Certification (SAPPC), Security Program Integration Professional Certification (SPIPC), Physical Security Certification (PSC), Industrial Oversight Professional Certification (ISOC), and Special Programs Security Certification (SPSC). The SPēD program provides a structure for pursuing and documenting the attainment of certifications that provide a recognized credential for security professionals across the Department of Defense (DoD). This MOA authorizes implementation of the DoD SPēD program, subject to the provisions below.

3. The goal of the SPēD program is to promote a common and shared understanding of DoD security functional tasks and the knowledge and skills associated with the competencies required to perform those tasks. The SPēD program is designed to incentivize long-term employee professional development, education, and training through a cyclical certification maintenance process helping to maintain employee technical proficiency and policy knowledge.

4. The program is open to all AFMC Bargaining Unit Employees (BUEs) to include civilian General Schedule (GS)/Acq Demo and Federal Wage System (FWS) employees in any career field, but primarily with experience in one or more of the identified security disciplines.

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

6. 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 the voluntary program shall not factor into employee performance evaluations.

7. The Parties agree that the use of the term “professional”, or any iteration or form thereof within this MOA or AFI 36-2645, does not construe the Professionalization, and therefore removal from any Bargaining Unit affiliation, of any positions for which this training is mandatory or voluntary.

8. The following guidelines apply to BUEs assigned to positions where security work is a primary or additional duty. BUEs will be notified of the provisions below at least 30 calendar days prior to being enrolled in the certification program:

   a. BUEs required to obtain DoD SPēD will be notified of the mandatory certification requirements applicable to their specific position which will include the date which certification should be completed.

   b. BUEs who voluntarily pursue DoD SPēD certification will be notified of the certification programs applicable to their specific position upon request.

   c. BUEs will be provided adequate duty time to access and complete mandatory training requirements associated with this program. If the BUE feels the duty time provided is insufficient to complete the mandatory training requirements the employee may request additional time from their supervisor. If additional time is not approved the employee may file a grievance in accordance with Article 6 of the MLA.

   d. BUEs will be granted adequate duty time to travel to/from authorized testing locations and will be reimbursed mileage in accordance with the Joint Travel Regulation for all travel related to testing for DoD SPeD certification(s).

   e. BUEs will be granted access to required materials (i.e. computer, books, study guides), provided by management at no additional cost to the employee.

   f. BUEs will be informed of the Professional Development Unit (PDU) requirements for their certification(s). BUEs will be authorized adequate duty time after certification(s) is received to work on PDUs until that time that recertification is achieved within the biannual maintenance cycle. If the BUE feels the duty time provided is insufficient to complete the PDU requirements, the employee may request additional time from their supervisor. If additional time is not approved the employee may file a grievance in accordance with Article 6 of the MLA.

   g. All BUEs serving in security positions, to include those who have additional duties that encompass security functions will be allowed to participate in the training, regardless of the hiring date.

   h. In instances where BUEs are assigned to a position requiring more than two SPēD certifications, the BUE will have an extra year per certification to meet program requirements. For example: BUEs must obtain two of the indexed SPēD Certifications within the standard two year compliance window and the additional certification may be obtained during the third year of employment without adverse action or waiver request.

9. The following applies to BUEs not serving in the security career field who participate in the certification program(s) on a voluntary basis:

   a. Mission permitting, and with supervisory approval, BUEs will be granted adequate duty time to access and complete training for the certification until such time as certification(s) is complete.

   b. Mission permitting, and with supervisory approval, BUEs will be granted adequate duty time to travel to/from authorized testing locations and to complete testing related to certifications.

   c. If permitted to participate in this certification, access to materials (i.e. computer, books, study guides) will be provided by management at no additional cost to the employee.

   d. BUEs will be informed in writing of the Professional Development Unit (PDU) requirements for their certification(s). Mission permitting, BUEs will be authorized adequate duty time each month after certification(s) is received to work on PDUs.

10. If a BUE has multiple certificates, and one certificates is slated to go into “expired” status for any reason, the BUE will be notified in writing at least 30 days prior of the change.

11. Upon request and with a demonstrated particularized need from Council 214, the Union will receive from Management annual reports on the DoD SPēD certification program. These reports will be categorized by base, contain BUE names, include the total number of BUEs participating in each certification program, current number of BUEs pursuing certification not yet completed, and any BUEs that are delinquent on certifications or PDUs.

12. BUE’s whose initial hiring date predates the DoD SPēD Certification Program implementation (14 March 2016) are exempt from DoD SPēD Certification Program requirements as long as they remain assigned to their current CPD/SCPD (or equivalent core personnel document) and duty location. The lack of certification shall not be a basis for non-selection for promotion or any type of employment advancement, to include centrally funded security assignments with the exception of positions identified by AFI 36-2645 as a prerequisite for consideration starting 14 March 2018.

13. The Union will be afforded an opportunity to bargain impacts to working conditions created by changes in certification requirements before changes occur.

14. 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//_________________
DAVID D. DAY						TUJA STUARD
Director, Information Protection			Executive Assistant
HQ AFMC/IP						AFGE Council 214




____//signed//________________			        ___//signed//__________________
ROBERT GOOD						ANDREW N. POWELL
Labor Relations Specialist				Executive Assistant
HQ AFMC/A4PT						AFGE Council 214

References:
A. AFI 36-205, Affirmative Employment Program (AEP), Special Emphasis Programs (SEP) and Reasonable Accommodations, dated 1 December 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 Affirmative Employment (AEP), Special Emphasis Programs (SEP) and Reasonable Accommodations as it applies to bargaining unit employees covered by the Master Labor Agreement (MLA) between the parties.

2. Air Force Instruction 36-205 (reference A) is the master Air Force publication providing Air Force guidance on reasonable accommodations for individuals with disabilities, how the AEPs and SEPs are organized and how program personnel are designated and committees are established. It requires commanders to develop and implement a program of positive action in all personnel administration and management matters, including recruitment, employment and promotion, designed to promote equal opportunity and to identify and eliminate discriminatory practices and policies.

3. Management will ensure the following information is contained in vacancy announcements on USA Jobs for full-time SEPMs:

     a. If the applicant is a current employee, they will have no return rights to their current position.

     b. Should the person selected for the position wish to leave the SEPM position, they may apply for other job opportunities via USA Jobs website or discuss other avenues for noncompetitive reassignments with their supervisor, in accordance with applicable laws, rules, and regulations.

4. Duties assigned to SEPM BUEs, who serve in a collateral capacity, are not considered critical and therefore are not part of the BUEs performance plan. An addendum to the BUEs official CORE personnel document will occur for SEPM appointments and will annotate the duties are not critical.

5. Appointed collateral capacity SEPM BUEs will be notified on the percentage of time spent on duties within the SEPM appointment letter.

6. The local union will be notified when changes are made to the SEPM appointments within 10 calendar days.

7. SEPM BUEs appointed as a SEPM in a collateral capacity will initially be solicited for voluntary assignments. BUEs will have the opportunity to relinquish the collateral duty SEPM appointment at any time without any reprisal. However, it is understood that these duties may remain with the SEPM no longer than 60 days while management solicits and assigns the duties to a new SEPM. Additionally, management retains the right to remove these duties from SEPMs. SEPMs will not be penalized for the time and attention dedicated to collateral duties.

8. SEPM BUEs may request feedback from their supervisors or AEPMs regarding their performance of SEPM duties. Any meetings between the AEPM and the SEPM’s supervisor regarding the SEPM's performance of SEP duties must include an invitation to the SEPM to join the meeting.

9. BUEs who perform SEPM duties will be allowed to participate in SEPM training as follows:

    a. all required training will be authorized and completed during duty hours.

     b. all voluntary training will be coordinated between the supervisor, SEPM and AEPM and will be attended during time scheduled to perform SEPM duties.

10. AEPMs and SEPMs will be allowed to accomplish their assigned duties during their regularly scheduled duty hours. Collateral duty SEPMs will schedule the percentage of time allotted for performing these duties with their supervisor and the AEPM.

11. The local union will be notified within 10 calendar days of the Installation Barrier Analysis Working Group (IBAWG) meetings. Upon request, the local union will be allowed to attend and participate in this meeting. If participating, the union will be required to acknowledge and sign a confidentiality agreement only if the other participants have also acknowledged and signed a confidentiality agreement for IBAWG participation.

12. The local union may request copies of the IBAWGs meeting minutes, briefing slides, or other pertinent meeting materials in accordance with 5 U.S.C. Chapter 71. Union recipients will be required to sign a confidentiality agreement prior to receipt of the materials if IBAWG participants are required to also sign a confidentiality agreement.

13. The local union will be notified at least 10 work days prior to and be allowed to attend and participate in the semiannual meetings between the AEPMs and the installation commander. The local union may request copies of meeting minutes or briefing slides from meetings between the AEPMs and the installation commander, in accordance with 5 U.S.C. Chapter 71. Union recipients will be required to sign a confidentiality agreement prior to receipt of the material.

14. Any awards received by SEPM BUEs will be IAW the MLA and applicable MOAs.

15. Use of ADR for a Reasonable Accommodation (RA) grievance will be subject to the provisions of the MLA and any associated locally negotiated agreement. Other means such as a third party neutral (e.g. facilitator) may be utilized to assist the parties through the RA process. When a third party neutral is utilized and the parties involved in the RA process are agreeable, the local union will be notified that a third party neutral has been requested to assist with the RA process.

16. Management will ensure that multiple avenues (e.g. briefings, emails, bulletin postings, etc.) are utilized to disseminate information about the reasonable accommodation process to BUEs on an annual basis.

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

For Management/date				For the Union/date



_______________________				_______________________
MOLLY FORE					TUJA STUARD
Affirmative Employment Program Manager		Executive Assistant 
HQ AFMC/A1KK					AFGE Council 214



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

MEMORANDUM OF AGREEMENT (MOA)
ON
Two Year Probation Periods Under the 2016 NDAA

References:

    A. 2016 National Defense Authorization Act (NDAA)

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

2. The 2016 NDAA amended title 10 of the United States Code for Fiscal Year 2016, adding in section 1599(e). The new section requires that covered employees within the Department of Defense (DoD) complete a two year probationary period before their appointment becomes final. Covered employees include Bargaining Unit Employees (BUEs) who are appointed to permanent positions in the competitive service within the DoD on or after November 26, 2015.

3. Each affected BUE has or will be notified in writing that they are affected by the new probationary period requirements established by the 2016 NDAA. The notification will explain that the requirement to serve a two year probationary period is a result of Congressional action (i.e. an amendment to the United States Code). BUEs may access copies of corrected SF-50s, which will identify the start date for their specific probationary period, in the eOPF system. BUEs who cannot access the eOPF system may request a corrected SF50 from their supervisor or servicing Civilian Personnel office. Absent other circumstances individual to the BUE that may result in an extension, the probationary period will normally end two years from the specified start date in the SF 50 for the affected employees.

4. Upon request, a BUE will be provided information regarding limited MSPB appeal rights for probationary terminations.

5. Council 214 may request a list of affected BUEs and the percentage of personnel actions that have been corrected to reflect the change. The information provided by the Agency will be broken out by installation.

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



_____________________________	                 _____________________________
RANDY SHAW	                                 TROY TINGEY
Labor Relations Officer	                         President
HQ AFMC/A1KL	                                 AFGE Council 214



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

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

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