Integrated Green Dot Total Force Training

Date: 
Fri, 02/17/2017

 

MEMORANDUM OF AGREEMENT (MOA)
ON
INTEGRATED GREEN DOT TOTAL FORCE TRAINING
(Formerly Sexual Assault Prevention and Response Training and Suicide Prevention Training)


References:
A. Air Force Instruction (AFI) 90-6001, Sexual Assault Prevention and Response (SAPR) Program, dated 21 May 2015
B. AFI 90-505, Suicide Prevention Program, dated 6 October 2014 (Supersedes the MOA dated 7 April 2016 on Sexual Assault Prevention and Response Training, and the MOA dated 4 September 2015 on Annual Suicide Prevention 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 Green Dot total force training encompasses multiple areas of potentially hazardous behaviors with the Air Force, particularly sexual assault and suicide awareness. Historically, the Air Force addressed prevention training for these areas of concern individually. Air Force Instruction (AFI) 90-6001, Sexual Assault Prevention and Response Program (SAPR), dated 21 May 2015 (Reference A) and AFI 90-505, Suicide Prevention Program, dated 6 October 2014. (Reference B). The way forward involves an integrated version of Green Dot that satisfies policy requirements for both sexual assault and suicide prevention annual training. The overarching training goal is to achieve a more efficient and synergistic approach to prevention across multiple forms of interpersonal and self-directed violence. This MOA implements the annual Green Dot total force training program, subject to provisions outlined below.

3. Integrated Green Dot total force training is comprised of alternating components of brief lecture, individual reflection and in-class activities. Class size typically is no larger than 50 participants; however, larger sessions can be held if needed. Facilitators for the integrated Green Dot total force training are trained volunteers, and will follow a standard written curriculum.

4. The Green Dot total force training program is mandatory and must be completed annually by the end of each calendar year, i.e. calendar year 2017, training must be accomplished by 31 December 2017. Employee will be granted time to complete the training in a duty status. Completion will be tracked and documented for all employees by the Unit Training Manager. Employees who attended previous year’s Green Dot training (CY 16) will be required to complete a refresher training of no more than 60 minutes in length. New employees who have not previously attended Green Dot training are required to complete a foundational training session of no more than 90 minutes in length.

5. An employee who, for personal reasons, does not feel comfortable participating in the face-to-face Green Dot total force training will be responsible for notifying their immediate supervisor of the need to complete the mandatory training through the identified and approved alternative method. The supervisor will direct the employee to view the Green Dot total force training materials at their personal work station or a work station in the training office. 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 alternative training method.

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-
       ___________________________                         _________________________ 
        CARMEN SCHOTT                                       TROY TINGEY 
        Primary Prevention of Violence                      President 
         Program Manager                                    AFGE Council 214 
        HQ AFMC/A1R



          -signed-                                             -signed-
       ________________________                            ___________________________ 
       COLETTE MYERS                                       ANDREW POWELL 
       Labor Relations Specialist                          Executive Assistant 
       HQ AFMC/A1KL                                        AFGE Council 214

 

Annual SAPR Training

Date: 
Thu, 04/07/2016
MEMORANDUM OF AGREEMENT (MOA)
On
Sexual Assault Prevention and Response (SAPR) Training


References:

A. National Defense Authorization Act (NDAA) of 2012, Sec. 585 (a),Sexual Assault Prevention and Response Training and Education
B. Sexual Assault Prevention and Response Training MOA, dated 27 Mar 2015
C. AFI 90-6001, Sexual Assault Prevention and Response (SAPR) Program, dated 21 May 2015, MOA dated 6 April 2016

Supersedes the MOA dated 27 March 2015 on Sexual Assault Prevention and Response 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. Air Force Instruction (AFI) 90-6001, Sexual Assault Prevention and Response Program(SAPR), dated 21 May 2015 replaced AFI 36-6001, dated 29 September 2008, as implemented in our 6 April 2016 MOA (Reference C). AFI 90-6001 provides a multifaceted program for addressing the problem of sexual assaults in the Air Force. The problem has received growing attention culminating in 2012 NDAA legislation that mandates annual SAPR training for all military and civilian DoD employees (Reference A). In 2014, Air Force provided new training materials and a revised roll-out plan that was implemented by MOA (Reference B) AFI 90-6001 provides detailed guidance for the administration of the SAPR program, to include training (Reference C). Under AFI 90-6001, training will consist of a 50 minute face-to-face session, preferably consisting of smaller groups of 25 but no larger than 50 employees. However, larger face-to-face sessions can be held if needed. The SAPR training program is mandatory and must be completed by 31 December. This MOA implements the annual SAPR training program, subject to provisions outlined below.

3. Employees who, for reasons of personal history, do not feel comfortable participating in Annual SAPR Training will be granted a waiver, upon request, to the installation Sexual Assault Response Coordinator (SARC). Information about the waiver option will be distributed via email to all employees before the first scheduled training date and briefed commencing the introduction of the training.

4. Employees who are not available (due to TDY, leave, or other reasons) to attend the training should contact the installation SAPR Office to receive guidance on make-up/wavier procedures.

5. SAPR training will be documented for all employees who accomplish the training or obtain a waiver from the training.

6. The volunteer facilitators will follow a standard written curriculun1to conduct discussions. A copy of this curriculum will be provided to AFGE C-214 each year for review.

7. Facilitators are required to report problems with particular individuals or discussion groups to the installation SARC. Named employees will be made aware of any such report and will be provided a copy of any such report upon request.

8. If changes are made to the annual curriculum or schedule, the Union will be given the updated training material for review before training is scheduled. Upon review of the training materials, the Union retains the right to open up bargaining on bargainable changes.

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//
____________________                             _____________________
SCOTT C CRUM                                     TOM ROBINSON
SAPR Program Manager                             Executive Assistant
HQ AFMC/CVS                                      AFGE Council 214


  //signed//                                       //signed//
_________________                                _____________________
COLLETTE MYERS                                   ANDREW POWELL
Labor Relations Specialist                       Executive Assistant
HQ AFMC/A1KL                                     AFGE Council 214
	

AFI 90-6001 Sexual Assault Prevention and Response MOA - 6 Apr 2016

Date: 
Wed, 04/06/2016

 

MEMORANDUM OF AGREEMENT (MOA)

 

ON

 

Air Force Instruction (AFI) 90-6001, Sexual Assault Prevention and Response (SAPR) Program dated 21 May 2015

 

References:

A.  AFI 36-6001, Sexual Assault  Prevention and Response, dated                  

29 September 2008, MOA dated 8 September 2009

B.   Sexual Assault Prevention and Response Training MOA, dated 27 March 2015

C.   AFI 90-6001, Sexual Assault Prevention and Response (SAPR) Program, dated                  21 May 2015

 

(Supersedes the MOA dated 8 September 2009 on AFI 36-6001, Sexual Assault Prevention and Response, dated 29 September 2008)

 

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.    The Union and Management mutually embrace the SAPR program as a valuable means to enhance care for victims, reduce incidents of sexual assault, and hold offenders accountable.  AFI 90-6001 replaced AFI 36-6001 on 21 May 2015, as the authority on the SAPR program.  While many of the provisions of AFI 90-6001 apply exclusively to active duty and reserve military members (particularly matters under Uniform Code of Military Justice jurisdiction), the SAPR program is designed to involve and serve both military and civilian employees.  This MOA addresses the civilian aspects only.

 

3.    Victim advocates are volunteers who shepherd assault victims through the initial response, investigation, and healing process. It is a collateral duty, evaluated annually by the Sexual Assault Responsible Coordinator (SARC), who reports to the Air Base Wing Vice Commander.  Civilians may volunteer to be victim advocates.  Doing so obligates an employee to obtain training and commit to 24-hour on-call shifts.  BUEs can volunteer to be victim advocates and will be approved on the same basis as their uniformed military counterparts.  Victim advocate services performed outside normal duty hours will be recorded and compensated in accordance with Article 36 of the MLA and governing regulations/policies.  Victim advocates will not be penalized for the time and attention dedicated to collateral duties.  While the annual SARC evaluation of a victim advocate will not contribute to the employee's performance element rating, effective performance contributing to a special act or service may be recognized with an appropriate award.

 

4.    Civilian victims will receive similar victim advocate services as a member of the uniformed military, subject to personal consent.

 

5.    Civilians have the right to submit "restricted" reports of sexual assault (i.e. reports for the record that cannot be released without permission).

 

6.    SAPR training is mandatory for AFGE Council 214 bargaining unit employees unless they obtain a waiver from the installation Sexual Assault Response Coordinator (SARC) per the SAPR training MOA (Reference B).

 

7.  The Case Management Group is a base-level team of security, wellness, justice and other officials who meet regularly to oversee the effectiveness of sexual assault case processing. The group reviews unrestricted sexual assault reports, facilitate monthly victim updates, direct system coordination, accountability, and victim access to quality advocacy and counseling.

 

8.  AFI 90-6001 does not alter any existing rules, regulations or negotiated agreements regarding the investigation, discipline or criminal prosecution of civilian employees alleged to have committed an assault.

 

9.  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.

 

  FOR MANAGEMENT                                FOR THE UNION

 

 

 

 

______________________

SCOTT C CRUM

SAPR Program Manager

HQ AFMC/CVS

 

 

 

 

______________________

COLLETTE MYERS

Labor Relations Specialist

HQ AFMC/A1KL

 

 

 

________________________

TOM ROBINSON

Executive Assistant

AFGE Council 214

 

 

 

_________________________

ANDREW POWELL

Executive Assistant

AFGE Council 214

Air Force Instruction (AFI) 36-807, Weekly and Daily Scheduling of Work and Holiday Observances

Date: 
Wed, 02/03/2016
MEMORANDUM OF AGREEMENT (MOA)

On

Air Force Instruction (AFI) 36-807, Weekly and Daily Scheduling of Work and Holiday Observances,
dated 25 August 2015

Supersedes the MOA dated 7 Nov 03 on AFI 36-807 “Weekly and Daily Scheduling of Work and Holiday Observances”, dated 21 Jun 1999)

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

2. Air force Policy Directive 36-8, Employee Benefits and Entitlements Work/Life Programs, established policy/guidance on weekly and daily scheduling of work, holiday observances, overtime, compensatory time, and alternative work schedule.  AFI 36-807 outlines the guidance to implement work scheduling and overtime without unlawful discrimination..  This updated version provides a provision for nursing mothers, holiday observation with regards to work schedules, additional guidance on scheduling, approving and monitoring overtime, compensatory time and credit hours, compensatory travel time guidance, and guidance for establishing flexible and alternative work schedules.  This MOA implements AFI 36-807, subject to the provisions below.

3. Approval authority for Alternative Work Schedules (AWS), Compressed Work Schedules (CWS), and  variations of types of Flexible Work Schedules (FWS) is delegated to Headquarters Directors, Center Commanders, Air Base Wing Commanders and commanders of geographically separated units as bargained with the local union and/or Council 214 office.   Local MOA’s will remain in force until re-bargained.  The results will comply with the articles contained in the MLA.

4. 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.


For Management/Date                               For the Union/Date


//signed//                                        //signed//
___________________________                       ________________________         
CANDY LOHNER                                      TROY TINGEY
Employee Relations Specialist                     President
HQ AFMC/A1KL                                      AFGE Council 214



//signed//                                        //signed//
__________________________                        _____________________________
Collette Myers                                    TOM ROBINSON
Labor Relations Specialist                        Executive Assistant
HQ AFMC/A1KL                                      AFGE Council 214

Joint Travel Regulation Changes to Incidental Expenses

Date: 
Mon, 12/14/2015

MEMORANDUM OF AGREEMENT (MOA)

 

ON

 

Joint Travel Regulation Changes to Incidental Expenses

 

 Dated 31 October 2014

 

 

 

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

2.  The Joint Travel Regulations (JTR) outlines the per diem, travel and transportation allowances, and other allowances associated with official government travel.  Government directed the Department of Defense (DoD) to streamline the processes, simplify rules, improve compliance, and reduce the overall travel costs.  In an effort to meet these requirements, DoD implemented a change to the incidental expenses portion of the Meals and Incidental Expenses (M&IE) rate included in the per diem amount paid to travelers. The goal of this change is to meet the new cost reduction requirements introduced by Congress, while minimizing the overall impact to the government travelers.  The change reflects an increase to $5.00 per day Continental United States (CONUS) for incidental expenses.  Examples of incidental expenses covered by the new rate include CONUS laundry expenses, baggage tips and ATM fees.  This MOA implements the change to incidental expense allowance, subject to the provisions outlined below.

 

3.  The Authorizing Official (AO) shall approve the Actual Expense Allowance (AEA) for meals and incidental expenses under the following conditions: the entire incidental actual expense amount for the trip exceeds the total M&IE per diem amount for the entire travel period. Receipts for actual incidental expenses are required to justify the AEA for the TDY.     

 

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

 

 

For Management / Date                                  For the Union / Date

 

___________________________                  _____________________________

Mary Miller                                                    Tom Robinson

HQ AFMC/FMP                                             Executive Assistant

                                                                        AFGE Council 214

 

__________________________                  _____________________________

Collette Myers                                                 Nicholas Spychalski

Labor Relations Specialist,                             Executive Assistant

HQ AFMC/A1KL                                           AFGE Council 214

 

  1.  

448th Supply Chain Management Wing On The Job Training (OJT) Program

Date: 
Wed, 12/16/2015

MEMORANDUM OF AGREEMENT (MOA)

ON

448th Supply Chain Management Wing (SCMW) Operating Instruction (OI) 23-401, “Employee Development and Certification Framework,” dated 1 May 2013 and

Expansion of the 448th Supply Chain Management Wing

On The Job Training (OJT) Program 

 

The following MOAs are rescinded:

“448th Supply Chain Management Wing (SCMW) Operating Instruction (OI) 23-401, “Employee Development and Certification Framework,” dated 1 May 2013,” signed 9 May 2014

Reference:  Professional Supply Management Certification Program (PSMCP) MOA, dated 8 October, 2015 

 

1.  The America 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/certification program as it applies to bargaining unit employees covered by the Master Labor Agreement (MLA) between the parties.

 

2.  448 SCMW OI 23-401, dated 1 May 2013 outlined the objectives, requirements, and responsibilities for the training and certification of AFSC employees in the four “core” supply job series:   GS-346 – logistics management, 1101 – production management, 1670 – equipment management, and 2010 – inventory management.  The certification process was designed to document an employee’s demonstration of key competencies at progressive levels of advancement.  The program has been tested and is ready for expansion to the following non-core supply chain management series (Note:  5XX and 8XX subject to applicable Center Senior Functional concurrence):  

 

0080 – Security Administration Series

0301 – Miscellaneous Administration and Program Series

0303 – Miscellaneous Clerk and Assistant Series

0305 – Mail and File Series

0318 – Secretary Series

0326 – Office Automation Clerical and Assistance Series

0343 – Management and Program Analysis Series

0344 – Management and Program Clerical and Assistance Series

0399 – Administration and Office Support Student Trainee Series

0501 – Financial Administration and Program Series

0560 – Budget Analysis Series

0802 – Engineering Technical Series

0856 – Electronics Technical Series

0899 – Engineering and Architecture Student Trainee Series

1020 – Illustrating Series

1083 – Technical Writing and Editing Series

1515 – Operations Research Series

1699 – Equipment, Facilities, and Services Student Trainee Series

1910 – Quality Assurance Series

2001 – General Supply Series

2005 – Supply Clerical and Technician Series

2032 – Packaging Series

2099 – Supply Student Trainee Series

2130 – Traffic Management Series

2210 – Information Technology (IT) Management Series

4604 – Wood Working

 

3. Chapter 4 of the OI covers the professional certification program which was implemented by the referenced MOA, dated 8 October 2015.  This MOA implements the expansion of the On-the-Job Training (OJT) program, to include the task-level proficiency (certification) process, as documented in Chapter 3 of the OI.  The process includes OJT, demonstration of proficiency (certification), and the tracking of certifications using the “Training Business Area” (TBA) online system.

 

4.  Civilian Training Plans (CTPs) (formerly referred to as Functional Education and Training (FET) Template) .  A CTP  will be developed for each job series with 10 or more assigned personnel.  It will specify the knowledge, skills, and abilities required at each pay grade.  It will show the specific course requirements expected at each grade.  CTPs  will be based on the employee’s grade and series and requirements will be uniformly applied. New and revised CTPs   will be forwarded to AFGE Council 214 for review and comment two weeks prior to implementation.  Supervisors will see that employees receive all required courses prescribed at their grade level on a funds and space available basis.  Limited course funds/spaces will be distributed in an equitable manner.  Employees will not be penalized for courses not received.

 

5.  Equivalency Credit.  It is recognized that some employees are sufficiently trained and experienced to not require particular training outlined in the CTP .  Employees can submit an “equivalency” form to document past training and/or experience which covers the objectives of the CTP requirement. Supervisors grant the employee “credit” for training not required based on the employee’s proficiency.

 

6.  Identification of Tasks – The TBA system will identify all tasks subject to certification for a given position.  Using the TBA system, the employee will be able to access a complete list of tasks, the definition of each task, relevant reference materials, and training modules.  The system will maintain an up-to-date record of the employee’s certification status on each task.

 

7.  On-the-Job Training (OJT) – Task specific training will be accomplished through OJT.  Individual Training Plans (ITPs) will identify tasks specific to an employee’s particular workload.   OJT will be used to train employees on identified tasks.  Supervisors ensure that employees receive OJT on all tasks identified in his/herITP.  The TBA system will document attainment of proficiency (i.e. certification) for each identified task.   Employees who have difficulty becoming proficient at a task will be provided special assistance, to include an alternate qualified trainer, on request.

8.  Trainers – Individuals responsible for employee training will be competent in OJT and personally certified in the tasks they train.  Trainers will be volunteers unless no qualified volunteers exist, in which case, the least senior employees with the requisite skills, qualifications, and availability will be selected.   Trainers will receive OJT trainer education prior to assignment.  Trainers will not be held responsible for employee failures that might occur subsequent to certification.

 

9.  Certification – Once the trainer and the employee believe proficiency has been achieved, the employee will demonstrate task proficiency to his/her trainer.  Certification requires both the employee and the trainer to sign off on competency at the task level within TBA.  Ultimately, the supervisor is responsible for ensuring the appropriate trainer is assigned, training is provided, and proficiency is demonstrated and documented appropriately. 

 

10.  To mitigate the possibility of levying unnecessary training requirements onto employees, supervisors will review their employees’ training plans to determine which training and certification is required.  Experienced employees will be spared OJT and given certification without a demonstration of proficiency on tasks for which they have shown proficiency in the past. 

 

11.  Management is committed to assisting and supporting employees who are conscientiously pursuing their training and certification so as to prevent any adverse action or consequence.  When difficulties arise, the supervisor and the employee shall meet and develop a joint plan on how to timely meet the core job training/certification requirements. 

 

12.  Management agrees to brief the Union on the progress of this program one year after the signature date of this MOA.  Either party may re-open this agreement no earlier than one year after the signature date to address any unforeseen issues.  

 

13.  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   

 

___________________________                  _____________________________

 

CRAIG L. POLLOCK JR,                             NICHOLAS SPYCHALSKI

 

Director, 431  SCMS                                     Executive Assistant,

 

AFGE Council 214

 

 

___________________________                  _____________________________             

 

ROBERT GOOD                                           TOM ROBINSON

 

Labor Relations Specialist                              Executive Assistant

AFMC/A1KL                                                 AFGE Council 214

Air Force Instruction (AFI) 36-816, “Civilian Telework Program”

Date: 
Thu, 09/11/2014

MEMORANDUM OF AGREEMENT (MOA)

On

Air Force Instruction (AFI) 36-816, “Civilian Telework Program”

 

Dated: 13 Nov 2013 

 

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

 

2. General

 

This MOA implements AFI 36-816, Civilian Telework Program, 13 Nov 13.  The Parties embrace telework as an alternate work arrangement that can enhance employee health and well being, conserve energy, reduce environmental costs, and 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

 

 Position eligibility rules are outlined in the AFI 36-816 Civilian Telework Program, 13 Nov 13.  Positions shall not be excluded on the basis of organization, occupation, series or grade.  No pre-determined percentages, minimums, or maximums will influence the determination of a position’s telework eligibility status.   Upon written request, the Union will be provided a written explanation why a particular position or set of positions was determined ineligible for telework. 

 

4. Employee Eligibility 

  1. Participation in telework is not an entitlement and not all employees are eligible to

    telework.  Participation is subject to supervisory approval on a case-by-case basis.

 b. With supervisory approval, employees who meet the following criteria are typically 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 not on leave restriction, as provided in MLA article 24, Sick Leave:

                        (4)  The employee is cleared to access government networks necessary to perform his/her duties:

                        (5)  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 (see Appendix 1); and

                        (6)  The employee is willing to sign and abide by the Telework Agreement.

c. AFI 36-816, section 4.2. identifies types of positions typically not eligible for telework.

d. AFI 36-816, section 4.3. identified employees not eligible for telework.

e. 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

5. Requests  

 

a. Requests for telework will be made in writing to the employee’s immediate supervisor.  The employee may include a proposed work plan.  If the employee wishes, a meeting will be held with the supervisor to discuss the request.  If the request is denied, the supervisor will respond in writing and include the reasons for the denial.

 

            b. The number of approved telework days will be based on requirements of the individual job 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, or head of an activity.

 

            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 an ad hoc need. 

 

6. Training 

 

Employees authorized to telework and their supervisors are required to complete telework training prior to signing the telework agreement.  Comprehensive 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 Office of Personnel Management (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, or ad-hoc basis must complete and sign a Telework Agreement.  The standard Telework Agreement for bargaining unit employees 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 the supervisor agree.  The Agreement will normally remain in effect for two years, but may be reviewed and adjusted more frequently as needed.  The Agreement must be re-accomplished if the employee’s immediate supervisor changes.  Normally, the Agreement will be approved within 15 days of the request.  If the employee so requests, a Union representative may assist in the development of the Agreement.

 

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

            1.  Example:  If the base commander closes the installation due to weather, the employee should know that he/she is expected to telework from their alternative duty location.  This should be captured in the telework agreement to prevent misunderstanding.

 

            2. Continuity of Operation (COOP) exercises during the spring/summer.  This allows for employees/management to access and determine any issues that need to be corrected with systems 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, communication 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 ad hoc needs.

 

8. Call Backs 

 

a. Employees may be required to report to their official duty station for previously scheduled training, conferences, other meetings, or to perform work on a short term basis 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.  With good and sufficient reason, the employee will be permitted up to two (2) hours to report.

 

9. Cancellation of Telework Arrangement 

 

a. Telework arrangements may be cancelled by either party.  A reasonable notice will be given (normally at least 2 weeks) before work is resumed at the traditional worksite.  The employee may terminate a telework agreement at any time.  Management may terminate the agreement for cause.  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. Normally, employees will not be removed from participation for single or minor infractions of Telework Program requirements.  In such cases, managers will make a bona fide effort to counsel employees about specific problems before cancelling an employee’s participation in telework.  The counseling will be confirmed in writing.

 

c. When a decision is made to remove an employee from the Telework Program, the employee must be given written notice indicating the reason(s) for removal.  Unless otherwise specified, the employee may reapply for Telework Program participation thirty (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 absence (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 a telework status on their time cards as Regular/Recurring (TW – Telework Regular), Situational (TS – Telework Ad/Hoc, 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

 

            a. 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 requirement 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 as the Agency deems necessary 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 A6.  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. Within 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 purposes of performance appraisals, training, rewarding, reassigning, promotions, reducing in grade, retaining, and removing employees, work requirements, and other acts involving managerial discretion.

 

17.  Reporting to Union

 

Management will provide the Union the following statistical information annually:

 

a.   On an annual basis, the total number of telework eligible positions broken, by installation and major sub-organization (Wing, Center, tenant organization)

 

b.   On an annual basis, 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 THE UNION/ DATE                                         FOR MANAGEMENT/ DATE 

 

_____________________________                          _________________________________

 

TROY TINGEY                                                         CANDY LOHNER

 

President, Council 214                                                Labor Relations Specialist, A1KL

 

 

_____________________________                          _________________________________

 

TOM ROBINSON                                                     RANDY SHAW

 

Executive Assistant, Council 214                               Labor Relations Specialist, A1KL

 

 

_____________________________

 

DANNIE JOHNSON

Executive Assistant, Council 214

 

ATAAPS FIAR Reporting

Date: 
Wed, 10/14/2015

MEMORANDUM OF AGREEMENT (MOA)
ON
Automated Time and Attendance and Production System (ATAAPS) Activity Based (Job)
Costing Capabilities for Financial Improvement Audit Readiness (FIAR) Reporting


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

2.  The 2010 National Defense Authorization Act, Section 1003, required the Secretary of Defense to report to Congress costs associated with ensuring the financial statements of the Department of Defense (DoD) are validated as ready for audit by no later than 17 Sep 2017. To accomplish this directive, the Air Force collects the necessary information biannually to report to Congress.  The ATAAPS FIAR reporting initiative would accomplish this through the use of a job order number (JON) on an employee’s ATAAPS time card.  One of two  JON’s would be used to document this time.  The JON FIARPREP will be used by employees, to record activities associated with generating FIAR assertion products.  The  second, FIARFY15, will be a recurring code (by fiscal year) used by anyone asked to  support auditors’ requests for supporting documentation or other information and site visits.  The information from these  two JON’s will be used to account for the personnel cost associated with the FIAR reporting.  This MOA implements the ATAAPS FIAR reporting procedure, subject to the provisions outlined below.

3.  All employees affected by the FIAR reporting initiative will be trained on procedures necessary to document their time in ATAAPS.  If training is not provided, an employee will not be held responsible for correctly accounting his/her FIAR time.  Initially, training will be conducted by the supervisor to the employee(s) in a face to face manner.  Supervisors will conduct annual refresher training either through a face to face session, or via an electronic briefing.

4.  BUE’s who perform work in the support of the FIAR on an infrequent basis will not be
required to document FIAR time into their ATAAPS time card.  .  Infrequent basis is defined as less than four hours in a month.

5.  Employees will be made aware of FIAR reportable tasks at the time it is assigned, via email or other written documentation.  If the employee is not made aware of this fact, the employee will not be responsible for documenting the time in their ATAAPS timesheet.  A supervisor will inform a time keeper to make the necessary corrections to the employees’ time, and will inform the employee of why the adjustment was made, i.e. FIAR reporting.

6. The reporting procedure outlined in this MOA applies only to employees who are required to normally document their time in ATAAPS.

7. Any future use of JON’s, outside the ones described in this MOA under paragraph 2, will be bargained separately according to ATAAPS MOA, paragraph 8, dated 7 Feb 2013.

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

___________________________   _____________________________
Mary Miller                                       Tom Robinson
HQ AFMC/FMP                                Executive Assistant
                                                         AFGE Council 214

___________________________   _____________________________
Collette Myers                                  Nicholas Spychalski
Labor Relations Specialist                Executive Assistant
HQ AFMC/A1KL                               AFGE Council 214
 

 

Professional Supply Management Certification Program (PSMCP)

Date: 
Thu, 10/08/2015

MEMORANDUM OF AGREEMENT (MOA)
ON
Professional Supply Management Certification Program (PSMCP)


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 Professional Supply Management Certification Program (PSMCP) is a voluntary program open to employees in a range of supply management related disciplines.  It provides a structure for pursuing and documenting the attainment of key competencies important to progression in the supply management field.  Eligible participants include civilian GS employees with experience in the supply management field and WG/WL/WS employees in series 6907, 6910, and 6912.  The program offers 5 levels of certification, each requiring certain experience and training courses highlighted in the PSMCP application requirement sheets, accessible on the SharePoint site.  This MOA authorizes implementation of the program, subject to the provisions below.        

3.   The program is open to both general schedule and federal wage system employees at Edwards, Eglin, Hill, Robins, Tinker, and Wright Patterson Air Force Bases. 

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 progressing through this voluntary program shall not factor into performance evaluation. 

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

6.  Changes to the program shall be subject to bargaining.  Bargaining over the AFMCI 36-202, Logistics Professional Development Program, will commence after the initial coordination and reconciliation has been completed.   

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 / Date                          For the Union / Date

___________________________         _____________________________
SANDRA WIMBERLE                            TOM ROBINSON
HQ AFMC/A4PT                                     Executive Assistant
                                                                AFGE Council 214

___________________________         _____________________________
GINA MARTINELLI                                NICHOLAS SPYCHALSKI
Labor Relations Specialist                     Executive Assistant
HQ AFMC/A1KL                                     AFGE Council 214
 

 

AFSC Air Logistics Complex (ALC) Staff Standardization

Date: 
Mon, 09/28/2015

MEMORANDUM OF AGREEMENT (MOA)

ON

AFSC Air Logistics Complex (ALC) Staff Standardization


1.  The American Federation of Government Employees (AFGE) Council 214 and Air Force Materiel Command (AFMC) hereinafter referred to as the Union and Management, enter into this Memorandum of Agreement regarding the AFSC/ALC standardization initiative as it applies to bargaining unit employees covered by the Master Labor Agreement (MLA) between the parties. The standardization effort will be accomplished in two phases, 1st) - Alignment and 2nd) – Refinement.

2.   This MOA is applicable only to implementation of the Alignment phase of the standardization effort.  This phase entails aligning the ALC overhead and staff functions into common organizational structures across AFSC, and defining standardized functional program assignments within these areas. 

3.  Management will make every effort to minimize impact during the Alignment phase to bargaining unit employees, and agrees the use of pre-decisional involvement with union representatives will facilitate the second phase, Refinement.

4. To effectively utilize PDI, the Presidents of AGFE Locals 1592, 987 and 916 or designee will be included as team members in the standardization working groups during both phases of the initiative. Management will further provide periodic updates or as requested to the local presidents on standardization efforts that are specific to their Complexes, along with periodic updates to AFGE Council 214.

5. The parties agree an effective communication plan; to include base newspaper articles, electronic messaging and town hall meetings is necessary to obtain an effective implementation. Union input into newspaper articles will be solicited prior to publication. Management will ensure Local Presidents are notified prior to any town hall meetings.

6.        Management agrees that any employees impacted by supervisory reassignments during the Alignment phase will be informed of the changes in advance. Management will ensure these employees are provided mid-term and/or close-out appraisals in accordance with AFI 36-1001 and the Master Labor Agreement.  The parties further agree that should any supervisory reassignment result in changes to working conditions, these changes will be negotiated locally.


7. While this MOA is specific to the Alignment phase, the parties agree the following provisions will be incorporated in the Refinement MOA: the use of PDI, Local President Membership on working groups, and the communication plan. 

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

 

_________________________       _________________________
 

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