Air Force Sustainment Center Manual (AFSCMAN) 21-102 "Depot Maintenance Management

Date: 
Thu, 03/19/2015

 

MEMORANDUM OF AGREEMENT (MOA)

ON

Air Force Sustainment Center Manual (AFSCMAN) 21-102

Depot Maintenance Management

 

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

 

2.  The Depot Maintenance Manual (DMM) AFSCMAN 21-102 provides directive guidance for depot maintenance management.  Air Force policy is found in AFI 21-102 “Depot Maintenance Management.” MAJCOM policy is found in AFMC SUP “Depot Maintenance Management.”  The DMM applies to all Air Logistics Complexes (ALCs).  

 

3.  The parties agree to the implementation of the DMM as written, subject to the following provisions:

 

a. Paragraph 1.10.:  Leads/Team Members/Collateral Duty Selection Process:  Participation will be on a rotational basis, and candidates will be selected in accordance with the procedures identified in the Master Labor Agreement (MLA) – Article 20, Details to Bargaining Unit Positions, and Article 21, Loans of Bargaining Unit Employees.

 

b. Paragraph 10.20.2.:  Accommodations to the 30-day initial training will be considered due to unforeseen circumstances and will be handled on a case-by-case basis.

 

c. Paragraph 17.2.4.3.:  The parties will follow the MLA with regards to who is assigned and the rotation between all qualified and available employees.

 

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 

 

__//signed//____________                          __//signed//____________

BRIAN BURKS                                          TROY TINGEY

AFSC/LGP                                                  AFGE Council 214 

 

__//signed//____________                         __//signed//____________

GINA MARTINELLI                                NICHOLAS SPYCHALSKI

AFMC/A1KL                                             AFGE Council 214

 

 

Health and Welfare (H&W) Assessment Implementation Guidance, HQ AFMC/A1, March 2014

Date: 
Tue, 08/19/2014

19 August 2014

 

MEMORANDUM OF AGREEMENT (MOA)

 

ON

 

Air Force Materiel Command Health and Welfare Assessment

 

Reference:  Health and Welfare (H&W) Assessment Implementation Guidance, HQ AFMC/A1, March 2014

 

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 the AFMC Health and Welfare Assessment as it applies to bargaining unit employees covered by the Master Labor Agreement (MLA) between the parties.

 

2.  The Union and Management jointly embrace the importance of maintaining a healthy work environment that promotes dignity, trust, and mutual respect.  The intent of Health and Welfare Assessments is to discover and remove inappropriate objects and displays from AFMC work areas and network sites.  The targeted items are materials that a reasonable person would consider lewd, obscene, derogatory, discriminatory, or unprofessional.  As outlined in referenced “Implementation Guidance,” Commanders at the squadron level and higher will periodically do walk-throughs to detect and respond to inappropriate items.  This MOA implements the H&W Assessment process, subject to provisions outlined below. 

 

3.  Commander walk-throughs and follow-up assessments by Equal Opportunity (EO) staff, will include all workspaces but will be limited to areas visible to anyone, including walls, cabinets, desks, and common-area cabinets.  Respective to the Health and Welfare Assessments, personal desk drawers, lockers, clothing, purses, brief cases, etc. will not be assessed.  Assessments may include files stored on shared network drives, publically visible screen savers, and any other data objects available to multiple employees.  Personal email and data files will not be inspected and employee social media accounts (Facebook, Twitter, etc.) will not be assessed respective to a Health and Welfare Assessment.  Areas where the employee has a reasonable expectation of privacy will not be assessed.

 

4.  Before conducting a walk-through, the Commander will contact his/her respective Labor Relations Officer (LRO) to make arrangements for the release of a union representative. The LRO will contact the union with at least a days’ notice prior to a planned walk-through. In rare instances where a days’ notice cannot be given, the Commander will provide the local union rationale for a shorter notice.  A walk-through is not required to be delayed should the local union president or his/her designee be unavailable at that time. Management will assure that official time is granted for the local president or his/her designee to accompany the walk-through. Understanding there is a degree of subjectivity in labeling an object “inappropriate” the union representative could provide a second opinion for consideration when assessing materials during a walk-through.  Any items removed or requiring follow-up will be recorded per the AFMC Health and Welfare Implementation Guidance paragraph 6. 

 

5.  When a workplace item is found to be “inappropriate”, it will be promptly removed.  Normally, for a first offence, counselling is considered sufficient.  Per AFMC Health and Welfare Implementation Guidance paragraph 6i, standard procedures will be followed as needed for any disciplinary action issues and/or issues that may involve criminal offenses.  

 

6.  All reports resulting from H&W Assessments will be shared with the Union at the appropriate level.

 

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

 

 

 

___________________________                  _____________________________

DAVID L. TAYLOR                                     TROY TINGEY

Chief, Readiness and Integration Division      President, AFGE Council 214

HQ AFMC/A1R                                                       

                                                                       

 

 

___________________________                  ______________________________           

ANDREW THOMAS                                                TOM ROBINSON                                        

Labor Relations Specialist                                                 Executive Assistance

HQ AFMC/A1KL                                          AFGE Council 214

 

                                   

 

 

 

Air Force Instruction (AFI) 90-508, “Air Force Civilian Drug Demand Reduction Program”

Date: 
Wed, 03/18/2015

 

MEMORANDUM OF AGREEMENT (MOA)

ON

Air Force Instruction (AFI) 90-508, “Air Force Civilian Drug Demand Reduction Program” Dated 28 August 2014

 

(Supersedes the MOA dated 27 June 2011 on AFI 44-107,

“Air Force Drug Demand Reduction Program,” dated 7 April 2010.)

 

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

 

2.     AFI 90-508 outlines procedures and policies the Air Force has adopted for deterring the use of illicit drugs by members of the workforce through a drug testing program.  The method of drug testing is urinalysis. The types of testing include:  tentative selectee testing, random testing for employees in positions identified as Testing Designated Positions (TDP), reasonable suspicion testing to include testing based upon circumstances of an accident or safety mishap, rehabilitation follow-up testing, consent testing and voluntary tests.  All specimens will be tested for evidence of consumption of drugs approved for testing, by the Department of Health and Human Services (HHS).  When conducting reasonable suspicion, post-accident, or unsafe practice testing, Management may have urine specimen tested for any drug listed in Schedule I or II of the Controlled Substance Act.  The new AFI realigns the previous AFI 44-107 from the 44 (Medical) series to the 90 (Special Management) series.  It reassigns program management from the medical community to the Air Base Wing (ABW) Commander resulting in the realignment of Drug Demand Reduction Program personnel to the ABWs.  It also refines the guidance for identifying security based TDPs.  This MOA implements AFI 90-508, subject to the provisions below.

 

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

 

4.     TDP’s will be identified in accordance with AFI 90-508, dated 28 August 2014.  The addition of any new TDPs not listed in the AFI will be subject to bargaining in accordance with MLA Article 33.  Full time union representatives, as identified in MLA Section 4.13, when serving as representatives of the union, are not subject to random testing.

 

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

 

6.     Thirty (30) days prior to the implementation of random drug testing of an employee newly designated to the TDP random drug testing program, Management shall notify the employee that testing for use of illegal drugs is to be conducted, that he or she has been identified as occupying a TDP, and the reasons why his or her position has been designated a TDP.  The notice will also inform the TDP employee that they may seek counseling and rehabilitation and inform them of the procedures for obtaining such assistance through the Employee Assistance Program (EAP).  The notice will also include the HHS approved list of drugs for which he or she may be tested.  Said list may be subject to change based on HHS guidance.  In the event of such a change, employee notification will occur after bargaining obligations have been met.  Employees who have an appropriate notification on file for the position they occupy will not be provided an additional notice upon implementation of AFI 90-508, since the 30-day advance notice period requirement has already been satisfied. Random testing may continue without interruption.

 

7.     Management will provide education and training IAW provisions of AFI 90-508.  Additionally, Management will make training and education materials available to employees online.  Management will also distribute written educational materials and provide other educational activities, such as videos and lectures, as deemed necessary to provide the widest dissemination of training information, ensuring the employees are well educated and have the ability to receive the help they need.      

 

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

 

9.     A bargaining unit employee who believes he/she may have a drug problem, and who self identifies as such, and agrees to the provisions of the civilian drug testing program, as described in the AFI 90-508, will not be subject to disciplinary action for past use.  Management and the Union both recognize the importance of a drug free workplace for safety and health reasons.  Employees who voluntarily seek assistance with substance abuse issues may not be subject to disciplinary action if they meet all the conditions of the “Safe Haven Provisions” of AFI 90-508.  Employees who seek and meet the “Safe Haven Provision” shall not relinquish any rights to appeal regarding future charges.   

 

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

 

11.  In accordance with AFI 90-508, rehabilitation shall be offered to all bargaining unit employees identified as having a drug problem (e.g. Medical Review Officer (MRO) verified drug positive test result, and/or self-identified with a drug problem) regardless of other administrative actions that may be pending or taken.  The goal of rehabilitation is to eliminate substance abuse and restore the employee to a productive status within his/her work area.  As such, a one-time mandatory assessment and referral appointment can be completed at no-cost to the employee, through the EAP or Alcohol Drug Abuse Prevention & Treatment (ADAPT) Program; with a maximum of three hours of duty time allotted for employee use during this phase of treatment.  Any follow-on counseling services are at employee expense.  Employees may also use approved sick or annual leave for any additional time required for such visits subject to existing laws and regulatory guidance.  In accordance with AFMC & AFGE C214 MOA on Civilian Physical Fitness and Wellness Activities, any available Wellness/Fitness hours may be used for prescribed EAP visits.

 

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

 

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

 

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

 

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

 

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

 

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

 

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

 

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

 

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

 

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

 

 

For Management / Date                                  For the Union / Date

 

 

 

 

___________________________                  _____________________________

Col Janice D. Wallace                                     Troy Tingey

HQ AFMC/SG2                                             President

                                                                        AFGE Council 214

 

 

___________________________                  _____________________________

Gina Martinelli                                               Nicholas Spychalski

Labor Relations Specialist                              Executive Assistant

HQ AFMC/A1KL                                          AFGE Council 214

 

Sexual Assault Prevention and Response (SAPR) Training

Date: 
Fri, 03/27/2015

MEMORANDUM OF AGREEMENT (MOA)

 

ON

 

Sexual Assault Prevention and Response (SAPR) Training

 

References: 

A.  AFI 36-6001, Sexual Assault Prevention and Response, dated 29 September

2008, MOA dated 8 September 2009

B.  National Defense Authorization Act (NDAA) of 2012, Sec. 585 (a), Sexual

Assault Prevention and Response Training and Education

C.  Air Force SAPR Stand-Down Day standard training guidance, dated 2014

D. Sexual Assault Prevention and Response (SAPR) Training MOA, dated 22 May 2104

E. FY 2015 SAPR Training Materials, dated 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 initiative as it applies to bargaining unit employees covered by the Master Labor Agreement (MLA) between the parties.

 

2.  Air Force Instruction 36-6001, as implemented in our 2009 MOA (Reference A), 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 B).   In 2014, the Air Force issued detailed guidance for conducting the initial round of SAPR training (Reference C).  The first round of annual training was conducted under a 2014 MOA (Reference D).  In 2015, Air Force provided new training materials and a revised roll-out plan (Reference E).  Under this plan, training will consist of an initial 90 minute large group session (Module 1) and three 20-30 minute small group (10-15 people) discussions to be conducted throughout the training period (Module 2).  The full training regimen must be completed by 30 September each year.  Module 1 and Module 2 training is mandatory and will be tracked in the employees’ ADLS training records.   This MOA supersedes the 2014 MOA (Reference D) and paragraph 6 of the 2009 MOA (Reference A).  It 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 Module 1 training date and briefed during the Module 1 training.

 

4.  Employees who are not available (due to TDY, leave, or other reasons) to attend the large group session should contact the installation SAPR Office to receive guidance on make-up/waiver procedures.  For the small group discussion, employees should schedule a make-up session through their supervisor.      

 

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 curriculum to conduct discussions.  A copy of this curriculum will be provided to C214 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 / Date                                  For the Union/Date

 

 

 

    // SIGNED //________                               // SIGNED //______

SIMONE KORAM                                        TOM ROBINSON

HQ AFMC SAPR Chief                                 Executive Assistant

AFMC/A1Z                                                   AFGE Council 214

 

 

// SIGNED //                                                   // SIGNED //                          

GINA MARTINELLI                                                NICHOLAS SPYCHALSKI

Labor Relations Specialist                              Executive Assistant

AFMC/A1KL                                                 AFGE Council 214

Air Force Manual (AFMAN) 33-152, User Responsibilities and Guidance for Information Systems, Dated 1 June 2012

Date: 
Thu, 03/13/2014

 

MEMORANDUM OF AGREEMENT (MOA)

ON

Air Force Manual (AFMAN) 33-152, User Responsibilities and

Guidance for Information Systems, Dated 1 June 2012

 

References

 

  1. MOA Concerning AFI 33-115, Dated 3 March 2003
  2. MOA Concerning Information Assurance Certification, Dated 8 April 2008
  3. MOA Concerning Air Force User Agreement Statement Notice and Consent Provision, Dated 13 October 2009
  4. MOA Concerning AFI 33-100, Dated 1 Dec 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, and collectively as the Parties, hereby enter into this Memorandum of Agreement regarding subject manual as it applies to bargaining unit employees (BUEs) covered by the Master Labor Agreement (MLA) between the Parties.

 

2.  AFMAN 33-152 supersedes AFI 33-100, AFI 33-113, AFI 33-119, AFI 33-127, and AFMAN 33-128.  This manual consolidates policies and procedures for the use of cyberspace support systems/services and related compliance requirements.  It also outlines new guidance for limited personal use of government networks and access to social media.  This MOA implements AFMAN 33-152 subject to the provisions below.

 

3. Users should keep a copy of their signed AF Form 4394, but will be provided a copy of this and any other signed user agreements (e.g. AF Form 4433, AF Form 2875) upon request to their Information Assurance Officer.  As represented in these user agreements, a user’s “consent to monitoring” means consent to monitoring by network technicians for the purpose of enforcing rules of security, network protection, and appropriate network use.  Provisions under Reference C apply. 

 

4. Suspensions of network access shall be in accordance with regulations, policy and Reference A.  Users who are suspended based on loss of security clearance for reasons unrelated to information assurance and/or network security, and who pose no foreseeable risk to the network, will have their access reinstated in a timely manner in accordance with agency policy and procedures.  In the case of suspensions prolonged based on a “forseeable risk,” the employee will be provided a written explanation of the perceived risk upon employee request.  Denial of network access will be based on a reasonable assessment of the risks involved.

 

5.  Government provided hardware and software are for official use and limited authorized personal use only.  Employees within the same organizational unit will be treated nondisparately in terms of their personal use of government computers.  All personal use must be consistent with the requirements of DOD 5500.7-R, Joint Ethics Regulation and appropriate Air Force policy for which bargaining obligations have been met.

 

6. AFMAN 33-152 rules for commercial cellular services apply only to government purchased cellular services.

 

7.  Information assurance (IA) training will be accomplished annually to maintain network access.  Organizations shall not mandate retraining earlier than the individual’s anniversary date.  Users should take a proactive approach and anticipate their due date prior to deployments and/or any form of planned leave.  Users will be given a minimum of one week (five workdays) after the anniversary date to complete their IA training to accommodate the possibility of being in a leave or TDY status during their training anniversary date.  Provisions under Reference B apply. 

 

8.  MOA on AFI 33-100, User Responsibilities and Guidance for Information Systems, dated 1 Dec 09, (Reference D) is rescinded.

 

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

 

For Management / Date                                  For the Union / Date

 

 

///////Signed///////                                            ///////Signed///////

CELESTE BOOTH                                        TOM ROBINSON

Chief, Plans and Policy Division                    Executive Assistant                                       

HQ AFMC/A6X                                            AFGE Council 214

 

///////Signed///////                 ­           

GINA MARTINELLI                                                                                    

Labor Relations Specialist                                                                 

HQ AFMC/A1KL

Official time for pre-decisional involvement (PDI) of union representatives In the expedited review and negotiation Of Air Force Sustainment Center (AFSC) Manual 21-102, “Depot Maintenance Manual” Draft, dated August 2014

Date: 
Wed, 08/20/2014

 

 

 

AUG 2 0 2014

 

MEMORANDUM OF AGREEMENT (MOA)

Regarding

Official time for pre-decisional involvement (PDI) of union representatives In the expedited review and negotiation

Of

Air Force Sustainment Center (AFSC) Manual 21-102, “Depot Maintenance Manual” Draft, dated August 2014

 

  1. This agreement is entered into by American Federation of Government Employees (AFGE) Council 214, hereafter referred to as the “Union” and the Air Force Materiel Command (AFMC), hereafter referred to as “Management” with regard to the development of subject manual as it affect bargaining unit members covered by the Master Labor Agreement (MLA).

 

  1. AFSC Manual (AFSCMAN) 21-102 contains detailed instructions for implementing Air Force Instruction (AFI) 21-102, “ Depot Maintenance Management,” dated 18 July 2012.  The AFI is currently being bargained (i.e. not yet in effect). The AFI prescribes roles and responsibilities, while the AFSC manual elaborates the applicable procedures. Existing procedures are documented in the AFMC Supplement to AFI 21-101 ( 15 Nov 2011), implemented under the negotiated MOA of 3 Feb 2012. Traditionally, Command-level bargaining commences when an implementing directive is fully developed. In this case, the huge size of the draft manual (over 800 pages) recommends a pre-decisional involvement (PDI) approach. The Union is willing to review this manual before finalization. This approach embraces the PDI directive of Executive Order 13522 and will achieve the government service improvement goal of timelier implementation.

 

  1. The parties agree that, within one week of the signing of this agreement, the Union will  provide AFMC/A1 the names of two depot maintenance representatives for each of the following three locals/bases: Local 916 (Tinker), Local 987 (Robins), and Local 1592 (Hill).  These representatives will serve as the draft AFSCMAN review team. Each representative shall be granted up to 40 hours per week for up to three weeks to complete a review of the AFSCMAN and submit input to AFGE Council 214. The three weeks will start when the functional and the AFGE C-214 representative notify A1KL that they are ready for the field review (NLT 2 weeks after signing of this agreement). An additional 20 hours of official time may be authorized for one representative at each of the three bases to collaborate with C-214 over the following two weeks. AFGE Council 214 will provide a list of union interests within two weeks of the local review. These interests will provide a basis for interest based bargaining that will commence after completion of the AFSCMAN.

 

  1. The names of the union reviewers will be provided to AFMC/ A 1KL by AFGE Council 214 no later than one week from the date of this agreement.  The AFMC LRO or his/her designee will advise the local LROs of the persons identified.  The local LROs will arrange for release of the named employees for the specified amount of time authorized.   In the event the mission may prohibit release, any denial will be coordinated through AFMC/A4.

 

5.  To  expedite  the  overall process, local management  will provide two hard-copies of the new draft AFSCMAN and  the  current AFMC supplement to each union  Local  before  the review process begins.

 

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 I Date                                                                                               For the Union / Date                                        

 

 

 

       /////Signed//////                                                                                                        ///////Signed///////

GINA  MARTINELLI                                                                                                 TROY TINGY

Labor Relations Specialist                                                                                         President

HQ AFMC/AI KL                                                                                                      Council 214

 

    ////Signed///////                                                                                                         ///////Signed///////

   BRlAN C. BURKS                                                                                                     TOM ROBINSON

   Chief, MX and Supply Requirements Div AFSC/LGP                                                    Executive Assistant AFGE Council 214

Air Force Instruction (AFI) 91-203, “Air Force Consolidated Occupational Safety Instruction”

Date: 
Fri, 10/18/2013

 

MEMORANDUM OF AGREEMENT (MOA)              18 October 2013

On

Air Force Instruction (AFI) 91-203, “Air Force Consolidated Occupational Safety Instruction”

 

 

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

 

  1. This MOA implements AFI 91-203 after partnered review with Management.  AFI 91-203 replaces Air Force Occupational Safety and Health (AFOSH) Standard 91-501 and all other 91-series AFOSH standards and implements substantive changes directed at assuring safety of the workforce.  This document updates and merges Air Force safety principles, concepts, and program elements into a single consolidated occupational safety and health document.  Further, it incorporates the safety directives of the Occupational Safety and Health Administration (OSHA) and the principles and concepts of other national consensus safety agencies.

 

  1. Implementation of this MOA is representational of the Parties’ continued partnered commitment to safety.  Management recognizes the Union, and BUEs, as prime and welcome contributors toward the identification and solution of safety issues.  The parties agree that safety issues identified while this AFI is in effect shall be addressed by mutual agreement, and bargained in accordance with application regulations and negotiated agreements.

 

  1. All remedies available under the MLA or 5 U.S.C. 71 will remain available to the parties if concerns related to the implementation and operations within this instruction cannot be cooperatively resolved.

 

 

 

For Management/Date                                                For the Union/Date

 

 

 

//SIGNED//                                                                 //SIGNED//

Stephen Hildenbrandt                                                 Tom Robinson

Chief, Ground Safety                                                  Executive Assistant

HQ AFMC/SEG                                                         AFGE Council 214

 

 

 

//SIGNED//                                                                 //SIGNED//

Gina Martinelli                                                           Justin Bell

Labor Relations Specialist                                          Executive Assistant

HQ AFMC/A1KL                                                      AFGE Council 214

Automated Time Attendance and Production System (ATAAPS) Users: Supplement to ATAAPS MOA, Dated 7 February 2013

Date: 
Tue, 09/24/2013

 

MEMORANDUM OF AGREEMENT (MOA)

On

Automated Time Attendance and Production System (ATAAPS) Implementation for Electronic Management Tracking System (eMTS) Users: Supplement to ATAAPS MOA, Dated 7 February 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, and collectively as the Parties, hereby enter into this Memorandum of Agreement regarding implementation of ATAAPs as a replacement for eMTS as it applies to bargaining unit employees (BUEs) covered by the Master Labor Agreement (MLA) between the Parties.

 

  1. ATAAPS is a web-based application providing online entry, update, concurrence, and certification of time and attendance data for civilian employees of various Department of Defense agencies.  On 7 February 2013, the Parties entered into an MOA implementing the general provisions of ATAAPS.  AFMC intends to expand the ATAAPS program to employees using eMTS, and in accordance with the 7 February 2013 MOA, further negotiation must occur when converting employees already using automated time attendance systems to ATAAPS, thus necessitating this supplemental MOA. 

 

  1. This MOA implements usage of ATAAPS as the preferred system of time attendance tracking for BUEs currently using eMTS at the following installations:

 

  1. Hill Air Force Base (AFB)
  2. Air Force Metrology and Calibration Program Office (AFMETCAL) - Heath, Ohio
  3. Tinker AFB
  4. Kirtland AFB
  5. Robins AFB
  6. Wright-Patterson AFB

 

  1. Management agrees to the same provisions found in the 7 February 2013 MOA to employees converting to ATAAPS.

 

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

For Management/Date                                                For the Union/Date

 

 

__//SIGNED//_________                                           __//SIGNED//_________

Randy Shaw                                                                Justin Bell

Chief, Labor Relations                                                Executive Assistant

HQ AFMC/A1KL                                                      AFGE Council 214

 

 

 

__//SIGNED//_________                                           __//SIGNED//_________

Keisha  Barlow                                                           Tom Robinson

Labor Relations Specialist                                          Executive Assistant

HQ AFMC/A1KL                                                      AFGE Council 214

AFI 91-202, “The USAF Mishap Prevention Program”

Date: 
Fri, 09/13/2013

13 September 2013

 

MEMORANDUM OF AGREEMENT (MOA)

On

AFI 91-202, “The USAF Mishap Prevention Program”

(Revision dated 5 August 2011 incorporating Change 1, 20 March 2012 and including AFI 91-202, AFMC Supplement 1)

 

 

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

 

2.  AFI 91-202 establishes mishap prevention program requirements, assigns responsibilities for program elements and contains program management information.  The Union fully embraces the goals of this program and regards itself as a partner in all workplace safety initiatives.  The AFI deals predominantly with management roles, processes, and program direction, which pose no issues to bargain.  One exception is the clarified role of the Unit Safety Representative (USR), who assists the unit commander by being knowledgeable of safety requirements, by assisting unit personnel, and by keeping the unit commander informed of safety hazards, safety campaigns, and local safety and health practices.  Because USR duties are performed on a part-time, as needed basis in addition to regular job duties, they are considered collateral duties.  This MOA implements AFI 91-202, Interim Changes and AFMC Supplements subject to USR assignment provisions detailed below. 

 

3.  The appointment of a bargaining unit employee as primary or alternate USR will be documented with an addendum to the employee’s original position description (PD) with a collateral duty position statement.  The attached template provides basic USR duties and requirements, but may be modified to address unit specific issues.
 

4.  The supervisor of each bargaining unit USR will ensure this information is attached to the employee’s PD for the duration of the collateral duty assignment.  When duties are rotated to another employee, the supervisor will remove the statement from the past USR’s main PD.  The supervisor will submit these changes to the servicing classification specialist for processing and inclusion with the employee’s position description.

 

5.  Subject to the provisions of Article 15 and Air Force policy, the successful achievements of employees performing as USRs may serve as the basis for recognition appropriately recommended by the supervisor and approved by the award-approving official.

 

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//__________

STEPHEN HILDENBRANDT                       JUSTIN BELL

Chief, AFMC Ground Safety                          Executive Assistant

HQ AFMC/SEG                                              AFGE Council 214

 

 

 

____//SIGNED//__________                          ____//SIGNED//__________

GINA MARTINELLI                                     TOM ROBINSON

Labor Relations Specialist                                Executive Assistant

HQ AFMC/A1KL                                            AFGE Council 214

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Atch:  USR Collateral Duty PD

 

 

 

MOA - Attachment

AFI 91-202, “The USAF Mishap Prevention Program”

(Revision dated 5 August 2011 incorporating Change 1, 20 March 2012)

 

Unit Safety Representative (USR)

Collateral Duty

Position Description

 

As the primary (or alternate) Unit Safety Representative (USR), advises the unit commander concerning safety matters on a quarterly basis, or more frequently if needed.  Conducts and documents spot inspections, in conjunction with facility managers when possible.  Assists supervisors with conducting and documenting spot inspections, at least monthly, to ensure 100% of the unit workplaces are inspected annually and to assure the day-to-day safety and health of the unit.  Ensures unit personnel are aware of mishap reporting requirements.  Assists unit commanders and supervisors in the mishap investigation process.  Assists supervisors with development and tailoring of Job Safety Training Outlines to address specific safety concerns of the unit work environment, including safety awareness and job specific safety training.  Conducts safety briefings, provides unit personnel with educational safety materials, and verifies all regulatory safety requirements are met.  Assists the unit commander and supervisors with the hazard abatement process, which includes identifying hazards and determining changes needed to mitigate or eliminate the hazards.  Required to complete any Air Force level RM course. 

 

STANDARDS:

 

A.  Provides relevant safety matter advice or hazard awareness and mitigation materials to the unit commander at least once per quarter, or as directed.

 

B.  Performs and documents spot inspections at least monthly and ensures entire unit workspaces are inspected annually, or as directed.

 

C.  Verifies and documents safety briefings are conducted and unit personnel are provided with educational safety materials.

 

D.  Ensures installation safety office is notified as soon as possible (within a goal of 24 hours) of reportable safety mishaps.

Air Force Instruction (AFI) 40-102, “Tobacco Use in the Air Force,” Dated 26 March 2012

Date: 
Fri, 06/28/2013

 

MEMORANDUM OF AGREEMENT (MOA)

ON

Air Force Instruction (AFI) 40-102, “Tobacco Use in the Air Force,”

Dated 26 March 2012

 

1.   The American Federation of Government Employees (AFGE) Council 214 and Air Force Materiel Command (AFMC), hereafter referred to as the Union and Management, hereby enter into this Memorandum of Agreement regarding subject instruction as it applies to bargaining unit employees covered by the Master Labor Agreement (MLA) between the parties.  This agreement hereby rescinds the following MOA’s:  Smoking Policy at AFLC Installations, dated 14 November 1986; Smoking in Air Force Facilities, 29 March 1978, dated 29 April 1987; AFR 30-27, Smoking in Air Force Facilities, dated 1 November 1988; and, AFMC Tobacco Reduction Policy, dated 1 April 1994.   

 

2.   AFI 40-102 outlines policy aimed toward oversight of tobacco use on Air Force Installations to minimize the adverse impact of tobacco use on health, mission readiness, and unit performance.  AFGE Council 214 supports effective measures to protect employees from exposure to second hand tobacco smoke (STS).  The Union also supports the rights of employees who opt to use tobacco products and their desire to do so while at work on AFMC bases.  This agreement is to ensure that a balance is maintained between the rights of non-smokers to a smoke free environment and those of employees who choose to use legal tobacco products.  The parties recognize where these interest conflict, an employee’s right to breath smoke free air shall prevail.

 

3.   Designated Tobacco Areas (DTAs) are defined in this agreement as Smoking Areas that have been bargained for employees to use if they opt to smoke tobacco products.

 

  1. DTAs will be conveniently located near work areas a minimum of 50 feet from entryways and air intakes so as to prevent STS exposure to non-smokers.  Specific locations of DTAs are authorized for local bargaining.  DTAs near an explosive safety area must be approved at local level through base Safety.

 

  1. While all DTAs should be reassessed for compliance with the AFI, the Agency agrees to allow existing smoking shelters to be left in their current location.  Any DTAs without smoking shelters in place (hard structure) will be relocated to comply with the 50 foot requirement, unless it is not possible due to some physical limitation (e.g., cluster of buildings, trees/woods, road/flight line).  In all cases, relocated DTAs shall be approved locally by mutual agreement of the parties.  Any new DTAs or shelters will comply with the 50 foot requirements.

 

4.   The use of smokeless tobacco products (defined as any tobacco product that consists of cut, ground, powdered, or leaf tobacco) shall not be restricted to DTAs, since this would subject users to second hand smoke.  Smokeless tobacco use (excluding e-cigarettes) will be permitted in all workplace areas (inside and outside) subject to reasonable safety and sanitary conditions.  Any safety issues relative to the use of smokeless tobacco products in the work areas are subject to local bargaining.  E-cigarettes are defined as battery-operated products designed to deliver nicotine, flavor and other chemicals.  They turn nicotine, which is highly addictive, and other chemicals into a vapor that is inhaled by the user.  E-cigarettes are not restricted to DTAs and are allowed to be used outdoors, at a reasonable distance from building entry/egress points and users should not gather around these areas to prevent exposure to passers-by. 

 

5.   No restrictions shall apply to the use of nicotine gum or nicotine patches, as their use presents no hazard to fellow employees or to the public. 

 

6.   The MTF “campus” shall be defined as the area within 50 feet of the primary medical facility.  By mutual agreement, parties at the local level may alter this definition but smoking will only be allowed a minimum of 50 feet from entryways and air intakes so as to prevent STS exposure to non-smokers.  DTAs must be located for minimum visibility and should be easily accessible.

 

7.   Child care facilities and playgrounds shall be smoke free.  DTAs established subsequent to this agreement will be located a minimum of 50 feet from playgrounds and must limit visibility, provided they are easily accessible.

 

8.   Tobacco use shall be prohibited in common thoroughfares such as sidewalks, etc. but generally permitted in large open outdoor areas, i.e. golf courses, parks, etc. outside a 50 foot radius from buildings.  Employees shall be free to smoke inside their automobiles. 

 

9.   Restrictions on smoking while in military uniform shall not apply to Air Reserve Technicians (ARTs) when serving in a civilian capacity, until such time as bargaining is completed for AFI 36-801, which proposes ARTs wear the military uniform while performing civilian duties as an ART.

 

10.  Smokers and non-smokers alike shall be afforded the same break opportunities consistent with good work practices and the accomplishment of the mission. 

 

11.  Management agrees to provide smoking cessation classes and nicotine replacement therapy supplies (e.g. nicotine patches) at no cost to employees who choose to quit smoking, subject to the availability of funds for this purpose.           

 

12.  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//______________

Judith Holl                                                      Troy Tingey

Team Lead, Occupational Health                   President

and Wellness                                                   AFGE Council 214

HQ AFMC/SGPO                                         

 

 

___//SIGNED//______________                   ___//SIGNED//______________

Keisha E. Barlow                                            Tom Robinson

Labor Relations Specialist,                             Executive Assistant

HQ AFMC/A1KL                                          AFGE Council 214

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