7 Feb 2013

MEMORANDUM OF AGREEMENT (MOA)

On

Automated Time Attendance and Production System (ATAAPS)

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, enter into this MOA regarding the above named system as it applies to bargaining unit employees (BUEs) covered by the Master Labor Agreement (MLA) between the Parties. 

2.  ATAAPS is a web-based application that provides online entry, update, concurrence and certification of time and attendance data for civilian employees of various DoD agencies.  It directly interfaces with the Defense Civilian Pay System (DCPS).  AF has chosen ATAAPS to replace all manual timekeeping practices.  Under this agreement, ATAAPS will be implemented only for those employees not currently using automated T&A systems, such as JOCAS and DMAPS.  Any plans to expand ATAAPS to replace existing automated T&A systems will be negotiated separately.  This MOA authorizes the implementation of ATAAPS. 

3.  Implementation activities will begin approximately 26 November 2012.  The implementation process incorporates training for all users of ATAAPS.  AFMC “go-live” is estimated to begin not earlier than 19 May 2013.

4.  ATAAPS users fall into four categories: employees, timekeepers, certifiers, and Super Users.  Employees will submit their time once each pay period.  Timekeepers check the submission and may perform any necessary corrections.  Certifiers are normally non-BUE representatives of management who review and approve the submissions.  Super Users are designated individuals at each installation with full system privileges. 

5.  ATAAPS has the capability to produce an OPM Form 71 meeting regulatory guidance prescribed in AFI 36-815.  This functionality allows employees to initiate and send leave request notifications to their certifier for action.  When configured for an organization, the certifier receives an email notifying them of each new request.  Upon approval or disapproval, the employee will receive an email notification.  Use of this functionality will be done in compliance with Article 23, Annual Leave, and Article 24, Sick Leave, of the MLA.  Employees may utilize the existing process for requesting leave, if access to a computer is not feasible.

6.  Management agrees that information pertaining to a specific individual will be protected in accordance with the Privacy Act.  Information collected in ATAAPS will be used by management for official purposes only and access to individual timesheets will be limited to authorized management officials with a need to know.   

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

8.  ATAAPS activity based (job) costing capabilities will not be implemented until negotiated separately.  “Job Order” and “Opt Code” fields will be pre-populated on an individual employee’s timesheet.

9.  Prior to “go live” activation of the system, Management will provide all affected employees sufficient training to be confident in their ability to log onto the system, and accurately enter, review, and adjust their pay period submissions.  Upon request, at any time after system activation, employees will be provided with a reasonable amount of personal assistance by timekeepers. 

10.  Employees will be provided access to a private work station with a suitable computer and a printer.  Access includes a reasonable amount of time during an employee’s working hours to make ATAAPS bi-weekly submissions and for incidental ATAAPS updates or inquiries. 

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

12.  Any challenges to the accuracy of an employee’s submission will be timely raised.  If the need for correcting the timesheet is discovered within three pay periods, adjustments will be made in ATAAPS with any necessary supporting documentation.  Any adjustments beyond three pay periods will require supporting documentation and manual input in DCPS. 

13.  It is recognized that circumstances, such as an employee’s extended absence, may require the timekeeper to make submissions on behalf of the employee or to correct the employee’s submission and process it without prior confirmation.  Such actions will be reported back to the employee for confirmation as soon as possible. 

14.  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 and concerns cannot be cooperatively resolved.

FOR THE UNION                                         FOR MANAGEMENT

____/signed/__________________              ___/signed/___________________

TROY TINGEY                                             MARY E. MILLER

President, Council 214                                    HQ AFMC/FMP

____/signed/__________________              ____/signed/__________________

TOM ROBINSON                                           KEISHA E. BARLOW

Executive Assistant, Council 214                   HQ AFMC/A1KL

                                                                                                                                    26 April 2012      

 MEMORANDUM OF AGREEMENT

On

Policy for Influenza Immunization of Civilian Health Care Personnel (HCP)

Who Provide Direct Patient Care or HCP Who Routinely Work in Military Treatment Facility (MTF) Common Areas

REFERENCES: 

1)       Assistant Secretary of Defense for Health Affairs Memorandum,

                   HA Policy 08-005, dated 4 April 2008.

2)      Air Force 2011-2012 Influenza Immunization Program Guidance, dated 25 July 2011.

3)      Air Force Joint Instruction 48-110, Immunizations and Chemoprophylaxis, dated 29 September 2006.

4)      29 CFR 1605, Guidelines on Discrimination Because of Religion.

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

2. HA Policy 08-005 (Attachment 1) directs all civilian health care personnel who provide direct patient care in Department of Defense MTFs to be immunized against seasonal influenza infection each year as a condition of employment, unless there is a documented medical or religious reason not to be immunized.  This policy will therefore be implemented consistent with the provisions outlined below.

3. Air Force 2011-12 Influenza Immunization Program Guidance (Attachment 2) further defines civilian HCP who provide direct patient care to include workers whose daily activities include contact with patients or involve work in common areas or clinic/hospital rooms where patients are likely to be present (e.g. clerical staff, food service personnel, and cleaning or janitorial staff).  A listing of job series covered by this MOA is at Attachment 3.  HCP personnel in these job series are covered only if they have routine contact or work in common areas with patients.

4. Medical and religious/spiritual exemptions will be handled in accordance with AFJI 48-110, and as further defined by this MOA.  Religious/spiritual is defined as moral and ethical beliefs as to what is right and wrong which are sincerely held with the strength of traditional religious views.

a.       Civilian HCP with a medical contraindication to the seasonal influenza vaccine will provide a signed note from their healthcare provider to the MTF Employee Health point of contact.  The note will identify the underlying health condition and the duration of the exemption (up to 365 days for a condition that is expected to resolve or permanent).

b.      Civilian HCP will submit a signed religious/spiritual exemption request to their supervisor.  The request should include details as to the source of the individual’s religious/spiritual objection to the seasonal influenza vaccine.  Such requests will be processed in accordance with 29 CFR 1605.  The MTF Commander serves as the final approval and revocation authority for such immunization exemptions.

5. Civilian HCP without an exemption, who refuse  to take the immunization will be handled on a case by case basis and may also be subject to measures to prevent the spread of the virus to include, wearing a face mask, relocation and/or changes in work assignments or work schedules.  Management and the Union mutually embrace the goal of minimizing the spread of influenza in MTFs.  To meet the need, flu shots will be made available to all HCPs on a priority basis.  Employees may also choose between injectable and intranasal influenza vaccines as medically appropriate and available.  Employees, who wish, may choose to get inoculated through private sources at their own expense and will provide required documentation of the same to the MTF Employee Health point of contact within 3 business days.

6. Further, in an effort to mitigate any seasonal flu outbreaks, employees will notify their supervisor as soon as possible if flu symptoms develop.

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

FOR MANAGEMENT                                FOR THE UNION

____/ signed /______________                    ____/ signed / ________________

JAMES E. KING, JR.                                  TOM ROBINSON

Colonel, USAF, DC                                     Executive Assistant, AFGE Council 214

Deputy Command Surgeon                                                                     

___/ signed /_______________                    ___/ signed /__________________

BRENDA THOMAS                                   KRISTINE KEELER

AFMC/A1KL                                               Executive Assistant, AFGE Council 214

Attachments:

1.      Assistant Secretary of Defense for Health Affairs Memorandum,

                        HA Policy 08-005, dated 4 April 2008.

2.      Air Force 2011-2012 Influenza Immunization Program Guidance, dated 25 July 2011.

3.      List of Occupational Series/Positions Subject to Mandatory Influenza Vaccinations

                                                                                                                                                               Apr 10, 2012

MEMORANDUM OF AGREEMENT (MOA)

On

Air Force Instruction (AFI) 13-213, Airfield Driving, dated 27 Oct 2011

1. American Federation of Government Employees (AFGE) Council 214 and Air Force Materiel Command (AFMC), hereafter referred to as the Union and Management, enter into this MOA regarding subject instructions as they apply to bargaining unit employees in matters covered by the Master Labor Agreement (MLA) between the parties.
2. AFI 13-213 implements Air Force Policy Directive 13-2, Air Traffic Control, Airspace, Airfield and Range Management, and applies to employees with driving privileges on USAF owned/operated airfields.   This includes mechanics, civil engineering workers, first responders, security police, crash recovery personnel and other employees whose job involves operating any type of vehicle on AF airfields.  The AF IMT 483, Certificate of Competency, confers driving privileges to such employees.  AFI 13-213 outlines the training and testing required prior to issuance of an AF IMT 483.  This MOA implements the AFI under conditions stated herein.
3. Training requirements have been updated to include completion of the new USAF Airfield Driving computer based training (CBT).  No test is included in the CBT.  Management will provide the employee computer access, sufficient duty time, and personal assistance when requested, as needed to operate the CBT software and complete the course.
4.  A locally developed airfield diagram/layout test will be required to ensure individuals know the location of runways, taxiways, aprons, perimeter roads, airfield access points, etc.   The AFI calls for a passing score of 100%.   The test will be designed sto make this score reasonably achievable.  Management will provide employees the training/re-training required to pass this test.  Upon request, employees will be allowed to retake the airfield diagram/layout test. The limit to the amount of times an employee can take the test before revoking AF IMT 483 Certificate of Competency will be determined by the Wing Commander. 
5. A locally developed communications test will be required for access onto the Controlled Movement Area.  The test will cover basic communication principles, phonetic alphabet, standard aviation phraseology, escort phraseology/rules, and a simulation of radio communications between a vehicle operator and air traffic control.  The AFI calls for a passing score of 100%.   The test will be designed so to make this score reasonably achievable.  Management will provide employees the training/re-training required to pass this test.  Upon request, employees will be allowed to retake the communications test.  The limit to the amount of times an employee can take the test before revoking AF IMT 483 Certificate of Competency will be determined by the Wing Commander. 
6. A locally developed written knowledge test will also be required.  The AFI calls for a passing score of 80% to 100%.  The test will be designed to make this score reasonably achievable.  Management will provide employees the training/re-training required to pass this test.  Upon request, employees will be allowed to retake the written knowledge test.  The limit to the amount of times an employee can take the test before revoking AF IMT 483 Certificate of Competency will be determined by the Wing Commander. 
7.  Consistent with the provisions of this MOA, local procedures for the development and administration of tests, employee training, and the handling of failed tests will be subject to local bargaining,  
8. All remedies available under the MLA or 5 U.S.C. Chapter 71 are available to the parties if either party believes the other has failed to comply with any of the requirements of this MOA.

FOR MANAGEMENT                                              FOR THE UNION

________/signed/__________________                    ________/signed/___________________

WILLIAM CHRISTENSEN                                     SCOTT BLANCH

AFMC/A3OO                                                             President, AFGE Coucil214

________/signed/__________________                    ________/signed/___________________

STEPHANIE PETERANGELO                                TOM ROBINSON

AFMC/A1KL                                                             Executive Assistant, AFGE Coucil214