AFGE AFMC Partnership Council

Date: 
Tue, 06/26/2012 (All day) - Wed, 06/27/2012 (All day)
Location: 
Eglin AFB, FL
See map: Google Maps

Munitions Fire Fighting Course

Date: 
Thu, 11/17/2011

                                                                                                                                                                                                           17 Nov 2011                     

      MEMORANDUM OF AGREEMENT (MOA)      

                                      ON                                              

Munitions Fire Fighting Course

 

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

2.  As per HQ Air Force Civil Engineer Support Agency memorandum of 22 September 2010 and Management/Union meeting on 14 Sep 11, the Munitions Fire Fighting Course is mandatory training for all GS series 0081 personnel.  It made the course a prerequisite to attend the Goodfellow AFB Fire Academy’s in-residence Hazardous Materials WMD course, and set a course completion deadline of 1 January 2012.  The online course takes an estimated 16 hours to complete.  It is broken into units with periodic progress checks that yield a proficiency percentage.  75% proficiency is considered a passing score.  The employee may proceed to the next unit without a passing score; however, a final test score of at least 75% is required for successful completion.  The final test resembles a game of “Jeopardy,” where the employee is pitted against a computerized opponent answering questions for points.  The last round (“Final Jeopardy”) appears to put the whole game at stake, but the final test score is determined by percent of correct answers--not game points.  Employees may retake the final test three times to obtain a passing score.  After three unsuccessful attempts, the supervisor must “unlock” the course and the employee must retake the course in full. 

3.  To address employee impacts, Management agrees to the following:

    a. Each employee will be given up to16 hours of duty time to complete the course.

          b. Employees who fail the final test three times may be provided additional duty time, as deemed appropriate by his/her supervisor to successfully complete the course. 

          c. Upon employee request, an extension will be granted to employees who cannot meet the 1 January 2012 deadline due to work assignments, scheduled leave, or other legitimate reasons.  

 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                                             For the Union

 

_____/signed/_______________                    _____/signed/__________________

SMSgt Coben Scott                                            Tom Robinson

HQ AFMC/A7OX                                                   Executive Assistant, AFGE Council 214

 

 

____/signed/________________                    ____/signed/___________________

Stephanie Peterangelo                                     Kris Keeler

Labor Relations Specialist,                             Executive Assistant

HQ AFMC/A1KL                                                  AFGE Council 214

Total Force Awareness Training (TFAT) Change 2011 - Free Exercise of Religion

Date: 
Thu, 11/03/2011

        

                                                                                                                                                                                                                             Nov 3, 2011

MEMORANDUM OF AGREEMENT (MOA)                 

ON

Total Force Awareness Training (TFAT) Change 2011

 

Total force Awareness Training MOA dated 18 Feb 2010 remains effective.

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

2.  Total Force Awareness Training (TFAT) is a computer and internet-based training sequence designed to encompass the Air Force mandated annual training requirements for all employees.  The training is offered on the Advanced Distributed Learning Service (ADLS) website.  The TFAT program was designed to refine and condense existing ancillary training which formerly took several hours to complete.  The current change will expand the Human relations module with added material on violence, expand the Force Protection module with updated counter-intelligence material, and add a new unit on Free Exercise of Religion (FER).  All TFAT training modules, except FER, are available in downloaded format for presentation either in classroom setting or as printed copies for personal review. FER training will be available for download later in FY11.

3.  To accommodate the impacts on bargaining unit employees, Management agrees to the following:

a. Employees, at their own discretion, may choose to take the TFAT in printed form as an alternative to using the ADLS system.

b.  A one-time Free Exercise of Religion course completion (via ADLS or off-line course completion) for all current bargaining unit employees is required by 1 Mar 12 and/or within 120 days of official hire date for each newly-hired bargaining unit employee whose first date of employment is 1 Jan 12 or after.

c. The Parties agree that employees should know how their FER rights will be enforced.  Therefore, upon the signing of this agreement the parties agree to include the following statement in an email to AFMC Center/DP’s instructing them to ensure widest dissemination to all serviced BUEs:  “Free exercise of religion involves rights protected under law.  Bargaining unit employees may use their negotiated grievance procedure to resolve disputes concerning the proper enforcement of regulations and policies which govern the Free Exercise of Religion policy within the Air Force.  Alternatively, employees who feel they have been discriminated against may file a complaint through the Equal Opportunity Office (reference AFI 36-2706).”

 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/_____________

GINA WILLIAMSON                                  KRIS KEELER

Labor Relations Specialist,                    Executive Assistant

HQ AFMC/A1KL                                         AFGE Council 214

 

 

_____/signed/__________            ____/signed/_______________

JOE GYENES                                          TOM ROBINSON

HQ AFMC/A1DS                                      Executive Assistant

                                                                   AFGE Council 214

Mail Delivery Reduction

Date: 
Fri, 09/30/2011

VPP Steering Committee Meeting

Date: 
Thu, 01/12/2012 - 3:00pm - 4:30pm
Location: 
Wright-Patterson AFB, OH
See map: Google Maps

AFMC/AFGE Partnership Council Meeting

Date: 
Tue, 10/04/2011 (All day) - Wed, 10/05/2011 (All day)
Location: 
Kirtland AFB, NM
See map: Google Maps

Security Cooperation/Security Assistance (SC/SA) Training

Date: 
Thu, 05/19/2011

MEMORANDUM OF AGREEMENT (MOA)
On
Security Cooperation/Security Assistance (SC/SA) 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 intothis Memorandum of Agreement regarding subject training as it applies to bargaining unit employees (BUEs) covered by the Master Labor Agreement (MLA) between the parties.

2.  AFMC has long relied on the Defense Institute of Security Assistance Management (DISAM) to provide general and specialized training to Foreign Military Sales (FMS) funded employees.  Management plans to formalize DISAM course requirements for involved employees.  The plan will establish four (4) levels of training applicable to employees based on position and responsibilities.  Some FMS-funded employees will be required to complete only Level 1 training.  Employees who need a basic understanding of Security Cooperation (SC) terminology and processes to do their jobs will be required to complete Level 2 training, which consists of a 20-30 hour online SC orientation course.  Employees directly working or supervising SC programs will be required to complete Level 3 training, which can include both an online and in-residence course.  Employees needing advance SC knowledge will be required to complete Level 4 training, which included one or more in-residence courses tailored to the individual’s specialty.  The specific course requirements are detailed in the attached DISAM Training Level Coding chart.   The Parties recognize this change merely formalizes a training process that has been in place for many years.

3.  For those who have unfulfilled training requirements as of the signing of this MOA, Management will inform such affected employees of what specific course requirements remain and the target date(s) for specific course completion.  Employees new to the FMS-funded workforce will receive this information upon their being identified as needing all or part of the training referenced herein.  Training target dates will be reasonably achievable, based on course availability, workload and the personal circumstances of the employee.

4.  Management will provide employees time – and, in the case of on-line courses, the computer access – necessary to complete their required DISAM training.  Online courses may be retaken as necessary to attain a passing grade.  Employees unskilled at using online software will be provided assistance.  Instructors will work with employees individually, as necessary, to attain successful course completion.

5.  A “test-out” option will be provided for employees who believe they already mastered required course material.

6.  Supervisors and employees will cooperate to assure timely completion of DISAM course requirements.  Supervisors will adjust the employee’s workload to allow for necessary online and classroom training, and will make the necessary arrangements for the employee to attend in-residence courses.  When training targets are not met, the supervisor will meet with the employee and develop a plan to complete the required training by a realistic future date.

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





___//signed//______                                 __//signed//_______
Nancy Hudson                                        Tom Robinson
AFMC AFSAC/XPO                                      Executive Assistant
	                                            AFGE Council 214



___//signed//______
Michael Madges
Labor Relations Specialist
HQ AFMC/A1KL

Attachment:  DISAM Training Level Coding Chart

USAFSAM/OEHRS Preliminary Guidance On Contamination Control, 17 Feb 2011, and AFMC/A4SG Compliance Memo, undated

Date: 
Tue, 04/26/2011

 

                                                                                                                                                                                                                                        26 April 2011

 

MEMORANDUM OF AGREEMENT (MOA)

 

On

 

USAFSAM/OEHRS Preliminary Guidance on Contamination Control,

17 Feb 2011, and AFMC/A4/SG Compliance Memo, undated

 

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 directive/guidance documents as they apply to bargaining unit employees covered by the Master Labor Agreement (MLA) between the parties.

 

2.  The USAF School of Aerospace Medicine, Occupational and Environmental Health Assessment Section (USAFSAM/OEHRS) preliminary guidance, “Occupational Hygiene: Contamination Control and Housekeeping,” outlines recommended measures to (1) control contaminants at the point of generation, (2) keep work areas clean of contamination spread from regulated areas, (3) verify housekeeping plans are operating as designed, and (4) use swipe sampling to assess the adequacy of contamination controls and housekeeping measures.  The AFMC/AF/SG memorandum “Compliance with OSHA Expanded Standard Chemical Federal Requirements” directs all AFMC maintenance units to scrutinize compliance with OSHA requirements, and optimize cleaning programs to address expanded standard dust concerns.  It directs chemical dust generating work-centers to implement robust housekeeping plans and consider physically separating contaminant generating processes from general maintenance areas.     

 

3.  The Union and Management agree there is an urgent need to address contamination issues in our maintenance facilities.  The Union supports AFMC intention to disseminate subject guidance and the associated compliance memo without delay.  These measures are essential to minimizing employee exposure to hazardous metals and chemical dusts.  Recognizing this is not the only contamination issue that needs to be addressed; the Union approves implementation of these measures, subject to the following provisions:

 

  1. Local Presidents will be briefed on the installation’s Occupational Hygiene improvement efforts at its outset.   The union will be invited to participate pre-decisionally in the development of local plans for contamination control, housekeeping, verification, and swipe testing.  Bargainable aspects of these plans will be subject to local bargaining.  Revision to local plans will be handled the same way. 

 

  1. The contamination levels found in workplace swipe samples will be reported to the local union promptly once results are compiled into a functional and accurate measure that depicts the hygiene status of an area.

 

4.  The Parties acknowledge these measures only deal with some workplace issues involving contaminants.  Other issues, including the identification, evaluation, and treatment of employees who may have been exposed to expanded standard chemicals need to be addressed.  The lack of an objective standard for acceptable levels of trace contamination remains a problem in evaluating the adequacy of housekeeping.  In lieu of addressing the full range of contamination issues at this time, the Parties agree to bargain them as single issues or comprehensively at such time as the Union submits proposals.  

 

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

 

 

For Management / Date                                  For the Union/Date

 

__/ signed  /___________                            ____/ signed /___________

for Brenda Thomas                                         Scott Blanch

Labor Relations Specialist,                           President

HQ AFMC/A1KL                                                AFGE Council 214

 

 

 

___/ signed /_________                              ___/ signed /____________

Col. Mark Smallwood                                    Tom Robinson

AFMC/SGP                                                      Executive Assistant

                                                                        AFGE Council 214

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