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Employee and Labor Relations

Employee and Labor Relations. 75 FSS/FSCA Bldg 430. Governing Directives. Labor Relations Statute (5 USC 71) Master Labor Agreement (MLA) Local Supplement to MLA (LSA) Air Force Instructions (AFI) Installation Directives, Policies and Procedures. Labor & Employee Management Relations.

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Employee and Labor Relations

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  1. Employee and Labor Relations 75 FSS/FSCA Bldg 430

  2. Governing Directives • Labor Relations Statute (5 USC 71) • Master Labor Agreement (MLA) • Local Supplement to MLA (LSA) • Air Force Instructions (AFI) • Installation Directives, Policies and Procedures

  3. Labor & Employee Management Relations Designed to assist supervisors in the development and management of employees • Employee Management Relations: • Assists management with discipline and performance management actions • Labor Management Relations: • Represents management in Union negotiations on changes of conditions of employment • Policy/Program POCs: • telework, reasonable accommodation, VLTP, advanced sick leave and incentive awards

  4. Management Rights • Determine mission and budget • Hire, assign, direct, layoff and retain employees • Discipline • Assign work • Promote • Take whatever action necessary during emergencies

  5. AFI 36-703Civilian Conduct and Responsibility Employees are to perform official duties lawfully and comply with prescribed standards of conduct in all official matters.

  6. Civilian Conduct and Responsibility • 3.4 Employee Work. All employees are expected to: • 3.4.1 Discharge assigned duties conscientiously and effectively. • 3.4.2 Be present for duty unless authorized to be absent. • 3.4.3 Follow Air Force Instructions and comply in a timely manner with proper instructions or orders. • 3.4.4 Confer with line management (starting with immediate supervisor) to discuss matters/concerns, obtain information, or solve problems that relate to the job. • 3.4.4.1 This does not limit the right of employees to contact the Equal Opportunity (EO) Office without first going through supervisors regarding matters of equal employment opportunity, consistent with AFPD 36-27, Equal Opportunity (EO). This also does not limit the right of employees to contact the Inspector General (IG) to report fraud, waste, and abuse, or to the CPS or union representative to file grievances or complaints, without first going through supervisors.

  7. Civilian Conduct and Responsibility • 3.4.5 Comply with safety and health standards set for the job environment • 3.4.6 Shall not knowingly make unauthorized commitments or promises of any kind purporting to bind the Government. • 3.4.7 Treat other employees and stakeholders with respect and consideration. Maintain high standards of honesty, responsibility, and accountability as well as adhere to the Air Force Core Values of “Integrity First, Service Before Self, and Excellence in All We Do.”

  8. Probationary Period • Generally the first 2 years of the appointment • Extension of Merit Promotion process to evaluate: • Performance and work behavior • Conduct • Character and attitude • Failure can result in immediate separation • This is your time to SHINE!

  9. Annual/Sick Leave Accrual • Annual Leave-Employees earn leave as follows (*based on 80 hour pay period): • less than 3 years service earn 4 hours annual leave • 3 but less than 15 years service 6 hours annual leave • 15 or more years service 8 hours annual leave • Maximum carry over 240 hours • Sick Leave-Employees earn leave as follows (*based on 80 hour pay period), 4 hours of sick leave for each full biweekly pay period regardless of their length of service. No maximum carry over. * Uncommon tours of duty earn leave at a proportionate rate (see AFI 36-815 table 4.1)

  10. Annual Leave • An employee’s right, based on: • Supervisor’s determination/approval • Employee’s desire and convenience • Workload/mission consideration • Employee’s Responsibilities • Article 23 of MLA for BUE, AFI 36-815 for Non-BUE • Requests made through supervisor • Leave Memo for Record (MFR) • Follow proper call-in procedures • Sufficient leave (accrued/advanced)

  11. Sick Leave • Employee is incapacitated due to illness or medical treatment, or when a family member is ill • Employee’s responsibilities • Article 24 of MLA for BUE, AFI 36-815 for Non-BUE • Requests made through supervisor • Leave MFR • Follow proper call-in procedures • Sufficient leave (accrued/advanced)

  12. Position Description and Performance Plan • New employees are given one of these: • GS, WG, WL, and WS receive Position Description (PD) and performance plan • AcqDemo employees receive Position Requirements Document (PRD) and contribution plan • PD or PRD defines the position and the duties of the position • New employees should receive these from their supervisor within their first 30 days

  13. Annual Appraisal Cycle • Rating cycle is • DPMAP from 1 April to 31 March • GS, WG, WL, WS Employees • AcqDemo from 1 October to 30 September • Each appraisal system requires at least 1 feedback during the rating cycle • Each appraisal system has separate training requirements. Discuss with your supervisor.

  14. Employee Discipline • Action taken for misconduct or delinquency • Usually progressive • Counseling • Oral Admonishment • Reprimand • Suspension • Downgrade • Removal • Taken to rehabilitate, not punish • May file grievance or appeal

  15. Common Disciplinary Issues • AWOL/Failure to call-in/Failure to honor valid denial of leave • Conduct Unbecoming a federal employee • Offensive, bullying, disrespectful behavior • Horseplay, fighting • Disregard of directives • Drugs/Alcohol • EO 12564- “Persons who use illegal drugs are not suitable for Federal employment” • Careless workmanship

  16. Common Disciplinary Issues 1 October 2018 through 31 December 2018 103 Civilian Disciplinary/Adverse/Administrative Actions • 8 Oral Admonishments • 22 Reprimands • 30 Suspensions (ranging from 1-14 days) • 17 Removals from Federal Service • 3 Employees Resigned or Retired in lieu of disciplinary action

  17. Employee Rights • Join or assist in union activities • Serve as a union representative • Collective bargaining through union representatives • Excludes pay/classification of position • Do not have the right to strike • AFGE Local 1592 represents all employees coded as “2539” in block 37 of your SF 50 • Excludes supervisors, professional, and temporary employees

  18. Notification of Personnel Action(SF50) Series, Grade and Appraisal Sys If Block 37 reads “2539” …you are a bargaining unit employee Probationary Period will be stated in the remarks section

  19. Employee Rights cont. • Negotiated Grievance Procedure • Bargaining unit • Administrative Grievance Procedure • Non-bargaining unit or items not covered • Merit Systems Protection Board (MSPB) • EO • Alternate Dispute Resolution (Non-BUE only)

  20. Prohibited Personnel Practices BY LAW FEDERAL EMPLOYEES MAY NOT • Discriminate • Solicit or consider employment recommendations based on factors other than personal knowledge or records of job related abilities or characteristics • Coerce the political activity of any person • Obstruct any person from competing for employment • Influence any person to withdraw from job competition • Give an unauthorized preference or advantage to improve or injure the prospects of any particular person for employment • Engage in nepotism • Take or threaten to take a personnel action because of whistleblowing • Take or threaten to take a personnel action because of the exercise of a lawful appeal, complaint, or grievance right • Unlawfully discriminate for off duty conduct • Knowingly violate veterans preference • Violate merit principles

  21. Prohibited Personnel Practices • Avenues of redress for employees, former employees, and applicants • Merit Systems Protection Board • http://mspb.gov • Office of Special Counsel • https//osc.gov

  22. Voluntary Leave Transfer Program • Option for employees with a qualifying medical emergency affecting self or family member • Completed application must be accompanied by appropriate medical documentation and contain: • Diagnosis, prognosis, expected duration • Donated leave is not tax deductible • Donated leave cannot be used for bereavement • Unused hours are returned to donors • Sick leave cannot be donated, only annual leave • There is no pool or bank of leave available

  23. Family Medical Leave Act • Must have completed 12 months of qualified civilian service • Up to 12 weeks of unpaid leave for the following: • Birth and care of a child • Placement of child for adoption • Care of family member with serious health condition • Serious health condition of employee • Supervisor responsible to assist and approve

  24. “MyBiz” and “My Workplace” • My Biz grants access to your official personnel information • View your personnel information 24/7 • Update specific fields of personal information such as emergency contact, training, etc. • Obtain copies of Personnel Actions (SF 50) • My Workplace allows managers and supervisors access to information about their employees • Link for My Biz and My Workplace: https://compo.dcpds.cpms.osd.mil/ • First time users must register their CAC

  25. myPers • Access to myPers can be accomplished through the Air Force Portal under Quick Links

  26. myPers-eOPF eOPF provides web-based access for Federal personnel to view and print employment documents. Employees are able to view their own documents through the eOPF application at https://eopf1.nbc.gov/usaf/.

  27. Resources • 75 FSS/FSCA SharePoint Site • Full of Information • AFI 36-703 Civilian Conduct and Responsibilities • Leave Information • Master Labor Agreement • Local Supplement • https://org2.eis.af.mil/sites/21099/75FSS/FSMC/default.aspx • Select Labor and Employee Management Relations (left side of screen)

  28. Summary • EMR/LMR Role • Management Rights • Standards of Conduct • Probationary Period • Annual/Sick Leave • Position Descriptions and Performance Plans • Appraisal Systems • Employee Discipline • Common Disciplinary Issues • Employee Rights • Prohibited Personnel Practices • VLTP/FMLA/Fitness/MyBiz/MyPers/Links

  29. Questions?

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