MEMORANDUM
OF AGREEMENT
between
United States Army Signal Center and Fort Gordon
and
Local 2017, American Federation of Government Employees
1. Purpose.
This Memorandum of Agreement (MOA) will establish procedures for the implementation
and use of voluntary alternative work schedules (AWS), i.e., compressed & work schedules (CWS), and flexi tours,
within the U. S. Army Signal Center and Fort Gordon (USASC&FG).
2. Applicability. This
agreement applies only to full-time, permanent civilian appropriated fund
employees of the USASC&FG. This MOA applies to bargaining unit employees.
Any previous plans negotiated concerning CWS and flex tours will not be
superseded by this MOA.
3. Definitions.
a.
A CWS is a voluntary work schedule that enables an employee to complete the
80-hour work requirement per pay period in fewer than 10 workdays. There
are two types of CWS within the USASC&FG.
(1) One type of CWS is called an 8-9/1-8 schedule in which an
employee’s tour of duty for a pay period is composed of eight 9-hour workdays
and one 8-hour workday.
(2) The other type of CWS is a 4-10 in which an employee's
work week consists of four10-hour workdays.
b.
A scheduled day off (SDO) is an additional day off duty that an
employee receives as a result of working on a CWS. While
employees on conventional tours of duty have 10 workdays in each pay period, an
employee on an 8-9/1-8 CWS has nine workdays and one SDO, and an employee on a
4-10 CWS has eight workdays and two SDOs.
c.
A basic work week is one in which an employee works five 8-hour
days, Monday - Friday.
d.
A flexi tour is a provision that allows a full-time employee who
works eight hours a day between the hours of 0630 and 1800, Monday through
Friday, to vary the beginning and ending of their workday.
e.
A non-workday means a day in the scheduled work week, excluding an
SDO, on which the employee is not scheduled to report to work.
4. Responsibilities.
a.
Directors (commanders and heads of personal staff and at Dwight David Eisenhower
Army Medical Center it is defined as department/division chiefs and heads
of independent staff offices) will determine whether an AWS
will be implemented within their organization. If
a director has implemented an AWS within his organization, he can later
terminate AWS if he finds the AWS has adversely affected the operation of
his directorate, for example, that it has reduced productivity,
diminished the level of services furnished to the public, or increased the cost
of operation within the organization
b.
Management.
(1) Will ensure that an
established AWS takes into consideration mission requirements, service to the
public, impact on the efficiency of field activities and other military
organizations, and impact to individuals, their families, and their
transportation needs. Management
retains the right to maintain an adequate work force.
(2) May identify
employees as ineligible to participate in the AWS due to the nature of
their positions or due to employee violations of the AWS policy. The
reasons for the exclusion should be communicated to the affected employees.
Employee grievances concerning this issue may be filed utilizing the
procedures contained in Article 35 of the Labor-Management Agreement.
(3) Will monitor
adherence to this MOA and to established work schedules, report violations to
branch/division chiefs, and initiate appropriate corrective action for abuse of
this policy.
c.
Employees abusing the policy may lose the opportunity to participate in the AWS.
d. Procedures.
(1) Establishment of
AWS.
(a) Supervisors will explain the AWS program to the employees and describe
the work schedule options available to them.
(b)
Each employee desiring an AWS will submit a written request to their supervisor
by using the sample format at Appendix A or B, as appropriate.
(c)
The tour of duty of an employee maintaining a basic work week will not be
involuntarily changed due to any other employee desiring an AWS.
(d)
During initial implementation of AWS in an organization, tours of duty will be
assigned by supervisors based on the seniority (service computation date (SCD)
as shown on an employee’s Standard Form 50) of the employees voluntarily
requesting an AWS. An employee may
request an AWS at any time. If an
employee requests an AWS after initial implementation,
(e)
An employee may request, at any time, that the AWS for subsequent pay periods be
changed by using the sample format at Appendix A or B, as appropriate. Supervisors
will consider requests for changes based upon workload and scheduling
requirements. The employee
requesting the AWS change will not be allowed to displace an employee currently
working an AWS.
(f)
An employee may request a change to the AWS during the current pay period as
long as the requirements for 80 hours of work in the pay period are met.
(g)
Supervisors may change an employee's AWS for the current pay period when the
change to the schedule involves the second week of the pay period and the change
is directed during the first week of the pay period.
(h)
Supervisors may change an employee’s AWS for subsequent pay periods when work
requirements make the change necessary. Employees will be given a two week advance notice, if
possible. Management will take into
consideration any hardship reasons on an exception basis (e.g., nonrefundable
trips have been scheduled).
(2)
Employees may request to chance from one AWS plan to another plan based on a
non-hardship reason no more frequently than once a quarter after the
implementation of an AWS schedule.
(3)
Hours of Duty.
(a)
Employees on the regular day shift may, with supervisory approval, begin work as
early as 0630. The workday for day
shift employees will end no later than 1800. On an exception basis, directors may approve an earlier or later
shift due to the requirement to perform specific work.
(b)
Employees may request their scheduled arrival time, lunch time, and departure
time in 15-minute increments. Employees
have the option of requesting 30-minute, 45-minute or 1-hour lunch period to be
scheduled between the hours of 1100 and 1300. Lunch periods will be scheduled so
as to provide continuous coverage of the work unit function between 1100 and
1300.
(4)
Charges to Leave.
(a) Employees
will be charged the appropriate category of leave for the period of absence.
(b)
Employees who request and are granted either annual or sick leave for an entire
workday will be charged for the number of hours they are scheduled to work on
the day in question (e.g., 8, 9, or 10).
(c) Charges to leave without pay (LWOP) or absence without leave (AWOL) will also be based on the employee’s schedule for the day in question.
(d) An employee who is a member of the National Guard or Armed
Forces Reserve must revert to the basic work week for the pay periods while on
military leave.
(5)
Overtime.
(a)
Employees who are authorized and approved to perform work in excess of their AWS
are entitled to overtime, if otherwise eligible, for all hours in excess of the
8, 9, or 10 hours scheduled on the day in question. Overtime
entitlements are limited to hours in excess of the 8, 9, or 10 hours scheduled.
(b)
Employees on AWS who are authorized and approved to perform work on their
scheduled day off are entitled to overtime, if otherwise eligible for all hours
worked on that day.
(c)
Methods of compensation for overtime (paid or compensatory time off) remain
unchanged.
(6)
Holidays.
(a)
When a holiday falls on an employee's scheduled workday, the employee will not
be expected to report to work and will be paid for the number of hours (8. 9, or
10) scheduled for that day. If the
employee is required to work, the employee will receive holiday pay for the
number of hours (8, 9, or 10) normally scheduled for the day in question.
Overtime
compensation on holidays will be in accordance with applicable regulations.
(b)
For employees on CWS, when a holiday fails on a non-workday:
(1)
The holiday falls on Sunday, the first regularly scheduled workday following the
Sunday-holiday is the employee’s in-lieu-of holiday.
(2)
The holiday is not a Sunday; the last regularly scheduled workday preceding the
holiday is the employee’s in-lieu-of holiday.
(7) Temporary Duty (TDY).
(a)
Regardless of the length of the TDY, employees on TDY will revert to the basic
work week during the pay period of their TDY.
(b)
Employees will be required to follow the work schedule used at the temporary
duty work/training site.
(8) Details.
(a)
Employees will be permitted to request an AWS if the organization they have been
detailed, has implemented AWS procedures.
(b)
Employees will not lose their seniority when returning to their original work
site.
5. Not later than
90 days after completion of a new collective bargaining agreement, the parties
will start negotiations on a pilot program on flextime to include credit hours. The
pilot program will be established at a mutually agreed facility and will be
tried for not less than six months duration. Upon
completion of the pilot program the parties will meet to explore the
feasibility and possibility of negotiating flextime into this MOA.
6. This MOA will
remain in effect for at least three years or until flextime has been
incorporated in to a new MOA that includes AWS.
Implementation may
begin upon receipt of this MOA, but not earlier than February 19, 1995.
Signed
on January 31, 1995
APPENDIX
A - SAMPLE FORMAT FOR REQUEST FOR CWS
ATZH-XYZ
MEMORANDUM FOR Supervisor
of Jane Doe
SUBJECT: Compressed
Work Schedule (CWS)
1. Request approval to work the following compressed work
schedule:
Day of Week:
Mon Tues Wed Thurs Fri TOTAL
First Week of Pay
Period: 9
9 9
9 8
44
Second Week of Pay
Period: 9 9
9 9 SDO
36
TOTAL= 80
NOTE:
Employees should show their choice
for a CWS by entering "9" eight times for eight 9- hour days, an
"8" for the one 8-hour day, and "SDO" for the day off or
entering "10" four times for each week of the pay period.
2. My tour of duty will be 0730 - 1700 Monday - Thursday and
0730 - 1600 Friday.
3. This request is for the pay period beginning 20 November
1994 and will remain in effect until further notice.
4. I understand that by requesting a CWS my overtime entitlements
are limited to hours in excess of the 8, 9, or 10 hours scheduled.
___________________________
Employee’s Signature
__X Approved
_____Disapproved
_____________________
Supervisor’s Signature
A-1
APPENDIX B -
SAMPLE FORMAT FOR REQUEST FOR FLEXITOUR
Request that I be
allowed to work the following schedule beginning ________________. This
request shall remain in effect until I submit another request and/or until my
supervisor informs me that I can no longer work the hours requested. My
present hours of work are _______________ hours to _______________ hours.
________________________
Employee’s Name
________________________
Date
Lunch
Start Start
End
End
Monday _________ _________ _________
__________
Tuesday _________ _________
_________ __________
Wednesday _________ _________ _________ __________
Thursday _________ _________
_________ __________
Friday _________ _________
_________ __________
__________ Schedule approved as requested
__________ Schedule changed, see below
____________________________
Supervisor’s signature
___________________________
Date
Lunch
Start
Start
End
End
Monday _________ _________ __________
_________
Tuesday _________
_________ __________ _________
Wednesday _________ _________
__________ _________
Thursday _________
_________ __________ _________
Friday _________ _________
__________ _________
B-1