U.S. Air Force Volume 6, Issue 3
16 Feb 2016
Quick Shots - IRS Form 1095 and W-2 for taxes available in myPay - Feb - African American/Black History Month -- theme is Hallowed Grounds: Sites of African American Memory - 1-29 Feb - Self Plus One Limited Enrollment Period (only for those currently enrolled in FEHB Self & Family coverage) - Mar - Women’s History Month -- theme is Working to Form a More Perfect Union: Honoring Women in Public Service and Government - All job announcements are posted to www.usajobs.gov - When resigning, retiring, or PCSing, contact the Civilian Personnel Of ice (CPO) for an out-processing checklist and applicable fact sheet
‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ Civilian Personnel Of ice 1 SOFSS/FSMC 212 Lukasik Ave, Suite 217 Hurlburt Field, FL 32544 Request CPO Appointment:
[email protected] Customer Hours: Mon, Tue, Thurs, Fri 0800‐1600 Wed 0830‐1600 CPO Resource SharePoint site: https://eis.afsoc.af.mil/ sites/1SOFSS/FSM/FSMC/ Customers ICE: http://ice.disa.mil/ index.cfm
Hurlburt Field Civilian Personnel News GS/FWS Appraisal Closeout
Weingarten Rights/Labor Rela ons
The GS/FWS appraisal cycle will end 31 Mar and will cover the period from 1 Apr 2015 to 31 Mar 2016. Employees who worked at least 90 days on an approved performance plan in a GS/FWS position and still occupy a GS/FWS position as of 31 Mar 2016 are entitled to a performance appraisal. This includes employees on LWOP. Employees who separate prior to 31 Mar will not receive a rating or an award. The rating of icial will rate each employee “Meets” or “Does not meet” on each duty element. An employee rated “Does not Meet” on any critical element, receives an overall rating of Unacceptable and will be subject to performance action. Supervisors should have already contacted their servicing HR (Employee Relations) Specialist if this is being considered to ensure required precursor steps have been taken. Supervisors should assemble performance info in Mar and prepare a proposed rating of record to submit to the reviewing of icial after the closeout. The reviewing of icial will review and approve and submit for any organizational quality control and budget review required. Forced distribution of ratings is prohibited. Appraisal ratings and awards data will be due to the CPO NLT 29 Apr. Appraisal discussions with employees normally occur in May, after all proposed ratings and awards have been inalized, approved, and released by the unit’s chain of command. Ratings will be effective 1 Jun 2016. Although 2016 AF guidance has not been received yet, it is expected to be similar to 2015 with a cash awards budget limited to 0.96% of 30 Sep salaries. We will update you when AF guidance is received. For additional info, please refer to the CPO SharePoint site for AFI 36-1001 (Employee Relations site library). Unit speci ic guidance and cash award bogeys will come from each unit’s chain of command. Questions may be directed to your servicing HR Specialist.
Annually, employees and supervisors are noti ied of their Weingarten Rights and Labor responsibilities. In 1975, the US Supreme Court ruled that employees who are in a bargaining unit (i.e., covered by a union) have a right to a union representation at investigatory interviews conducted by management of icials. These rights, known as the Weingarten Rights, are codi ied in 5 U.S.C. 7114(a)(2)(B). They guarantee a bargaining unit employee the right to union representation during an investigatory interview conducted by a representative of the agency, when the employee reasonably believes the examination may result in discipline against him/her and the employee asks for representation. The investigating management representative should not deny a bargaining unit employee’s request for union representation. In addition to the employee’s Weingarten rights, supervisors of bargaining unit employees must also observe the union(s) basics rights to negotiate on changes to conditions of employment and to attend formal discussions. Failure to do so may result in a Union Grievance or an Unfair Labor Practice (ULP) charge against them, the commander, and the base. Hurlburt Field has two American Federation of Government Employees (AFGE) labor organizations and Pensacola NAS has two National Federation of Federal Employees (NFFE) labor organizations. These unions must be given advance notice through the Civilian Personnel Of ice of any proposed changes to conditions of employment and provided an opportunity to negotiate over changes not previously negotiated. This means the union has a right to negotiate on the procedures and appropriate arrangements used to implement management decisions, but not the decisions themselves. Conditions of employment are personnel policies, practices, and matters, whether established by rule, regulation or otherwise, affecting working conditions. It does not include prohibited political activities, classi ication, or other matters excluded by law. Furthermore, applicable union(s) must be given an opportunity to be represented at any formal discussion with employees. A formal discussion is a discussion between an agency representative(s) and a bargaining unit employee(s) where any grievance or personnel policy or practice or other condition of employment is discussed. Supervisors have the right to make day-to-day personnel decisions, to direct the workforce’s activities, to conduct performance feedbacks and counseling, to hold staff meetings, and to conduct job training without notice or consultation with labor organizations. Labor relations can be complicated. Always consult your Labor Specialists at 884-4939/4809/6161, prior to changes to personnel policies, practices, procedures, or conditions of employment or if you have questions.
TSP ‐ Enhanced Security TSP will soon add enhanced security features to participant accounts. To prepare for these updates, TSP asks you to create veri ication questions to use when accessing your account online. Just follow the prompts that appear when you log into My Account. If you have questions, call TSP at 1-877-968-3778 and choose option 3.
FEHB Limited Enrollment Period Just a reminder, the Self Plus One limited enrollment period ends 29 Feb. This is an additional opportunity for those who currently have FEHB Self and Family coverage to change to Self Plus One coverage. Self Plus One offers coverage to the employee and one eligible dependent, with possibly lower premiums. Changes are made through EBIS. Next opportunity to change will be the 2016 Bene its Opens Season. See our 4 Jan newsletter for more details.
