Management Team Members: Bob McNamara; Sally Smith; Carolyn Howell; George John; Joe Childers; Lee Etter; Pablo Rodriguez; Pete Heins; Teresa Briley, Darryl Roberts; Debra Williams

Union Team Members: Brenda Adrine; Ernest Smith; Kelley Dull; Faye Williams; Rodney Badley; Marilyn Hicks; Ron Coe; Cassandra Williams; Charles Coates; Charles Warlick; Frank Rock

Notetakers: Angela Beltowski and Donna Wayne.

Union Requests copies of:

• Balance Scorecard (BSC) for the Business lines, support services and sites
• Need copies of all 36-performance contracts.
• Overall briefing on the PMI from HQ and how it relates to the BSC.

• Is there a possible linkage between PMI’s and Performance Standards?
• Statuses of BSC, agency/business lines?

• Bob McNamara suggests we try to get Ed Kufeldt (RM) to maybe come out to brief the team.

Let the record reflect: The union and management have joint training on the telecommuting regulation. (Ernest). Darryl will go to management with the request.

Conclusion/Due Outs: Darryl will provide changes to regulation (e.g., inclement weather, etc). Provide list of positions eligible for telecommuting.

• Rodney states some of the items are missing from the agenda. Drug Testing and Tuition Assistance are not in the Binders. We can have a discussion on these items. Add these to the end of agenda.

Let the record reflect: Periodic updates and status reports will be done on any carryover items. (Rodney)

• Notes available at the end of the day to be reviewed by the chairs. Signed at the end of the day. For the record: At the Working group meeting it did not happen that way. The last day a copy of the summary was given to the team without consensus. A person can review the notes with chairs, which is ok will all.
• Binders: on Sept 18^th Darryl sent agenda forms and back up materials to Ernest, Rodney and Kelley with instructions to bring to negotiations to place in binder. Past practice is that forms etc., was provided at the table. Tried to become more efficient by sending info electronically. Ernest would like the process to be the same as in the past, the binders to be prepared and ready when we get to the session. Management proposes that the electronic format continue and each person to be responsible for bringing the information.

• In the future the information will be sent via electronically and each person will be responsible for printing and bringing all of the items with them to the table. Binders will be provided at negotiations.

• Pete Heins proposed language.

Proposed language: If you are dissatisfied with this decision, you may advance your grievance to the X step in accordance with Article 39, Section 6, of the Multi-Unit Master Agreement. The X Step Management Official is name located at site. A copy of your signed, written grievance must be sent to address via regular mail, or facsimile no later than date. If you have any questions concerning the proper filing of your grievance please contact name in the Customer Support Union location by calling xxx-xxx-xxxx.

• This language would be included the decision. It would not be additional language to the contract.

• The union does not want the proposal as written by Pete. The union only needs the grievance chain of command to be identified. The union is asking for a list that identifies the proper individuals for the Step 2 and 3 grievance. Pete sates that he has never seen the union reject a proposal. If there are problems with the language, let’s discuss and try to fix it. No need for the language in grievance response as long as the union can get the chain of command for grievance procedures.
• The CSU will be tasked to identify these positions. Can the team agree that the CSU will take care of this to clear up issue? Ron to draft MOU. Bob McNamara to send out tasking to CSU Directors to identify within 30 days.

• Rick Helms (Finance – HQ) provided a briefing to the negotiating team of the changes.

• Bank of America is not a credit card; it’s a charge card. 30 day grace period, the bill is due on the 23^rd of the month for all Defense Agencies.
• 60 days late there was a $20.00 late fee that has been changed to $29.00. Returned check fee was $25.00 that has been changed to $29.00.
• ATM fee 1.9% to 3% or $2 whichever is greater.
• The 3% ATM fee went into effect 15 Sept
• Expedited delivery went into effect August 15^th
• Salary Offset has not been implemented for those bargaining units that have not completed bargaining.
• If you don’t travel you don’t need a card.
• If card lost of stolen, $20.00 replacement fee is reimbursable if in a travel status.
• Infrequent travelers, will have their cards deactivated, if they need to travel they card will be activated. Suspension occurs on the 61^st day of delinquency. Original contract did not include debt collection. Credit limits is $5,000, talking about changing credit limit to credit line. APC can call and get credit limits changed as required by traveler.

• Travel and Transportation Act gave the government the authority to do salary offset on members who do not pay their bill. If there is a good reason for you not paying your bill (critical mission related) your card will be put in a special category, will not be suspended or will any additional charges occur as in late fees.

• Changing the fee structure is under the bank’s control.

• The bank was asked to delay so that negotiation could take place, they refused and implemented.
• The bank also initiates collection process. If bargaining unit employee, DFAS does not process salary offset until notified that bargaining obligations have been met.
• The cost of salary offsets is added to the amount due from the traveler in the collection process. Salary offsets are being done on non-bargaining unit employees. Once the bargaining obligation has been completed Rick is notified and the salary offsets starts on the delinquent employees. If salary offset has started and it is determined the collections are in error, the refunds will be provided by the BOA to the member within 10 days by check in the mail. A letter goes out to the employee from BOA stating the salary offset will be starting. DFAS is not processing the offset until negotiations have occurred for DFAS. The 90-day letter gives the member the due process steps. If a payment plan is started before offset is started, your account does not go to offset. When the debt becomes 120-days delinquent, the card is cancelled by Bank of America; the current BOA policy is not to reinstate it even if the debt is eventually paid. There has been a change to the JTR, the amounts for travel card advances have changed for employees who do not have a charge card. If a person is in a suspended status they have access to getting a travel advance. 100% rental car, transportation, and lodging is provided as well as 80% of M&IE.
• Since mandatory Split Disbursement cannot be done, should look at default split-disbursement. If the employee does not mark on the travel voucher, it will default to pay rental car, hotel cost, and airfare to Bank of America according to DOD, travel entitlements are personal entitlements. Prepare a memo to employees encouraging split disbursement and explaining some of the salary offset and default split disbursement procedures.

• Darryl will draft language and bring back to Council.

• Resumix is a DoD tool for merit promotion. Rodney states that Resumix is not in compliance to Article 26. Biggest problem is getting all employees trained on how to use Resumix. Kansas City is not under a pilot (all positions Merit promotion process handled separately from Corporate Resumix processes). Kansas City has a computer-based training that can be accessed on the desktop. In Columbus, all employees are on Resumix. Denver all GS-510’s and all GS-200 series are on a pilot. Rodney states, we need to tune Article 26 to include Resumix. The union would like to see the survey. The union states, they have been more than gracious with the Agency allowing pilots for Resumix. They understand there are pros and cons within the system. The union feels they should not continue until it is in compliance with Article 26. The phased implementation was to give a broader look at the majority of employees using it (lower grades). Darryl-thinks there is so little that needs to be changed in Article 26 that a MOU could probably cover the whole thing. Management decides who will rate the applications. The union can’t tell management who will do this job. Pilot it with some of the bargaining unit employees and see how it works. The union would like to reaffirm our position on Resumix. We have not received a straw-man for Article 26 hat was requested approximately 2 years ago. A survey also needs to be done for information purposes. The union does not want to go forward until then. Management does not feel the straw-man should be an issue as it was from a former Article 46-negotiation session. OPLOC’s do not have this issue they’re not using Resumix. Ernest states, we didn’t come here to negotiate Article 26 at this time. The union is requesting information on how the system is working. Teresa presented some data. Union feels a Pilot should be set up to collect data to see how it works and to keep track on how its working. The OPLOCs would like the same information that was given to the centers.

• Resumix is tabled until tomorrow. (Debra Williams) Management suggested bringing in a HQ subject matter expert tomorrow to brief the team on Resumix.

• Reference to disciplinary issues was changed. Mission related needs to be defined. Teresa says we have a definition section in the back of the MUMA. This can be added to the back of the book. This is acceptable for the Council.

Let the record: Agreement to implement the policy and put in a statement-defining mission related in the glossary of the contract. (MUMA)

• Concern: Has the list of random testing positions been changed? Darryl asked is there any reason why the Council is dealing with this, instead of the Locals. Positions identified network wide is the Council’s issue. If the list has changed the union needs to know, if the list hasn’t changed it needs to be put in the record as such.

For The Record: The testing designated positions list has not changed. (Management)

Local presidents can request list of bargaining unit employees in TDPS from local presidents.

• Director will designate what positions are test-designated positions. Pete does not see why the union would not be notified if the list has changed.