1. The American Federation of Government Employees (AFGE) Council 214 and Air Force Materiel Command (AFMC), hereby enter into this Memorandum of Agreement (MOA) regarding the implementation of the Time and Attendance Module (TAA) as this system will apply to bargaining unit members covered by the Master Labor Agreement (MLA) between the Parties. This agreement will not supercede the MLA. The paragraphs of this MOA may be supplemented in local agreements if mutually agreed and only to the extent the local agreements are not inconsistent with or conflict with this agreement. It will supercede the Employee Daily Time Utilization Report MOA (EDTUR) and the Interim DMAPS TAA MOA in effect at the Air Logistic Centers (ALCs). Future phases of the Defense Maintenance Accounting and Production System (DMAPS) will be negotiated at a later date.

2. It is agreed that the current DMAPS TAA regulations shall be considered the baseline for the purpose of this MOA, It is further agreed the Union will be notified of any changes to the baseline, documents, or regulations prior to any change being implemented in order to fulfill bargaining obligations in accordance with the MLA and or statutory requirements.

3. The TAA system has time and attendance (attend in/attend out, also known as time clock) capability. However, the DMAPS program shall not implement the time clock functionality per HQ AFLC/CS directive, dated 1 March 1989 (signed by Major General Dale W. Thompson Jr).

4. The current production and new financial system does require the wanding of starts, delays and stops on operational tasks. In order to comply with Chief Financial Officer (CFO) and Defense Contracting Audit Agency (AFAA) requirements, the employee shall be responsible in recording time as accurately as possible. The logging on and off of the operational tasks shall not impact the employee's pay.

5. In the event the TAA system is temporarily unavailable, the attached contingency form (TAA Data Collect Record, revised 16 November 2000) will be used. This form is the hard copy/rendition of the DMAPS screen that is normally used by the employee to capture direct labor/parts tracking/payroll information (PDMSS, ITS, FEM, DCPS). The completed contingency form will be provided to the supervisor and a copy to the employee, if requested. The form will be destroyed as soon as the TAA system is back on line and information contained in the form is input into TAA. Inputs from the form will be input into TAA by the supervisor upon the system availability being restored, normally within two working days.

6. The intent of the DMAPS effort is to completely automate the record-keeping task. TAA is recognized as the automated system to capture payroll (DCPS), production (PDMSS, ITS, FEM) and financial information. All manual forms of record keeping associated with DMAPS or otherwise used for the purpose of capturing direct labor, or for the purpose of tracking components during the production process, with the exception of the form identified herein, are prohibited and will not be used.

7. No discipline or adverse action shall be taken against any bargaining unit member resulting from improper or incorrect use of DMAPS until the individual has trained on the system. Refresher training will be provided to bargaining unit members at the employees request. Such request will not reflect negatively on the employee.

8. Information collected in DMAPS will not be used by the agency for individual performance management or disciplinary purposes. This does not preclude discipline for deliberate, knowledgeable or willful falsification. All data forms/screens used for data collection shall include the following statement: "Information recorded on this form/screen will not be used by the agency for individual performance management or disciplinary purposes. This disclaimer does not preclude discipline for deliberate, knowledgeable or willful falsification." Distribution of DMAPS reports beyond the crew level supervisor will be at a summary view (i.e. not individual level details). There are occasions when an individual view of data is required for reconciliation purposes (i.e. payroll reports, cost/payroll certification reports, etc.). For these purposes a report to the union on a case-by-case basis is not necessary. However, if the release is from an individual supervisor, other than crew level, (i.e. mishap reports, accident investigations, administrative investigations, DCAA audits, AFAA audits, etc.), the union President or designee will be notified in writing prior to the release of information by the supervisor if practical. If notification prior to release is impractical, supervisor must notify within three business days. Said correspondence will include the reason for the release and the recipient of the information.

9. There shall be sufficient options to properly identify situations that may cause a delay to the completion of a task. Delay codes in DMAPS are identical to the current production system delay codes. The employee's time is charged to a Job Order Number (JON). If a dispute should happen to arise as to the accuracy of the JON, the employee's account of the proper code shall prevail. Employees shall have the ability to print their daily entries for their personal record keeping purposes if desired. Printers shall be made readily available for this purpose and located near the workstation.

10. All remedies available under the MLA or 5 U.S.C. Chapter 71 are available to the Parties if either party believes the other has failed to comply with any of the requirements of this MOA. DMAPS data will be made available upon request to AFGE. The requests will be sent to the local DMAPS office and if this is ineffective the request will be sent to the labor relations' officer via a written letter from the local President. Normally these data requests can be accomplished through the use of the DMAPS canned reports. If Privacy Act information is included on the canned report and there is a need to know, the union representative will protect the information per the Privacy Act.

11. In accordance with 5 USC Chapter 552, the DMAPS data contains government financial information obtained from a person and is confidential. Thus it should not be released to the public. The parties also agree access capability is restricted to supervisors and timekeepers. For DMAPS purposes, typical timekeeper duties would be found in positions such as 318/303/344 series, GS-07 and below grade level, and/or working in an indirect shop. Alternate supervisors may have limited access to input transactions in the absence of the regular supervisor. Alternate supervisors will be given access to personnel and timekeeping information on a need-to-know basis. All alternate supervisors will be briefed on Privacy Act and confidentiality. The TAA Data Labor Correction Process (DLCP) will be monitored to determine if the alternate supervisor transactions are appropriate, The intent of this paragraph is to ensure the use of alternate supervisors as timekeepers is kept to a minimum so that productivity is least adversely impacted.

12. If a direct employee is on approved indirect time (i.e. official time, training, etc.) at the end of the day, the supervisor will enter the employee's time. The employee will not be required to return to their assigned duty stations/area for the purpose of logging out at the end of the shift.

13. DMAPS TAA is set to accommodate the current negotiated flexible or compressed bargaining unit work schedule and is adaptable to new flexible or compressed bargaining unit work schedules that may come along in the future.