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Wally Pike, NAATS President The joint letter, requesting a recommendation to resolve the pay impasse from the FMCS Director, has been signed and mailed. A copy has been send to NAATS Webmaster John Dibble for posting. Expect an update from NAATS NM Director Don McLennan regarding the progress on the pay rules/work rules negotiations this week. Our hope is to resolve these as soon as possible but care must be taken to address all of our concerns. This may take a few meetings. As I�ve indicated before, once the above group completes its work we will conduct the hearing. I�ve asked SO Regional Director Dave Hoover to join WP Regional Director Mike Stafford and Legal Counsel Arthur Fox in helping me with our presentation. Dave has agreed so our hearing team is now complete. On Tuesday I met with Chairman Don Young and his staff. We discussed the FMCS recommendation request and the Chairman expressed his satisfaction that this is the right course. I advised him that we were committed and that I felt the Administrator would likewise implement any recommendation. I told him I would be back to see him, however, if there was a FAA hesitancy to do so. He responded that, if the FAA refused to implement this recommendation, he would legislate it this year. We agreed to stay in touch as we work through this process. I also invited Chairman Young to speak at our national meeting in April. He advised that he would be delighted but Congress is in session that week. We agreed to talk more on this. I met with AT-1 Bill Peacock on Monday. We discussed the following issues:
Last Friday I visited BNA AFSS and met with SO Regional Coordinator Tom Forte, FacRep Mike Ramsey and the membership. Many good questions were asked and discussed with a number of good suggestions. Later that evening I attended the retirement dinner for BNA Manager Richard Post, who by all accounts is one of the best air traffic managers around. I got to know him during work rule negotiations and soon realized that he was an extremely positive influence. I thoroughly enjoyed both experiences. Workload permitting, I plan to attend the FacRep training scheduled February 26-28. Then I go to CXO March 13, FTW March 14 and PIE March 28. I�ll be in Alaska April 30, May 1-2 to meet with the members there. July 31 I�m at HHR and August 1 at SAN. I�m trying to visit as many facilities and talk to as many members as I have invitations. If you�re interested in a meeting please contact your Regional Director. TURNING TO MEDIATION Wally Pike, NAATS PresidentAs you know the �96 appropriations language defines how impasses are to be resolved regarding personnel reform issues. Negotiating pay is considered one of those issues so the process requires the parties to first use the Federal Mediation and Conciliation Service (FMCS) to attempt to reach agreement. If that fails, the Administrator takes her position to Congress along with the union objections. If Congress does not act within 60 days the matter is resolved according to the Administrator�s position. This is not the normal path for public sector negotiations. On matters other than personnel reform, the parties first use a mediator from the FMCS to attempt resolution. If that fails then the final stop is the Federal Service Impasses Panel (FSIP) where both parties present their positions and a binding decision is made. The bottom line is that we can�t get to the FSIP on pay. It appears that the Administrator is precluded from allowing the matter go to the FSIP because the congressional language stipules the process to be used. However, it is within her latitude to petition the FMCS to make a non-binding recommendation on impasse resolution. She has agreed to do this. This is good since the FMCS is a neutral third party well versed in resolving impasses. I believe both parties are entering into this agreement with the knowledge that this FMCS recommendation will be extremely difficult to ignore and, more than likely will form the basis for final agreement on pay. We enter into this knowing that we can�t hedge our bets. There are no guarantees in using this process but we feel we have a very strong argument to make on comparability. In reaching this point, NAATS explored all known avenues of impasse resolution. While lawsuits, ULPs, and EEO complaints might make us feel better when we file them, they would not accomplish the final goal of comparability. The unfortunate fact of the matter is that there is nothing unconstitutional or illegally discriminatory regarding the FAA�s stated position on pay. As we have been repeatedly told on Capitol Hill, the original purpose of the personnel reform language was to allow the FAA to pay its employees differently. Although the management team�s tactics have been questionable at times, no ULP remedy would require them to agree to our negotiating position. While he FAA�s position is unfair and unjustified, it is not an unfair labor practice. The only approach left to take was to work this issue with Congress itself. Over a period of time it became clear that all the representatives, Democratic or Republican, deferred to the Chairman of the Transportation and Infrastructure Committee, Don Young, on this matter. Therefore we concentrated on him. His interest and concern on our issue became obvious through several meetings but it was also his position that the parties should reach agreement on their own. Chairman Young and his staff clearly prefer the use of a neutral third party as opposed to correcting the inequity through legislation. This led us to approach the Administrator one more time with our proposal. We know that he has been in contact with the Administrator. I believe that this, along with your efforts since September 11, have made the difference in her response. If the Administrator had declined, we would have gone back to Chairman Young and informed him that we had exhausted all of our options. My feeling is that he then would have considered fashioning a legislative resolution but the problem is that he has made it clear that he will do these things on his own timetable. We also don�t know exactly what language he would have used - reference our experience with the Aviation Security Law. All in all, we are better off making our case to the FMCS. If the FMCS Director agrees to hear the case, the hearing will be scheduled after we complete negotiations on the remaining work rules and the pay rules. I do now know how long that will take, but both parties want this done as soon as possible. We do need to ensure that all necessary work/pay rules are addressed. I feel a reasonable timetable would have the work/pay rules completed and a hearing held by the end of April. If that proves accurate, then it�s possible that we could have the new contract in place in August. This includes the time necessary for coordination and membership ratification. This is speculation on my part but, again, I don�t think it�s unreasonable. We should appreciate the task we�ve undertaken. None of what I say here is meant to criticize other unions; I�m only stating facts. Only one union has achieved the compensation increases we�re seeking. There is a prevailing theory that this union would not get those same increases in today�s environment. This union did not get those increases for the group of engineers they represent. Those employees got 5.5% over five years. Another union settled for 5.5% over five years despite high-level AFL presence at their meetings with the Administrator. Yet another union, with a professional negotiator, agreed to a multi-year contract that has increases of 5.5% in the first five years. I don�t say this to lower our expectations; I�m just pointing out the scope of what we�re trying to accomplish and why it�s taken so long. My feeling remains that we cannot agree to devalue our own contributions as an essential option of air traffic control. If we start to consider ourselves as something less than the other air traffic controllers, then we set off a chain of events that ultimately results in the demise of Flight Service. Again, comparability is an extremely reasonable argument to make before an unbiased person.
Latest Round of Testing Complete The latest round of testing is complete on the new OASIS software. The OASIS Human Factors Team spent three days testing the system using both formal test procedures and ad hoc tests done at the discretion of the team members. When we left the Tech Center, 18 Program Trouble Reports (PTRs) had been written. Most of these were written on the new functionality that is present in this software. They will be analyzed and documented by the test organization at the Tech Center and presented for disposition. If it is determined that the problem is in the scope of what is on contract, it will be taken on as a Harris PTR. Otherwise, it will be brought to the Human Factors Team for determination of priority and disposition. NOTE Team & AND Working Together The next round of testing is starting soon. Next week the NAS Operational Test and Evaluation (NOTE) will be done at the Tech Center. It consists of members of the original NOTE Team and an equal number of controllers and management from Anderson AFSS. They will be testing for four days. This will not only be another test opportunity, but it will give them all a chance to work together and get comfortable. This is important because from the end of February into early March the final test will happen at AND AFSS. The same team will be doing the testing there with a strong emphasis on simulating position operation rather than just testing specific bits of OASIS functionality. The goal is to see the big picture of how OASIS helps/hinders the controllers in their real world duties. Training Being Watched Closely I have second hand word that the training that has begun at AND AFSS and it is going well. It�s very early in the process, but everyone is watching this training closely because it's much nearer to being the final product that will be taught at the rest of the facilities. This will also give us more information to make better decisions regarding the national training plan and the training cadre concept. I�m sure Donna Holmes will have more to say on that subject as it gets better defined. Kudos for BNA Manager I thank a lot of people here, and deservedly so. I want to thank someone not normally thanked in a union article. My ATM, Richard Post, recently retired. I want to thank him for keeping the reigns on me very loose, giving me the latitude to do my job as effectively as possible. He has to own a little piece of any success I have had as the OASIS Representative because of the trust he, and by his example Nashville AFSS has had, in me to do my best here. The union lost a strong management advocate with his retirement.
By Kellie Lunney - [email protected] President Bush Monday dismissed all seven members of a board that handles disputes between the government and federal employees, according to an official at the Federal Service Impasses Panel. Clay Johnson, director of the White House personnel office, sent all seven members of the Federal Service Impasses Panel (FSIP) letters thanking them for their government service and terminating their employment, according to Jill Crumpacker, executive assistant to Dale Cabaniss, head of the Federal Labor Relations Authority. All seven members were Clinton appointees. FSIP, which is part of the Federal Labor Relations Authority, resolves conflicts over conditions of employment between agencies and unions representing federal workers. Members of the Federal Service Impasses Panel are presidential appointees who serve on a part-time basis. Crumpacker said she was unaware of a similar incident in which a sitting President had dismissed the entire FSIP, but she pointed out that panel members "do serve at the pleasure of the President." Colleen M. Kelley, president of the National Treasury Employees Union, called Bush�s actions "irresponsible." "While the President has the right to take this action, it was done with no notice and no indication of when these positions would be filled," she said. Without a panel to resolve conflicts between the government and unions representing federal employees, "the nation faces a costly disruption in labor relations," Kelley said. The White House did not return calls about the matter. www.avweb.comWith the federal budget creeping back onto the public radar screen, bonus payments to federal employees, including some at our Favorite Aviation Agency, made the news yesterday. It seems that 161 FAA executives collected more than $1 million in bonuses last year, according to the Associated Press -- even though the agency failed to meet half of its performance goals. The FAA had been striving to reduce operational errors by air traffic controllers, reduce runway incursions, and limit aircraft noise. Oops, none of those goals were met, but the bonuses arrived nonetheless. FAA spokesman William Shumann told the AP the FAA did achieve five of its goals, and the bonuses went to execs who had achieved on average 73 percent of the goals they set.
Room Rate: $85.00/nightFOR RESERVATIONS CALL: (800) 311-8999 or (702) 730-7000 Reservation Code: XAIRTSAIR TRAFFIC PROCEDURES ADVISORY COMMITTEE
Andrea Chay, NAATS Representative
Laser Lights and "Area 51" ATPAC 106 began on Monday, January 14th with a tour of the Las Vegas Airport Tracon and Tower. We discussed their planned airport expansion and how the environmental impact studies that are now required really impact the timing of laying down new airport runways. We talked about the civilian airport�s relationship with the military at nearby Nellis Air Force Base, and the need for careful coordination between the two air traffic facilities. Of course, when I asked where "Area 51" was on their radar scopes, I got a rapid denial of any knowledge of "Area 51!" We also discussed laser lights. A few years ago laser light usage by the casinos was a real problem for pilots flying into Las Vegas as well as other locations. In large part due to this committee�s influence, the use of lasers by the casinos was banned due to problems with pilots getting flash blinded while on approach. Now, there appears to be a slight resurgence with private individuals using lasers incorrectly. The committee may have to take another look at this problem if it continues to grow. Issues of concern for us in Flight Service included NOTAM distribution and PIREP collection and dissemination. Also of concern to all pilots and controllers is the issue of incorrect readbacks, or what is commonly called "the Interpretive Rule." Model 1 Adversely Impacting NOTAMs We were updated on the progress of the NOTAM system improvement. It will take 18-24 months to upgrade and recode the NOTAM system for ICAO compliance. This will indeed eliminate the D and L formats. In the meantime, each AFSS now has an 866 or toll free number that users can access to obtain local NOTAMs for their destination airport, as well as being able to call the local AFSS when using a cell phone. This helps the pilots fulfill their requirements to get ALL pertinent NOTAMs prior to flight to meet the FAR requirements. Deficiencies in the current NOTAM system were noted with the lack of capacity in M1FC causing Texas to run out of NOTAM numbers before the end of the calendar year. The temporary solution was to split the state of Texas in half. Once OASIS comes on line country-wide, this will no longer be a problem. We also discussed the new FSOSC which is coming on line mid January. This is to help field facilities with questions about NOTAM formatting. NAATS will have people from the field on 60 day details to staff this office which will be at FAA HQ. It may eventually be moved to the ATCSCC, Command Center. Contact ATP liaison Scott Malon for more information, or check out our website for further details. In summary, ATP is working very hard to update and upgrade the NOTAM system; it is an ongoing initiative and is finally getting the money and attention it deserves. PIREPs and Skyspotters Discussed The other issue for us is entry and dissemination of pilot reports. One attempt to have a solicited PIREP program with the towers and center controllers was unworkable due to workload issues. It will instead be concentrated in the AFSSs with Flight Watch. Industry members (AOPA, ALPA, NBAA, etc.) are working to educate pilots about the quality of PIREPs. AOPA has a web based program on their website that a pilot can go through and become designated as a "skyspotter." As we all got briefed, if a pilot calls in a pilot report, and states "skyspotter," we are to annotate this in the remarks sections of the PIREP for tracking by the Aviation Weather Center (AWC). Supposedly, the quality of the PIREPs should be noticeably improved. I mentioned how, when I was stationed at CXO, we used to get an occasional ACARS PIREP that would drop into our system from an airliner. I asked about the feasibility of this occurring on a regular basis. Since ACARS does appear to be used for pilot reports to the company, what would be the possibility of this data being dropped into our system? We will receive a briefing at our next meeting in April from ALPA about how in-house PIREPs could be linking to our system. This would provide additional data especially on upper level winds and temperatures aloft, as well as turbulence and icing reports that pilots regularly send back to their companies. Incorrect Readbacks Finally, as a point of interest for pilots and controllers, is the problem of incorrect readbacks on clearances. Pilots must be aware that if they hear a clearance incorrectly, that the controller may not correct them, but the responsibility for getting a clearance correct rests ultimately with the pilot. A workgroup from the committee will meet to continue to work the issue and report back to the committee. I still welcome any suggestions/concerns regarding procedures that we do that may not be as effective as we'd like, or seem useless. Please contact me, and if the concern is not appropriate for ATPAC, I can get the issue to the right people.
Business Meeting Minutes - January 15-17 2002
Agenda The Board of Directors was briefed on the latest developments in the FAA Drug/Alcohol Program. All members of the Board were present as well as the NAATS National Drug/Alcohol Representative, Chief Negotiator (CN) and GA Summit Representative. Action Item Review from Last Meeting
AGENDA Conduct and Protocol for Meeting A discussion about the necessity to work efficiently while ensuring that all were heard. General agreement to keep items germane to subject on the table. PRESIDENTS REPORT Pay Issue Discussion regarding the joint agreement to solicit the FMCS to render a recommendation to resolve the pay impasse. Expected positions of the Parties, possible timetables and responsibilities discussed. Proposal for the composition of the group to meet the week of January 28 to resolve the remaining work/pay rules with agreement that this group would include Mr. McLennan, Mr. Comisky, Mr. Jaffe and Ms Holmes. Hearing team to be Mr. Fox, Mr. Pike, Mr. Stafford. General discussion of the remaining work rules and pay rule situation with several suggestions. Further discussion of the existing TAUs, their evolvement and status. Congressional Activities Strategic discussion of our congressional effort and testimony. It was noted that Chairman Don Young remains a key figure in any calculations. Senior FAA Relations Our relations remain good. It was noted that Air Traffic and ATS has and continues to be an ally on the pay issue. Follow-up on the time-off award recognition will occur in separate meetings with AT-1 and ATS-1 later this month. External Union Relations We continue to have good relations with the FAA unions and are exploring stronger relationships with NTEU, NALC, etc. ARW Liaison Recommendation Jim Perkins (FOD) was recommended by the president and approved by the BOD as the next ARW Liaison. Membership Letter The president recommended and the BOD approved a detailed letter to the membership on the status and plan for resolving the pay and work rule impasses. Karrass Training The president recommended and the BOD approved the above for all interested Directors. COU AFSS Visit Membership was very positive and wants to get pay dispute resolved. Feedback concerning membership/tech rep relationships was noted. National Meeting Speakers We will invite Chairman Don Young and AT-2 Jeff Griffith to speak at our national meeting in April. ADMINISTRATOR�S REPORT Letter to ALR on Contract Training Articles for April Meeting Any FacRep who attend the convention will be reimbursed out of regional training funds for a Monday night stay. EA Regional Director made a proposal that if alternative travel is not available by March 15, 2002, the National Office will reimburse FacReps, or their designees, up to $200.00 to attend. The BOD unanimously approved the proposal. Congress at Your Fingertips Books for New Directors To be purchased by the National Office for all Directors. Membership Meeting Location for 2003 It appears likely that ORL or SAT will be selected pending further investigation. AAA Training in MKC MOTION: EA Regional Director moved, "After the AAA training in MKC the BOD will identify a core team of advocates to handle the majority of arbitrations." Second, SO Regional Director. Discussion. The motion was passed unanimously. Federal Employees Almanacs The BOD approved these being sent to all facilities. 2001 Audit / Imprest Reports Our reports need to be submitted into the National Office by February, which is when the auditors will make their review. Public Relations "Giveaway Items" We have $5,000.00 set aside for this amount and are gathering ideas on what to purchase. Administrator Discussion Discussion regarding administrator duties and chief negotiator duties. Explanation of the evolvement to where we are now and suggestions regarding alternatives. More changes may or may not occur pending further discussion. Discussion regarding the need for updates on negotiations issues to both the BOD and membership. Agreement that the chief negotiator will do a "MOU" corner in the NAATS News and will keep all informed of issues. Chief negotiator to ensure that MOUs to be posted on the website by next week. ARS Liaison Briefing Mr. Munoz-Morillo explained his projects and their status. Discussion on Part Time NOTAM Rep. The need and advisability of a part time NOTAM rep was discussed. Decision was made that the NOTAM correction issue can best be addressed by ARS and ATP liaisons. Part time NOTAM rep is therefore unnecessary. ATP liaison will inform the membership of current status of NOTAM issues and will serve as focal. FSOSC updates will be handled by a member of that group. CHIEF NEGOTIATOR REPORT OASIS Status of pending MOU was discussed with BOD input. MOU completion expected shortly. Security SO Regional Director noted concern about armed security guards in San Juan. CN states it is a local thing and has to be negotiated locally. Concern about "card swipes" at facilities. This will be able to track employees and we do not want it to be used for administrative tracking, but only security investigation. LDR Until they negotiate further with us, our position is that if they initiate this they can only use it for sign in and sign out. It was noted that a number of regions are using this for other than sign in/out. CN says he needs all input concerning CRUX so he can present it to management when he bargains. VFR Waypoints CN has Union 1 proposal currently and is soliciting input. NCWF CN is unsure of our impact on this. Staffing This is the negotiations on the distribution of staffing to the regions. First meeting held but management unprepared to negotiate. Next meeting will be held this month and CN is soliciting input. DVRS - Digital Voice Recorder System They want to first replace every facility that has analog and then they will replace the original DVRS equipment. Voice Switch Getting ready to TAU this MOU. Air Carrier Traffic Count There are no real issues apparent with this. Documents Imaging Program CN has no info on this program. CN reminds all that we are still under the old conduct and discipline order. CN Position Proposal The CN suggested a replacement and training program for his eventual retirement. Much discussion on this with BOD decision to solicit membership interest by using the NAATS News. ATX Liaison Briefing Mr. Maisel briefed the Board on his programs and their status. Headset Replacement Mr. Glowacki said that headquarters said that everyone should get their own consumable parts to try out the headsets. He advises that Bill Howard is in charge of this and can be reached at 202 -385-7567 with any problems. A possible problem with the noise canceling headsets was noted. Voice Switch Mr. Glowacki states this is now considered a sustainment program. A contract will go out shortly for this. We are now down to two venders on this program. Mr. Glowacki could not discuss a lot about this since of the contract and bidding laws. Mr. Glowacki wants to thank Art Finnegan, he did an excellent job when he was here. Mr. Glowacki is now the co-coordinator for OCT team. There is to be a Human Factors Team. ATP Liaison Briefing Mr. Malon briefed the Board on his programs and their status. OASIS Supervisors� Consoles Dennis Detrow (ABQ AFSS) is serving as our focal on this. ARW Liaison Briefing
Ms. Mazziotti briefed the Board on her programs and their status. Legal Issues Arthur Fox, NAATS General Counsel, attended the morning session and offered some introductory remarks, then took questions from the BOD. We had a discussion with Fox on how best to solicit future members to help us with the business of the Union. We had a discussion on what is the best course of action on how to handle arbitrations in regions that have no union trained arbitrators. MOTION: NE Regional Director, "I move that the AK Regional Director have the option of using the services of Arthur Fox to arbitrate the PRIB 21 grievance." Second AK Regional Director. Discussion. Motion passes with one abstention, NW Regional Director. Outgoing Directors A discussion with General Counsel about ex-Officers leaving office and not following the NAATS constitution on how to properly handle turning over the monies and property to an incoming, newly elected officer. The discussion largely focused on due process, procedures, hearing and ultimately the pros and cons of undertaking any disciplinary action. BOD Meeting Locations
MOTION: WP Regional Director. "I move that we have the October meeting the location other then Washington west of the Mississippi to be determined at a later date." Seconded by CE Regional Director. Discussion. CE, SW, WP, AK, SO in favor/ rest opposed Motion carries. OASIS
Mr. Barnes discussed the latest status on OASIS. MWE
It is acknowledged that many problems are occurring in the field with management using MWE as the reason. Kate Breen was approved as the national representative to serve as a focal to correct this. She can be reached at [email protected]. IG and OMB Consolidation Reports We will be proactive on this and make sure that we keep track of the Agencies� position on this and what they say to other government entities. Professional PR Firm The request was to consider exploring the possibility of connecting with a firm that could better get the word out. The BOD unanimously approved the idea and the EA Regional Director took the IOU to follow-up and get back to the BOD. PRT The SO Regional Director questioned what was the original concept of the PRT? He questioned the reasons we do, or do not do, some of our current activities? Considerable discussion on this. MOTION: SO Regional Director, "I move that PRT make no purchase in excess of $250.00 without the prior approval of the BOD". Second, WP Regional Director. Discussion. VOTE: EA, SO, GL, CE, SW, AK, WP in favor, NM opposed, NE absent. Motion carries. MOTION: EA Regional Director , "I move that the PRT submit a budget, by line item, a year in advance." Second, GL. Passed unanimously, with NE absent. There was a need for the BOD to receive assurances from PRT that if there is going to be a function within any Directors region the PRT will coordinate the event with advance notice to that Director. ATX Staffing Numbers/CPP SO Regional Director voiced a concern that the CPP MOU states the DPP NATCA people are not to count against our staffing numbers. This needs to be enforced. The Directors/Coordinators need to update these lists so they accurately reflect which members are really interested in moving. Distribution of Automation Positions at AFSSs for FSDPS Personnel GL Regional Director had several questions in this are. Paid moves to family facilities and facilities throughout the country. Moves to automation positions at AFSSs where the controlling FSDPS personnel will not or are not going due to attrition or filling other positions. Positions should open up to FSDPS personnel throughout the rest of the region and then the country. Moves to automation positions at AFSSs controlled by one region but located in another region (example BUF, LOU, STL AFSSs controlled by AGL). Specific network training and obtaining certification for automation positions at AFSSs. (example: MCSE, CCIE, CCNA) Automation positions appear to be being filled in spite of the letter going out to freeze hiring on these positions so that FSDPS personnel may fill them. (example: automation positions at Tower and Centers [AOS]).How will the reverse RIF procedure be applied in each of the scenarios above? NM Regional Director took an IOU to put this information on the Web site and to all Directors, Coordinators and John Dibble. WP Survey on Pay The results of his survey were discussed and noted. Website Member Only Area, Data Base ULPS/Grievances/MOUS Etc. The WP Regional Director asked when is this going to happen, since it doable? The answer is right now. The CN and Webmaster took an IOU to ensure this. Volunteers from Regions for OSH The GL Regional Director discussed the logistics involved. Dental Plan NM Regional Coordinator will look into this possible benefit for our membership. Attendance at BOD Meetings It was noted by the EA Regional Director that this needs to be addressed. This will be taken up at the next meeting. Next FSOSC Group Selections:
The replacements for those who have just reported to the FSOSC were discussed and selected, pending coordination. They are: Sheryl Potter, Barb Westermyer, Richard Hensley, Leslie Hollister, Jim Curlin, Carrol McAteer, Kathy Lemke. MEETING ADJOURNED. Phil Brown, FAI FacRepFrom the earliest days of the republic, men and women answering the call of public service have spurred the progress of the United States. Two centuries ago they were surveyors, shipbuilders, clerks and administrators. Today they are that and more. Virtually every occupation in the private sector has a counterpart in government service. The key difference is the mission of government�s workers: their job is to make America work for all Americans. Our Union�s responsibility has been to assure America�s government employees fairness, due process, decent and safe working conditions, fair pay and a voice on the job. The Union�s story is America�s story. When the union is free to carry out that role, the morale, efficiency and productivity of government workers is enhanced. Today Unions remain at the forefront by advocating creative and positive solutions to shape the government into a model employer, concerned not simply with missions and efficiency, but also with the responsibility to set an example as the leading people-oriented employer in the nation. By looking back at our Union�s accomplishments and even its shortcomings, we can maintain a steady course toward that goal. The current administration, however, is pressing forward with several initiatives that raise grave concerns with your Union. Two, of particular concern to America�s Unions, are the Freedom to Manage Act of 2001 (S. 1613) and the Federal Employees Pay Comparability Act (FEPCA). If enacted, the Freedom to Manage Act will limit Congress to an up or down vote on any piece of legislation submitted by the President that purports to improve the efficiency of government. All proposed legislation submitted under this Act would be on a "fast track" and could not be amended by the Congress. The type of legislative proposals that could be submitted under the Act include repeal of existing law, amendments to existing law, and new authorities. You should know that Unions are strongly opposing the Freedom to Manage Act. If a legislative proposal is too weak to survive the democratic process of normal congressional consideration, it should not become law. Arbitrary restrictions on Congress' right to debate, hold hearings, or amend proposed changes to law are profoundly anti-democratic. Union leaders generally believe that "fast track" authority undermines the democratic process, and deprives our members of their right to have their elected representatives consider their views. Conversely, a steady drumbeat for civil service reform continues, somehow, to ignore the Federal Employees Pay Comparability Act (FEPCA). FEPCA was signed into law in 1990 and was designed to close the 32% pay gap between comparable jobs in the federal and private sectors over a 10-year period. Unfortunately, both Presidents Clinton and Bush have ignored FEPCA; and, as a result, the federal pay gap continues to grow. Some of the consequences of ignoring FEPCA have recently come home to roost. In the past year, top officials from numerous federal agencies have admitted that they face a "human capital" crisis. Just over half of the federal workforce will be eligible for retirement by 2005, and the compensation package the federal government offers their replacements is woefully inadequate. With both salaries and health insurance benefits substantially below those provided by large private sector firms and state and local governments, the federal government is experiencing extreme difficulty in recruiting and retaining the next generation of federal employees. If you would like to voice your concern about FEPCA or the Freedom to Manage Act, please contact your political representatives. If you would like assistance, your Union can provide you with sample letters that accurately and succinctly address this dilemma. DON�T AGONIZE! ORGANIZE! UNFINISHED BENEFITS BUSINESS AWAITS CONGRESS FedWeek.com / Jan. 23, 2002 Congress made some progress in 2001 on several long-running benefits issues in the federal and postal employee and retiree realm, but carries a full plate of leftovers into its 2002 legislative work year. In some cases, the progress was reflected in growing cosponsorship of proposed legislation, while in others the mere introduction of legislation represented a significant advance. Congress reconvenes this week but won't get down to work in earnest until the first full week of February. Retirement Benefits One of the highest priority items for action among employee and retiree groups also is one of the longest-running: the plan to ease the "government pension offset" that reduces-and in many cases eliminates-spousal or survivor Social Security benefits for those drawing an annuity from a retirement system not including Social Security, such as CSRS. The Social Security benefits are reduced by $2 for each $3 in the other annuity, in many cases eliminating the Social Security benefit. Proposals to either repeal or somewhat soften the offset have been circulating in Congress for many years, but other than a hearing in 2000, the measure hasn't moved down the legislative tracks. Currently, two proposals are pending. One (HR-848) would eliminate the offset entirely. Companion bills (S-611 and HR-664) would have the offset apply only to combined benefit amounts of more than $1200 a month. The former bill has 130 co-sponsors and the latter has 27 Senate backers and 280 House co-sponsors. Since the House version of the reduction bill has a majority of members as co-sponsors, the bill in theory at least would pass the House if brought to a vote. However, even having a majority in support doesn't guarantee that a bill will get on the House schedule. The same situation occurred in 2000, when the bill also got backing from most House members but never progressed beyond a hearing in the Social Security subcommittee. Another approach to GPO reform (HR-3497) would continue applying a reduction to all benefits but shave the reduction from $2 for $3 to $1 for $3. Another Social Security provision of interest mainly to CSRS employees also once again is the target of legislation: the windfall elimination provision. That provision reduces a person's own earned Social Security benefits if he or she earned fewer than 30 years of "substantial" Social Security coverage. A bill to ease that provision (HR-1073) has 214 co-sponsors-close to a majority of the House. However, like the GPO bill, having a majority in support doesn�t necessarily guarantee a vote. The House WEP bill would apply the offset-which reduces Social Security benefits by a maximum of about $280 a month-only to combined retirement benefits above $3000 a month, with a phased-in reduction applying to combined benefits between $2000 and $3000 a month. The other main retirement-related issue still pending involves eligibility for the "premium conversion" option for paying Federal Employees Health Benefits program premiums with pre-tax money. Active employees are eligible for that tax break but due to tax code provisions retirees aren't. Two Senate bills (S-561 and S-1022) and one House bill (HR-2125) seek to make retirees eligible for premium conversion but have made no progress other than gathering co-sponsors. The Senate bills have 4 and 11 backers, respectively, while the House bill has 120. Health Insurance Benefits The steep rises in FEHB premiums in recent years have stirred many ideas for reforming and restructuring the program, but those ideas generally haven't translated into firm legislative proposals. The House civil service subcommittee once again is considering options for FEHB reform, potentially including bringing in new groups of eligible participants in order to create a broader pool of enrollees. Potential candidates include certain family members of military personnel and Reservists and government contract employees. Another option under discussion is to use the current 9 million enrollee pool to command better deals from pharmaceutical companies and other providers of goods and services that are common throughout the FEHB program. Still another idea being explored is creating medical savings account-type plans with low premiums and high deductibles. All of those ideas have been raised in the past, however, and have run into opposition from one interest or another. Another idea the Bush administration raised in early 2001-but that never made it into proposed legislation-may resurface in 2002. Under that concept, incentives would be created for employees to enroll in plans deemed to be high quality and efficient providers of health care. One potential incentive would be to have the government pay more toward the premiums of such plans. The most significant FEHB bill currently pending (HR-1307) would provide some relief to enrollees by increasing the government's share of premiums. The bill would raise the overall government contribution from the current 72 percent of the "weighted average" premiums-a formula that takes into account not only the actual premiums of a plan but also its share of enrollees-to 80 percent. The measure also would raise the maximum government contribution toward any one plan from 75 to 83 percent of premiums. The measure has 61 co-sponsors. TSP Benefits Currently, only one measure affecting the Thrift Savings Plan is pending in Congress: a House bill (HR-3340) that would allow participants age 50 and over to make "catch-up" contributions over and above the percentage of salary limits and the dollar maximum limits applying to TSP investments. That provision is particularly of interest to CSRS employees, who have operated under tighter percentage of salary limits since the program's inception, and many of whom are now approaching retirement and have the available money to make additional investments. Private sector employees were allowed to make catch-up contributions (starting at $1,000 a year in 2002 and increasing on a phased-in schedule) under a tax law passed earlier this year. However, that law didn't cover the TSP since any change in the TSP's investment rules must be addressed through legislation specifically opening federal retirement law to review. The proposal has two co-sponsors. ALASKA REGION FAIRBANKS AFSS HUB NEWS By Phil Brown, FAI FACREP / AAL PR Focal / AAL NAATS NTSB Liaison Northway FSS - The Fairbanks AFSS is gearing up for another season of staffing the Northway FSS. FAA management has decided to open the facility from March through September this year. It does not appear that the hours of operation will be reduced this season in spite of periods of dwindling traffic and near critical staffing levels at the Fairbanks AFSS. Management may be trying to cancel leave though for the Northway FSS specialists as a solution to the staffing problems. Obviously, the Union is opposed to this. Mort Forsko has been elected FACREP and Rachel Reynolds as the alternate for this season. Congratulations! Labor movement, the folks that brought you the weekend.
Kotzebue FSS - After years of what can only be described as "poor" living and working conditions at the Kotzebue FSS, the facility was finally temporarily closed until some repairs could be accomplished. The controllers at Kotzebue FSS have been providing excellent service to the flying public for years under these austere conditions. The Kotzebue FSS, for whatever reason, simply has not received the proper level of maintenance and upkeep. Our Union brothers at Kotzebue FSS have had to endure unsafe and unsanitary conditions for far too long. Most recently, the sewer line broke (again) at the FSS rendering all toilet facilities unusable. Over two weeks passed while the FAA failed to fix the problem. When maintenance personnel finally showed up they pumped hundreds of gallons of raw sewage out on to the grounds surrounding the FSS. The temporary closure of the facility was prompted by a Union grievance demanding that the unsafe and unsanitary conditions be repaired immediately. Moreover the grievance filed by the Union asked for a thorough inspection of the facility by OSHA and the EPA and Alaska Environmental Conservation Department to assess any possible environmental impact. Additionally, the filed grievance asked for free medical examinations if requested by any Kotzebue FSS controller. Don�t Agonize-Organize!!
Fairbanks AFSS - Unionism is alive and well at the Fairbanks AFSS. NAATS members are taking active roles in many important issues. These are just a few: ODYSSEY - Jim Banks is working hard to represent our bargaining unit while working on this very progressive project. Jim is actively surveying the workforce to ensure that they have the opportunity to provide input during the crucial initial phases of development--THANKS JIM!! CRU-X - Marc Lackman is representing our bargaining unit in the Alaska Region on the "CRU-X" project. The implementation of CRU-X has been on hold due to a number of different issues but it appears that we will be pushing forward very soon. Negotiations are still on going. MWE - Phil Brown is conducting personal one-on-one interviews with the bargaining unit members of the Fairbanks AFSS to assess the facility�s compliance with "Model Work Environment" ideals. Physical Security - It appears that the Fairbanks AFSS is scheduled to be among the first facility in Alaska to receive the new "Phone-Cams" and card readers. Initial meetings with the contractor revealed that the card readers are going to be tied into the facility computer network thus opening a number of tracking possibilities. We have initiated "I and I" negotiations. Grievances - There is currently one outstanding grievance regarding the mandatory use of government issued charges cards. Nine grievances have been filed in the last seven months. Eight have been settled on the local level with favorable outcomes for the aggrieved parities. ULP�s - There is currently one outstanding ULP concerning management�s disregard for past practices regarding temporary promotions. Additionally, the ULP charges that FAA management is systematically implementing Core Compensation policies on NAATS bargaining unit members without completing negotiations therefore repudiating our contract. CENTRAL REGION EASTERN REGION GREAT LAKES REGION NEW ENGLAND REGION NORTHWEST MOUNTAIN REGION SOUTHERN REGION Dave Hoover, Director and Tom Forte, Coordinator Members / FacRep Training Facility Representative training and membership cruise will take place February 25 - March 1. The Southern Region has teamed up with members of the Eastern, Southwest and Great Lakes to conduct Contract and Statute Training. We anticipate assistance from Headquarters in accomplishing Drug / Alcohol training and certification. We expect to see many new faces and a great amount of eagerness to learn the ropes of Union Representation. The general membership was, also, provided the opportunity to take advantage of our group discount rate. We look forward to socializing after hours with our Union brothers and sisters. Detail Opportunities The first quarter has provided our bargaining unit membership with several opportunities to participate in details and committee workgroups. Three facilities, GWO, BNA, and RDU, were able to send someone to Flight Watch School in OKC. Two members, ANB and MIA, were chosen for the FSOCS, NOTAM, detail in Headquarters. It is expected to be a two-month detail, with volunteers needed to continue the rotation of 7 specialists every two months. The Voice Switching OCT detail started January 28. The Southern Region was able to appoint two out of the nine or ten controllers, AND and MCN, to this workgroup. This detail is for two months in Atlantic City, NJ. I understand that the Voice Switch Human Factors Team will be selected at a later date. Volunteers are needed in order to fill many short notice details and committee workgroups. As you can see, the Southern Region has taken advantage of getting appointments because we were ready to provide someone to fill the need. If you would like to be considered in the future, it is important that you send me an email indicating your areas of interest, length and location of preferred assignments. A SMALL background / qualifications blurb would be helpful. State of the Union SJU - Having schedule problems, again. Management is fighting AWS. FacRep believes settlement agreement from last summer may be relative to 2002 Watch Schedule. Several schedule grievances remain at third level, but the regional office has been unresponsive to my repeated requests to work the issues. Schedule problems are ugly because the timeframe important to our membership has usually passed, if they are not settled at the local level. In other words, management prevails against time. MIA - Took until January 22, to receive a settlement letter from the November 15th quarterly. Minutes indicated that the FacRep was to have possession of the letter by November 30. There was an aircraft incident in which our members were subjected to drug testing. Regional Officer advised MIA management to trick our members back into the facility without giving away that they were going to be tested. The Union was �hooded� and, at least, one member was ordered back while under the influence of alcohol. It has taken a month for the controllers to receive paperwork for De-Certification, although they were restricted from working specific operational positions, immediately. It is believed that the requirements for Re-Certification are a gross over-reaction and unreasonable. Watch this debacle for tips on how NOT to treat an employee. Both local management and the regional office are teaming up to insure we take the total fall on this one. You can bet their mishandlings will remain uncovered. PIE - FacRep and management working through their misunderstanding regarding a new security fence. GNV - New console installation and ERIDS equipment testing is changing the environment. Hints of schedule issues have surfaced, however, no request for assistance has been made. That�s good news when the local membership is able to work through their concerns with reasonable management reaction. Maybe an invite to MIA and SJU would help reconcile LMR in our HUB. MCN - Karey Hall doing a nice job as the new FacRep at MCN AFSS. I think he and management have a few victories for their efforts. New consoles have recently changed their working environment. AND - Don�t have to say much about the changes here. OASIS coming to the facility, near you. Expect to flick to the switch in May, training happening �round the clock for the next few months. LMR maintaining its now expected high level of efficiency. RDU - Staffing fall-out creating some pain at this, normally, rock-steady facility. Tom Adams� retirement was a loss for the Union. There is new leadership for both the Union and management. Possible case of Supervisory intimation has been documented. First signs from the facility are that they don�t want to address it. Not a good barometer for the future. If there is even the suspicion of violating a harmonious work environment by the bargaining unit, we are strip searched and let out to pasture, awaiting our just recompense for �hugging a friend.� I suspect the ole out of sight/out of mind, ignore the issue and it�ll go away tactic on this one. Looks as if other agency assistance will be necessary in order to get the facility and the region to do the �right� thing. Whatever it takes. LOU - At the last quarterly, the manager asked to retrieve his grievance from the regional review, in order to have another chance at doing the �right� thing. I released the issue. Three months later, the FacRep informs me that the manager no longer has an interest in resolving the issue. No way to help some people. Member working In-flight gets broad-sided by a supervisor wanting to brief out the �Facility Evaluation Report.� There�s something operationally critical. Nonetheless, our professional member respectfully requests that the briefing be conducted at a later time and place, three (3) times. She is threatened with discipline. Two levels of HR sensitive management styles working at this facility. What was she doing while fighting off a persistent and over-dominant supervisor? Next page, please- 9 IFR Clearances, requiring 9 Interphone contacts with �verbatim� relay 5 Air-ground weather briefings 5 Aircraft contacts / Activation / Cancellation 1 other non-standard service, as requested This specialist should have received a Time-Off Award and the supervisor a kick in the pants. All that without the first sign of a grievance, let alone two regional reviews. I will not permit management, LOU AFSS, to condone ridiculous behavior over 6 months, again. My mistake. BNA - The best of the best, good-bye to our dear partner Richard Post. Never knew he was there. Empowered people with the authority to make decisions and demanded that they be responsible for their decisions. Treated all levels with the same respect and expectation. No power struggles, no �management right� and no games. An unusual legacy for a government leader. MKL - This quarter�s �Best Achievement Facility.� Traditionally, a facility in great struggle regarding watch schedules and resources. Not your �top of the line� in your face grievance machine, but still churning out a steady supply. LMR has changed there recently. Bill Roberts has been credited with robust negotiations, but a dedication to resolving their issues locally. Getting the job done at home keeps them off our grievance charts for this quarter. Nice work to both the Union and management. GWO - What�s happened to GWO AFSS? No issues outside the facility in ages. Good to hear some of the stress has lighten for a hard working bunch of folks. ANB - �BNA south?� Best kept secret in the country clubs of Flight Service. I won�t say anything to spoil it. Thank you for your commitment for a better place to work. Regional Review I attended a LMR Council Meeting on January 22. We had a successful charter meeting with most all of the Southern Region Union Leaders present. My meeting with ASO500 was less than expected. I had intended to work out the week in hopes of resolving many of the issues sited here, however, the regional resources were committed elsewhere. I am partially at fault for not providing my expectations in advance. First time visiting the big guys, how does one act? Nonetheless, I have expressed repeatedly a desire to work through several of these outstanding issues and the region has been unresponsive. Several new members with whom our Union is to interface have been in transition. However, there has been time for NATCA and I believe three and a half months is long enough to wait to start addressing the issues of Flight Service. I promised the region a working relationship that would take the garbage grievances off the table, if they would commit to improving management / employee relationships at the facility level. As you can see, we�re still waiting. I monitored a telecon recently in which regional staff indicated that they would be working with the NATCA Union and asking for their input on several projects. Although these same projects impact our bargaining unit, we were not mentioned, which reflects one of our problems. There is no time for Flight Service. We�ll wait. Closing Busy schedule for February. See our web page: www.naats-southern.org for details. Send your email to become a volunteer. Work through the issues; call me if you need assistance. Please call me directly with your questions; the Director works for you, Tommy does the things I need him to do, which are many. Thank you, SOUTHWEST REGION WESTERN-PACIFIC REGION HAWTHORNE AFSS NEWS Eli Morrissy, HHR AFSS
New NAATS Members Over the past few months, we�ve picked up two new NAATS members, Tim Harvey and Cynthia Johnson. Congratulations and welcome to the fraternity of organized labor. More Good News We�re currently awaiting the arrival of our newest hire, Fred Bender. Now, thanks to some highly successful Union/Management haggling, we�re also picking up John Savala. Both men are currently attending Flight Service class at the Academy and will be arriving sometime in March. These two will be our 4th and 5th new hires from Los Alamitos Reserve Center�s Base Operations. Is there a trend here? New Headsets On the Way The selection process is complete and our new headsets should be arriving soon. It was gratifying to have a wider selection to choose from this time. Thanks go to the NAATS Human Factors Team for their efforts to persuade the FAA to respect controllers� preferences when selecting equipment. And the Wall Came Down Installation of the new Uninterruptible Power Supply equipment is complete -- finally! The planned power outages raised havoc with M1FC to the point that two of our three position processors went down, leaving eight positions, including Broadcast, out of service. That was certainly an adventure. The other inconvenience associated with UPS installation was less adventure and more of a pain. Having the back doors standing open during the coldest weather (low 50s daytime/low 30s nighttime) Southern California has had in years left our facility a bit too cold for comfort. But we bundled up and muddled through and, despite the inconvenience and discomfort, the job got done. In the process, AF also took down the modular wall that separated the printers from Operations. Someone from AF also took it upon themselves to rearrange the Supervisor�s position and remove the old credenza that held the fax and copy machines and replace it with a couple smaller tables. While the first effort was discussed with Management, the second was done ad hoc and has made several supes and union personnel unhappy. Apparently the person responsible was not familiar with the protocols involved in a change of working conditions. Management and the FacRep will be discussing this topic soon.
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