Wally Pike, NAATS President No decision yet from the FMCS Director on whether he will hear the pay dispute and make his recommendation for resolution. As soon as I hear something I�ll update everyone. The pay/work rules negotiations were held this week. Chief Negotiator Bill Dolan will brief on our progress in that forum. I will see Don Young again on March 6. No word yet on whether he�ll be able to speak at our national meeting. Congress is scheduled to be in session that week so it�s doubtful he can join us. Our congressional testimony to the Aviation Subcommittee is due on March 29. We plan to address staffing, equipment, the PBO, ATO and, of course, compensation. The agenda for our national meeting in April has been given to the FAA. Facility management should be able to act on leave requests to attend this meeting. Chief Negotiator Bill Dolan and I met with AT-1 Bill Peacock and AT-2 Jeff Griffith this afternoon. Items discussed:
FAA TO LIFT BAN ON FACE-TO-FACE BRIEFINGS Headquarters E-Mail Update, Volume 2, #21, March 6, 2002 Wally Pike, NAATS President I�ve just talked with AT-2 Jeff Griffith and Air Traffic has decided to allow walk-in pilots at our facilities beginning tomorrow.
I�ve talked with NAATS Chief Negotiator Bill Dolan and he has advised me that, after some discussion with management, the agreement is to procedurally handle the matter the same as in the past. This means that our controllers are not responsible for checking pilot credentials for security purposes. I�ve had a number of meetings this week with some still to happen. Expect a HQ update either Friday or Saturday.
This week I got the opportunity to return to my home
facility BNA and give demos of OASIS to the people there along with the
folks who came for the ASO quarterly on Wednesday. The demos were well
received.
NAATS SEEKS TO REOPEN FLIGHT SERVICE DOORS Yesterday, the Union representing the Air Traffic Controllers in the Flight Service option, urged the Federal Aviation Administration to reopen the doors of the Flight Service Stations to the flying community. In a letter to Administrator Jane Garvey, Union President, Walter Pike, reminded the Agency that a part of the function of Flight Service is to provide face-to-face weather briefings to pilots to ensure pilots have a clear understanding of the weather, current and forecast, before they fly. After the events of September 11th, 2001, the FAA issued a security directive prohibiting visitors at all air traffic control facilities. This closed off vital "walk-in" briefing service to pilots, forcing them back to the telephone with its obvious limitations - the lack of visual weather depictions. In an effort to balance the safety of its controllers with the safety of the flying public, the Union urged the agency to sit down and discuss how they can effectively return to the full task they were hired to perform.
Attendees: Bob Geranis, Don McLennan, and Ron Maisel
Room Rate: $85.00/nightFOR RESERVATIONS CALL: (800) 311-8999 or (702) 730-7000 Reservation Code: XAIRTSDon McLennan, Northwest Mountain Region Director A NAATS/FAA Workgroup convened just before the holidays to consider what information would be most beneficial to design the tracking of business costs of our option to the Agency. I believe this is an outgrowth of the Agency wanting us to move into a PBO (Performance Based Organization). This would be a first step in developing accounting procedures to see what our functions really end up costing. These procedures will then be followed in the (CATTS). It is a little disarming that in Headquarters it is commonplace now to receive briefings that begin something like, "We don�t really even know what our costs are." I can only share with you my belief that as little as two years ago you wouldn�t be considered "management material" if you adopted some position along those lines. Maybe we are making headway, we will have to wait and see. Those in attendance at this meeting were: Don McLennan SEA AFSS, Kate Breen, BDR AFSS, Steve Jones, MIA AFSS, Alan Baker, FAI AFSS and Linda Sterling, JBR AFSS for NAATS. Mike Lammes, HHR AFSS, Leonard Hopkins, MIA AFSS, Ed Castagna, PNM AFSS, Peter Quinn, ATX-320, and Keith Gunnell, ATQ-200 for Management. On the first day Sue Helzer, ATX-330, Head of Staffing Standards Branch and Arthur Furnia, ATX-330 distributed a briefing paper labeled Air Traffic Staffing Standards Program and AFSS Staffing Standards. Along with distributing these briefing papers they made presentations to explain them. What follows is, in essence, the final report of the Workgroup. We first brainstormed a list of facility functions and then agreed to which warns warranted the importance of posting their activity on a Web Site where anyone could tap in and check activity levels. For the sake of more clearly understanding what the work group did with their brainstormed list, I offer to you the following table:
On the second, we developed the following:
The workgroup decided that there were so many identifiers
for a Controller to remember that we would try to combine and define as many
identifiers as possible in one definition. In defining N1 and N2 they were separated into N1 and defined as "All NOTAM D and all NOTAM L that are issued". N2 was defined as all NOTAM D and all NOTAM L that were cancelled. The Methodology for this is, "Every employee completes the task and enters N1or N2, as applicable, on the command line". The Quality Control is "Every employee enters N1 on the command line." The Accountability is that "There will be periodic reviews of local activity reports." This is the example that will be followed in developing the data on all subsequent identifiers. PB Definition: A Single Item Briefing, Multi-leg Briefing and all Pilot Weather Briefings as defined in FAA Order 7110.10, Chapter 3. This definition supercedes the Note contained in 7210.3R, Paragraph 16-4-1. Methodology: Every employee completes the task and enters PB. For each additional leg (departure and destination) make an additional PB entry on the command line. FP Definition: A Flight Plan Filed as defined in FAA Order 7210.3R, Paragraph 16-2-2. Methodology: As currently prescribed in FAA Order 7110.10,Chapter 6, Section 2. IFP Definition: An International Flight Plan Filed
as defined in FAA Order 7210.3R, Para-graph 16-2-2. Methodology: As
currently prescribed in FAA Order 7110.10,Chapter 6, Section 2. IAC Definition: A contact is a count taken for each flight in which air to ground communications is established and terminated. This will exclude the application in the FAA Order 7210.3R, Paragraph 16-2-3. Methodology: Every employee completes the task and enters on the command line the Aircraft Contacted including the type of flight category as currently prescribed in FAA Order 7110.10, Paragraph 4-2-5. SAR Definition: The initiated SAR will already be counted in Model One Full Capacity. The reply to or request for information on SAR will be counted as an S1. Methodology: Every employee completes the task and enters S1 on the command line. LAA Definition: A Local Airport Advisory as defined in FAA Order 7210.3R, Paragraph 16-2-2. Methodology: As currently prescribed in FAA Order 7110.10, Paragraph 4-2-5. WX OBS Definition: This would consist of Actual Weather Observations and ASOS Augmentation. Methodology: Every employee completes the task and enters W1 on the command line. N1 Definition: See Above. BCST Definition: Any recording of the TIBS (TRC), HIWAS (HI), VOLMET (V1) and TWEB (TW). Methodology: Every employee completes the task and enters B1 on the command line. SCI Definition: A Special VFR Clearance Issued as defined in FAA Order 7110.10, Paragraph 4-5-1. Methodology: Every employee completes the task and enters SC on the command line. ICI Definition: An IFR Clearance Issued as defined in FAA Order 7110.10, Paragraph 4-3-7. Methodology: Every employee completes the task and enters IC on the command line. ADCUS Definition: Notification to the U.S. Customs Service as defined in FAA Order 7110.10, Paragraph 7-2-2. Methodology: Every employee completes the task and enters A1 on the command line. TECS Definition: The Treasury Enforcement Computer System is defined as the Customs and Air Defense notification for trans-border crossings. Methodology: Every employee completes the task and enters T1 on the command line. NAD Definition: Accident/Incident Messages, Operational Error Messages, Near Mid-Air Collision Messages, Pilot Deviation, Service B Movement Messages. Methodology: Every employee completes the task and enters M1 on the command line. PIREPS Definition: Pilot Reports as defined in FAA Order 7110.10, Paragraph 9-2. Methodology: Every employee completes the task and enters UA on the command line. The last day began with a brief-out to Pam Foss, ATX-2, and Tony Tisdale, ATX-200. Ms. Foss said that she was surprised that we had 16 items that we would put up on the CATTS site. Her caution was that we should try and focus on what was so important that we wanted everyone who would go on the Web page to see about us. The warning was a good one in that she was trying to tell us "Don�t go down into the minutia level" to where we water down what the employees are doing for the federal government. I am still not clear on the issue of were we developing this list to track our cost (since that is what CATTS is designed to do) or developing information for a Web Site, or both. If I ever get the answer I will be sure and share it with you. UK Air Traffic Body Seeks Price Rise, Denies Crisis Courtesy of Kim Weber, FAI AFSS/OME FSS LONDON, Feb 19 (Reuters) - Britain's air traffic controller said on Tuesday it had asked its regulator to increase the amount it can charge airlines while rejecting reports it risks collapse as fees have slumped from airlines since September 11. The National Air Traffic Services, of which the government owns 49 percent, said it had not deferred any debt repayments, its monthly board meeting on Tuesday was "not a crisis meeting" and its banks supported its plans to recover from the downturn. "There is no question of the banks forcing us into administration," NATS spokesman Robert Wright told Reuters after newspapers said the banks had threatened to push air traffic control the way of collapsed rail operator Railtrack (RTK,Trade). He said the company had applied to the country�s aviation regulator, the Civil Aviation Authority, for an increase in the price cap it could charge airlines for flying in UK air space. The centre-left Labour government sparked uproar among its own backbenchers when it reversed its long-held policy that it would retain the NATS in public ownership. Last year it sold a 46 percent stake to a consortium of British airlines, including British Airways Plc ((BAY.L)), British Midland Airways Ltd [BMID.UL], easyJet Plc ((EZJ.L)) and Virgin Atlantic Airways Ltd [VA.UL] for 800 million pounds. Employees were awarded a slice of five percent. Transport Secretary Stephen Byers, who has been under pressure over his handling of the country�s delay-prone and overcrowded railways, has cast doubt on the NATS business plan. The revenue risk for the NATS is on the transatlantic routes where it earns nearly half of its income. Traffic volumes were already declining before September 11 as the U.S. economy slowed. Since the hijacked plane attacks on U.S. cities transatlantic traffic has decreased sharply, forcing British Airways, Virgin and British Midland to slash jobs and cut flights. Wright said NATS had not asked the government for cash. A transport ministry spokesman said that none of the four banks -- Abbey National, Barclays Capital, HBOS and Bank of America -- was attending the NATS board meeting on Tuesday. Guidance Issued on New Pay, Other Policies Courtesy of www.FedWeek.com February 27, 2002 The Office of Personnel Management has issued guidance on several changes in pay and leave administration policy contained in the fiscal 2002 Defense Department authorization act (P.L. 107-107). Health Benefits for Reservists Called to Active Duty in Support of Contingency Operations Section 519 of Public Law 107-107 amends subsection (e) of section 8906 of title 5, United States Code, to provide agencies with discretionary authority to pay both the employee and Government health benefit contributions (and any additional administrative expenses related to health care coverage) for certain employees called to active duty and their families for a period not to exceed 18 months. The employee must (1) be enrolled in an approved health benefits plan, (2) be a member of a reserve component of the armed forces, (3) be called or ordered to active duty in support of a contingency operation, (4) be placed on leave without pay or separated from service to perform active duty, and (5) serve on active duty for a period of more than 30 consecutive days. This new authority applies to employees called to active duty on or after December 8, 1995, and agencies may make retroactive payments to covered employees for premiums paid on or after that date. Military Leave for Funeral Honors Duty Section 563 of Public Law 107-107 amends 5 U.S.C. 6323(a)(1) to permit employees to use the 15 days of military leave provided under that section for "funeral honors duty" as described in section 12503 of title 10 and section 115 of title 32, United States Code. This new entitlement to military leave became effective on December 28, 2001. Each agency is responsible for administering the use of military leave for funeral honors duty for its employees. OPM has no authority to issue regulations governing this new provision. Hostile Fire Pay Section 1111 of Public Law 107-107 amends subchapter IV of chapter 59 of title 5, United States Code, by adding a new section 5949 that provides the head of an executive agency with discretionary authority to pay an employee hostile fire pay. The new law provides agencies with the authority to pay hostile fire pay at a rate of $150 for any month in which the employee is:
Agencies may pay hostile fire pay to an employee hospitalized for the treatment of an injury or wound for not more than 3 additional months during which the employee is hospitalized. Section 5949 prohibits the payment of hostile fire pay for periods of time during which an employee receives post differentials under 5 U.S.C. 5925, because of exposure to political violence, or danger pay allowances under 5 U.S.C. 5928. This provision is effective retroactive to September 11, 2001. The head of an executive agency may grant hostile fire pay for any hostile action that took place on or after that date. This new payment for civilian employees is similar to the hostile pay currently available to military personnel under 37 U.S.C. 310. Each agency is responsible for administering hostile fire pay for its employees. OPM has no authority to issue regulations governing this new provision. Payment of Expenses to Obtain Professional Credentials Section 1112 of Public Law 107-107 amends chapter 57 of title 5, United States Code, by adding a new � 5757 that provides agencies with discretionary authority to use appropriated funds or funds otherwise available to the agency to pay for (1) expenses for employees to obtain professional credentials, including expenses for professional accreditation, State-imposed and professional licenses, and professional certification; and (2) examinations to obtain such credentials. Agencies may not use this authority on behalf of any employee occupying or seeking to qualify for appointment in any position that is excepted from the competitive service because of the confidential, policy-determining, policy-making, or policy-advocating character of the position. Monroney Amendment Section 1113 of Public Law 107-107 reinstates a pay provision for the Department of Defense's (DOD's) blue-collar workforce commonly known as the Monroney Amendment. The Monroney Amendment requires the importation of out-of-area wage data for local wage surveys when large numbers of Federal Wage System (FWS) employees are employed in specialized occupations (e.g. aircraft mechanic, electronics mechanic, etc.), but few comparable jobs in local private sector companies. This provision will apply in certain wage areas that meet specified employment threshold levels on the next normal effective date of each applicable wage schedule. OPM will issue guidance on the implementation of this change after receiving advice from the Federal Prevailing Rate Advisory Committee. Biweekly and Annual Limitations on Premium Pay Section 1114 of Public Law 107-107 modifies the biweekly and annual limitations on premium pay under 5 U.S.C. 5547, removes the separate premium pay limitation for law enforcement officers, and provides agencies with authority to waive the biweekly premium pay limitation for employees performing work critical to the mission of the agency. The new premium pay limitations will become effective on the first day of the first pay period beginning on or after April 27, 2002. OPM will issue interim regulations governing these new premium pay limitations on or be-fore that date. An amendment to 5 U.S.C. 5547(a) provides that an employee, including a law enforcement officer, may receive premium pay in a pay period only to the extent that the aggregate of basic pay and premium pay for the pay period does not exceed the greater of the biweekly rate for (1) GS-15, step 10 (including any applicable special salary rate or locality rate of pay), or (2) level V of the Executive Schedule. An amendment to 5 U.S.C. 5547(b) provides that the biweekly premium pay cap in section 5547(a) does not apply in any pay period during which an employee, including a law enforcement officer, receives premium pay for work in connection with an emergency (including a wild-fire emergency) that involves a direct threat to life or property. The amendment clarifies that work in connection with an emergency includes work performed in the aftermath of the emergency. Such employees may receive premium pay only to the extent that the aggregate of basic pay and premium pay for the calendar year does not exceed the greater of the annual rate for (1) GS-15, step 10 (including any applicable special salary rate or locality rate of pay), or (2) level V of the Executive Schedule. Another amendment to 5 U.S.C. 5547(b) provides the head of an agency with discretionary authority to waive the biweekly premium pay limitation in � 5547(a) for an employee, including a law enforcement officer, who receives premium pay to perform work critical to the mission of the agency. Such employees may receive premium pay only to the extent that the aggregate of basic pay and premium pay for the calendar year does not exceed the greater of the annual rate for (1) GS-15, step 10 (including any applicable special salary rate or locality rate of pay), or (2) level V of the Executive Schedule. An amendment to 5 U.S.C. 5547(c) authorizes OPM to prescribe regulations governing how the annual limitation provisions in � 5547(b) apply to employees receiving certain forms of regularly recurring premium payments (i.e., availability pay for criminal investigators under 5 U.S.C. 5545a, administratively uncontrollable overtime pay under 5 U.S.C. 5545(c)(2), standby duty premium pay under 5 U.S.C. 5545(c)(1), and regular overtime pay for firefighters covered by 5 U.S.C. 5545b.) The regulations may provide that these types of premium pay continue to be capped on a biweekly basis even though other types of premium pay are capped on an annual basis. FedWeek.com Average Raise above 18 Percent Indicated The Congressional Research Service has said that in order to comply with the 1990 pay law -- which was supposed to make federal raises virtually automatic, based on private sector wage increases and locality pay -- federal employees would have to be granted average raises of 18.56 percent in 2003. That counts both an across-the-board component of 3.1 percent as indicated by the pertinent employment cost index measure plus locality pay that would have to range among localities up to 27.13 percent in the San Francisco-Oakland-San Jose locality. Pay Reform Law Lost in the Shuffle The 1990 pay reform law has been virtually overlooked in the developing pay debate over the 2003 federal raise. The White House budget contained no discussion of that law as it proposed a 2.6 percent 2003 raise for federal employees and 4.1 percent for the military. In their comments on the raise issue, administration officials have focused on other aspects, such as the availability of within-grade increases to federal employees and the special hardships military personnel endure. However, employee organizations have not forgotten the 1990 law -- the American Federation of Government Employees for example recently noted that under the law's terms the federal-private pay gap was supposed to be virtually closed by now but that official figures show it remains about as large as in 1990. However, for now, they say the best chance for sweetening the federal raise appears to be an argument in favor of parity with the military, not an argument in favor of complying with a law that has little support in either party. Report Cites Issues with Pay Law's Calculations The CRS report notes that the 1990 federal pay law, called FEPCA, "has never been implemented as originally enacted. Since 1995, locality payments have been much lower than FEPCA requires. Additionally, while the methodology for setting federal pay adjustments has been questioned since the enactment of FEPCA, it remains a particular concern because the Bureau of Labor Statistics surveys documenting non-federal rates of pay were not approved for use in determining the 2000, 2001 and 2002 locality payments and are not being recommended for use in determining 2003 locality pay." CRS notes that figures from as long ago as 1994 were "aged" to calculate 2003 locality raises indicated under the law. Critics of the pay law believe that such manipulation of numbers -- which they consider incomplete in the first place -- make the calculations under FEPCA unreliable and offer little reason for complying with the law. Personnel Reform Hearings Coming Hearings could be held next month in the Senate Governmental Affairs Committee on proposals by the Bush administration and committee member Sen. George Voinovich, R-Ohio, designed to give agencies greater flexibility in hiring, managing and retaining employees. The two measures have many common themes and provisions -- for example both would create a new government wide buyout authority with offers subject to Office of Management and Budget approval and both would repeal the recertification requirements for senior executives. Officials say the most likely outcome would be that the two would be combined into a single measure. The effort is considered separate from the longer term drive the Office of Personnel Management hopes to launch soon to reform the way federal pay is set. Other Key Elements of Proposed Reforms Other key elements of the Bush administration Managerial Flexibility Act proposal (S-1613) include: enhancing authority to give recruitment, retention and relocation bonuses; permitting agencies to develop and use alternative personnel systems; authorizing broader use of early retirement authority; and raising the cap on total compensation for senior executives to the Vice President�s salary, while revising the way their performance is evaluated. Other key elements of the Voinovich plan (S-1603) include: requiring agencies to put greater emphasis on career development training for employees, including broadened payments for academic degree training; allowing phased retirement for certain specialized positions; reducing the notice period before disciplinary action for employees with poor performance from 30 to 15 days, and requiring a General Accounting Office study of the disciplinary and termination process relating to federal employees with unacceptable performance. The bill also would establish a chief human capital officer in agencies. White House to Tackle FECA Program The Bush administration has said it will propose reforms in the Federal Employees Compensation Act, the program providing medical benefits and rehabilitation services to federal employees who are injured or become ill on the job -- and perhaps the employee benefit program that stirs the most contention. The administration�s budget proposal says the Labor Department Office of Workers Compensation Policy will continue efforts to review claimants periodically to determine if they still are unable to work, prevent overpayments to individuals and medical providers and review the appropriateness of medical services. That's an ongoing effort that the administration says has saved an estimated $500 million since 1992. Other FECA Changes Proposed The administration budget further proposes to: add an administrative surcharge to the amount billed to federal agencies for FECA compensation costs related to their employees, "bolstering their incentive to improve workplace safety;" amend FECA to move the waiting period for benefits to immediately following an injury, and apply it to all claims in line with state workers' compensation systems in order to "deter illegitimate claims;" and for future beneficiaries only, change the program so that individuals over age 65 receive the same benefits as are available under federal retirement programs. The budget says that because FECA benefits are tax-free, they are on average about 25 percent more generous than an individual could receive under retirement benefits, "possibly providing an incentive for individuals to remain on the FECA rolls past when they would otherwise have retired." OPM Authority on Overtime Policies Affirmed The Office of Personnel Management's policies on overtime eligibility for federal employees need not match rules issued by the Labor Department governing the private sector, the United States Court of Federal Claims has said in a case (No. 96-931) rejecting a back pay claim of supervisory border patrol agents who contended they were improperly classified as exempt from overtime pay eligibility. The employees contended that the OPM standards for exempting employees on grounds that they are executives conflicted with the comparable Labor standards and that the OPM rules therefore were invalid. But the court said OPM is empowered to administer the Fair Labor Standards Act as it applies to federal workers and that Congress did not require OPM�s rules to "precisely mimic" those issued by Labor. The court also said the issue was moot as it applied to the employees in the present case, saying they would be ineligible for over-time under either set of rules. Guidance Issued on New Pay, Other Policies The Office of Personnel Management has issued guidance on several changes in pay and leave administration policy contained in the fiscal 2002 Defense Department authorization act (P.L. 107-107). Affected policies include health benefits for federal employee Reservists called to active duty in support of contingency operations, eligibility of Reservists to take military leave for funeral honor duty, eligibility for hostile fire pay, payment of expenses to obtain professional credentials, changes in how salary studies are conducted for certain wage-grade employees, and changes in the biweekly and annual limitations on premium pay. Standards for Alternative Approaches Issued The Office of Personnel Management has defined the extent to which agencies with special personnel authorities still must comply with general government-wide personnel policies, such as the merit system principles. The guidance is timely because numerous agencies have been carved out of the general personnel law, called "Title 5," in recent years, giving them far greater discretion over issues including hiring, promotion, discipline and firing. The policy, called the "Standards for Agency HRM Accountability Systems under the Merit Systems Principles," also give OPM a framework for reviewing or assessing performance of those agencies. The policy does not cover the national security agencies, however. Market-Based IT Pay Backed The Chief Information Officers Council, a group of agency information technology chiefs, supports breaking IT personnel out of the general schedule and setting their pay according to market conditions, potentially through the use of pay banding. In a statement, the group said it also endorsed creating a stronger pay-for-performance link for those employees and said agencies need to do more to improve the balance of work and home life for IT employees. The idea might make its way soon into legislation, possibly sponsored by Rep. Tom Davis, R-VA., head of a House subcommittee on government technology, who has expressed support for the concept as well. Unintended Consequences Department One step already taken to address pay issues in the IT sector is starting to have unintended consequences, according to some employees in that category. Certain IT employees up to GS-12 last year were made eligible for special rate pay that in some cases boosted their salaries by a third or more. Now some of them are getting promotions to the GS-13 level, which doesn't have special rates-but because of policy that states that anyone promoted cannot suffer a decrease in salary, they effectively are getting to keep their special rate pay as GS-13s. That has spurred complaints from IT GS-13s who reached that level before the IT special rate pay kicked in; they point out that they are receiving lower salaries simply because of the timing of their promotions. The Office of Personnel Management has said it is aware of the issue but it is unclear what can or will be done about it. FEHB Withholdings Issue Clarified The Office of Personnel Management has sent out guidance to agencies on how to handle payroll withholdings for their employees in the CSRS-Offset retirement system who participate in the "premium conversion" arrangement in the Federal Employees Health Benefits program, in which premiums are paid from pre-tax money. The issue relates to a change in the way retirement deductions are handled if those employees pass the maximum salary for Social Security deductions-which CSRS-Offset employees pay up to that limit, currently $84,900. OPM indicated that some payroll offices have been using incorrect procedures, resulting in employees being overpaid. In Benefits Administration Letter 02-304, OPM said it will not require those payroll offices to change their procedures before tax year 2003 but notes that that affected employees might have to be assessed a "catch-up" withholding when their basic pay reaches the Social Security deduction maximum. ALASKA REGION FAIRBANKS AFSS HUB NEWS By Phil Brown, FAI FACREP / AAL PR Focal / AAL NAATS NTSB Liaison NOME FSS -- The controllers at the Nome FSS are gearing up for Iditarod 2002. Iditarod means clear water and was named by the Shageluk Indians for the Iditarod River. Today, the Iditarod is known as Alaska�s most famous sporting event, rich in its heritage and tradition. While the race officially commemorates the 1925 Serum Run to Nome, it is really a reconstruction of the freight route to Nome. The 1,150-mile dog Sled Race starts on Saturday, March 2nd. Competitors and spectators from around the world are expected to attend. Our NAATS brothers and sisters at the Nome FSS are an important part of this celebrated event. The controllers of the Nome FSS have been providing excellent service to the flying public on a daily basis under somewhat less than desirable conditions. Recently a random test of the drinking water at the Nome FSS revealed elevated levels of lead and copper. Due to the tenacious manner in which the Nome FACREP, Margaret Ames, and other NAATS brothers and sisters pursued this issue; the FAA agreed to pay for blood tests for all of our Nome controllers. Thank goodness, all of the tests were normal. Nome FSS, however, still has only non-potable water running through the pipes. Margaret Ames fears that this problem may be common to many of the old FAA buildings throughout the Alaska region and urges similar testing to ensure the safety of our Union brothers and sisters. Northway FSS -- "Change two to change three!" Situation normal...all fouled up (SNAFU). The FAA�s budget debacle is taking its toll on the Northway FSS. We have gone from one extreme to the other now. Our facility that was going to open March 1st with four controllers has now had the opening postponed until May 1st with only three controllers. There are also rumors of a "contingency" plan looming in the shadows that may preclude Northway from opening at all this year if the budget does not improve! Obviously, the uncertainty of it all is very unsettling to our broth-ers and sisters already assigned to the detail. Fairbanks AFSS -- The NAATS membership at the Fairbanks AFSS is a strong 92%. We are not 100% Union yet but we can see it coming! The FAA�s budget fiasco continues to be our major concern. A budget contingency plan still looms over the Fairbanks AFSS Hub. As of this date, management has still not shared "all" the details with us but we believe their contingency plan includes not opening our seasonal facility at Northway and reducing hours at Deadhorse FSS, Barrow FSS and Kotzebue FSS. While these ideas may save money, the political fallout may be crushing and hopefully more than the FAA can stand. In a state where most areas are only accessible by air, cutbacks of this type are simply unacceptable to the flying public. We are launching a letter writing campaign to ensure that all those affected by these extreme proposed measures are well informed. We are also asking that they relay their concerns to their appropriate political representatives. Grievances & ULP�s -- Management sustained our previously mentioned grievance regarding the mandatory use of government credit cards. We filed another grievance this week regarding jury duty leave. FAI management has unilaterally imposed a new rule requiring all hub employees to work an admin schedule when assigned jury duty. Clearly, this unilateral act is a violation of Articles 9, 21 and 28 of the Union contract. As a resolution, we have asked for a cease and desist order, an order of status quo ante and for the FLRA (or NAATS personnel designated by the Union) to conduct remedial LMR training for all FAI AFSS management personnel. We have also asked that the FAA pay for any related travel expenses. If you need more information on any of these grievances please feel free to contact Phil Brown at FAI. CENTRAL REGION Michael Terry, Director and Jerry Van Vacter, Coordinator Visiting Let your FacRep know when would be the best time for Jerry and me to visit your facility. We look forward to coming out and talking to you and hearing any concerns you might have. Pay Negotiations/Contract Wally has been on leave the first two weeks of February and has returned today 2/19/02. No word yet on when someone from the FMCS will hear the case. Thanks to everyone that has donated and is continuing to donate to the PAC fund. It has helped in being able to give at the different functions Wally attends plus any donations we give to the congresspersons. New Members Welcome to the union James Carter from Columbus and Dan Painter from Columbia. Thanks for joining; together we can make a difference. Meetings Don�t forget to make your reservations at the Monte Carlo Hotel/Casino for the national membership meeting on April 17th & 18th, in Las Vegas. Scott Malon and Ward Simpson will be conducting the FacRep training on the 16th. Plan on attending if you can. The quarterly meeting was held in Kansas City on February 12th and 13th. Jerry and I are working on the minutes and they should be out shortly. The next quarterly meeting has been scheduled for May 7th and 8th. If you have anything you would like to have brought up, let us know. Moving around Cari Simington Fort Dodge AFSS will be moving to Dayton AFSS and Robert Wagner Columbus AFSS will be moving to Casper AFSS. I wish them well in their new locations. Representatives Jim Perkins has been selected to the ARW liaison for a one-year detail beginning in April. Paula Wisniewski is the new FacRep at Fort Dodge. With Jim leaving we are looking for another Drug and Alcohol Representative. If you are interested let Jerry or me know. EASTERN REGION ALTOONA AFSS NEWS Dave Vitko, AOO AFSS Pay Negations? September 11th proved beyond a shadow of a doubt the worth of Flight Service. Centers and Towers did very little immediately after September 11th because of the mandatory restrictions imposed on general aviation. Flight service was never busier across the country; fielding questions about the national airspace system and interpreting sometimes-vague NOTAMs concerning private and business aviation. The bureaucracy found out how much business aviation contributes to the economy by flying on a daily basis. In a related article written in a popular aviation magazine, the author explained, "that the major reason for lifting some of the restrictions on general aviation was to help the economy start moving again," although top officials will never admit it. As mentioned before, Flight Service is the front line of defense for general aviation, which makes up more of the total daily flying than air carriers, and as a result have proven their mettle once again. Even with the eleventh hour TFRs issued, such as the State of the Union TFR, the men and women of Flight Service displayed their resolve by adapting immediately to adverse situations. When will the "people" who affect the outcome of the pay negotiations take notice of the professional men and women of Flight Service and pay them accordingly? Attention AFSS Webmasters A reminder for all AFSSs webmasters; AOPA mentioned in one of their articles that in a random search on AFSSs web sites there was no mention of the face to face briefing ban still in effect. I would like to suggest to each webmaster to make a mention of this on their individual site. Preparations for OASIS The wiring installation for the OASIS consoles and layout began in mid-February. Tal Haley, Test
Development Team Member (TDT) of the Oasis Operational Testing and
Evaluation (OT&E), visited Anderson AFSS at the end of February for their
OASIS testing. GREAT LAKES REGION NEW ENGLAND REGION NORTHWEST MOUNTAIN REGION Don McLennan, Director and Darrell Mounts, Coordinator There has been a recent flurry of activity within the Northwest Mountain Region in the last month now that we have all put the Holiday season behind us. It was a wonderful holiday sea-son for all, with many wonderful memories and many generous acts of giving. Since time does not stands still though the Union is out doing the business of promoting our members best interests and advocating their issues on their behalf. So, here is a capsulized version of what has transpired in the great Northwest. SUA/ISE We have continually been requesting progress updates and information on the Special Use Airspace/Inflight Service Enhancement program but are mildly frustrated that we see no movement at all. That, of course, doesn�t mean there isn�t any, only that we don�t see it. Since Jeff Griffith supported our efforts at the Renaissance Meeting of the FSS option in St. Louis last year, I don�t know why we have not seen more forward progress. I have kept in touch with our people in DC and they are doing a great job. Particularly Scott Malon on this issue. However, the Regional Office in Seattle has not apprised us of any imminent implementation in our region under this program. This is naturally disappointing but we will continue to press them to push FAA Headquarters to move in a timely manner on this program. If anyone out there has information we don�t please feel free to contact me. Thanks. NEW FACES In this region we are hoping to welcome ten new faces into our facilities sometime within the next six months. Class dates have been identified and the list of eligible candidates have rolled back into the Regional Office; for placement. There is always a little room for movement and bargaining but we have agreed with the FAA to hire three new people into the SEA AFSS, two into the DEN AFSS, and one each into MMV AFSS, CPR AFSS, CDC AFSS and GTF AFSS. The BOI AFSS has gone out under the CPP MOU to capture a couple of willing and deserving participants that they would like to identify for moves into their facility. We have not concluded our negotiations with the Regional Office on moves into and out of this region but they remain very supportive and helpful in our efforts to improve the AFSS staffing picture. GRIEVANCES There are several pending grievances in several of our facilities. What I wanted to share with the membership in general is the tremendous amount of work that goes into successfully resolving these issues. Both the Management Team and the Union spend a great deal of time and energy in understanding and exploring solutions to these problems. I can�t acknowledge enough, the efforts of your Facility Representatives in their tireless efforts to find reasonable solutions that can be implemented to insure the grieved situation never arises again and that you as members are sufficiently safe in the crafting of the final fix. I also need to recognize the efforts of our Management counterparts in meaningfully seeking resolution that will satisfy everyone. Remember, we may not always agree with what happens at the facility level and we have the right to elevate that to the Regional Office for their consideration. There are times new in-formation is forthcoming that they were not aware of and allows for a reasonable solution for everyone involved. It also must be remembered that the Union has a right to take any issue to arbitration if we feel the Management of the FAA either doesn�t understand or is simply turning a deaf ear. However, that cuts both ways and it is incumbent on the Union, in my opinion, to only ever act on the interest of our members in what is in the best interest of everyone involved. It has been my experience when the Union wins one that "costs" the other side it is only a matter of time before we are dealing with the same issue again. To me that means we have not represented the best interests of our members who are best served when the issue is resolved once and for all. CRU-X This is going to be an interesting program development issue. As I understand it, NATCA has already put it on hold within their facilities until some of the wilder "bugs" are worked out. If you review an article in the national portion of NAATS News on the work of the "Formula Work-group" you will encounter the PBO issue. This is going to be a big issue for those of us who have ten years or more to go before retiring. This Agency is attempting to move into the twenty-first with more help from "friends" than you can shake a stick at. They have been chastised, berated and singled out by individual members of Congress for not having done something no one ever asked them to do. Having said that, you had better believe they are doing everything that is humanly possible to get on board today. That has the distinct possibility to have some negative consequences for you and me. That brings me to what one region calls "Crap-X." It is a program that if developed responsibly with the assistance of those it will affect could be a promising highlight on our horizon. However, that does not appear to me to be what is happening. Consequently, we will likely only react in a negative manner to the unfolding events we face in the next couple of years in regards to the "rewards" of this program. I remain, as always, open to being corrected on my misrepresentation. AFTERWORD This is a rap for the fist couple of pay periods in the Northwest Mountain Region. I would like to welcome our new ANM-540 Branch Manager, Mr. John Pipes from SLC and wish him all of the success that he deserves. I look forward to working with him to make us the best region in the FAA. I also want to extend my thanks to the FacReps who have spent countless hours, of their own time, to bring the membership the best possible quality of life they can have. That counts double for those members out their carrying the aegis of the Union and "protecting the box." You all have my undying gratitude; it is an honor to be serving with you. SOUTHERN REGION SOUTHWEST REGION WESTERN-PACIFIC REGION Mike Stafford, Director and Bob Stanco, Coordinator As a new Director, the past few months have been a big transition and a learning experience for me. We have a number of new Directors on the Board, and I have a number of new FacReps in our Region as well. I have been at Board meetings in the past, and in comparison, I think we have an excellent, proactive BOD that is serving the membership well. As a Union, we have huge tasks immediately ahead of us with contract and pay negotiations. As a member of our pay negotiation team, I know how strong our case for parity is, and I am confident that we will deliver a contract and pay raise that the membership will be happy to ratify. I am trying very hard to be accessible and responsive at all times to your FacReps, and assist them as much as I can. I think we have a good working relationship, and they are all working very hard to represent you. I will be making some Facility visits this month starting with RIU and RNO. Eventually, I will make it to all of your Facilities. If any of you have a problem, feel free to call me at any time. I don�t pretend to have all the answers, but I will do my best to help, and if I don�t have answer for you, I will get one. HAWTHORNE AFSS NEWS Eli L. Morrissy, HHR AFSS For the Record The correct name of the first of our two new hires is Kevin Bender. He and John Savala will be arriving back at the facility this month. Congratulations, Dad Kevin Bender also recently became a proud
papa. He was given a brief leave from the Academy to enjoy the big event.
Mother and child are both doing fine and are looking forward to Kevin�s
return. Wednesday, February 27 marked the final
day at Hawthorne for Cynthia "CJ" Johnson. The day was marked by the
traditional cake and Hawthorne AFSS caricature coffee mug followed by a less
formal going away party at Cozymel�s that evening. She will be rejoining the
crew at Millville AFSS soon. Though we�re sorry to lose a fine co-worker, we
wish CJ and her two feline companions a safe drive to their new home. We have another new person coming on board. Victor Morales, currently working at the Regional Office, will be departing for the Academy in April. Even more good news is that we have gotten authorization to pick up yet another new person in the coming months. Get Well Soon Greg Cox, who left us for Torrance Tower
about a year ago, is currently undergoing treatment for colon cancer. Our
best wishes go out to him for a speedy and complete recovery. Once again the Agency has issued a "no overtime" edict. Apparently, the new security requirements levied on the FAA by the Aviation Security Bill did not come with commensurate funding. This situation has led not only to a severely curtailed overtime budget, but also to contingency plans that include talk of shutting down Broadcast at 6 p.m. and possible closure of the facility should one of our single-person mid-watch folk call in sick. It leads one to wonder just what our Headquarters and political leaders are thinking sometimes. It appears that aviation safety must now taking a back seat to homeland security. A cynical person would ask what good would
it do us to win the ground war in Afghanistan only to let the terrorists win
here at home by letting them stampede us into decisions that could
potentially degrade the safety of the National Airspace System. Knowing
there are tired overworked controllers on the boards, one might even be
reluctant to fly this summer...
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