Civilian Personnel Newsletter Welcome to the June edition of our Newsletter! The hot topics this month are Civilian Dress Code and NAF Childcare hiring. On the LN side we have information about Position Classification for Non-US Employees, Work Hour Changes and Works Council Participation and Cash Payment in lieu of Annual Leave. Inside this issue:
Also, here are some upcoming important dates:
Civilian Dress Code
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KMC Off-Limits-List
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NAF News:
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Childcare Hiring Non-US News:
JUNE 19 Jun: Father’s Day
JULY Quote of the Month 4 Jul: Independence Day
Quote of the Month “The best and most beautiful things in the world cannot be seen or even touched—they must be felt with the heart” ~ Helen Keller
Position Classification for NonUS employees
Work Hour Changes and Works Council Participation
Cash Payment in lieu of Annual Leave
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CIVILIAN DRESS CODE
POC: Employee Management Relations 478-6714 or 478-7143 Summer is fast approaching and we often get asked if there is a dress code. Dress code is covered in AFI 36-703, Chapter 4. Employees are expected to comply with reasonable dress and grooming standards based on comfort, productivity, health, safety, and type of position occupied. Due to the diversity of work functions and locations, appropriate dress standards may vary significantly. For civilian dress, employee attire will be in good repair, and should not be considered offensive, disruptive, or unsafe. Commanders or civilian equivalents may establish and publish civilian dress standards. Such standards should be consistent with the provisions listed above. Management disagreement with styles, modes of dress, and grooming currently in fashion is not an adequate criterion for making such a determination. If you have any questions specific to your work area, check with your supervisor.
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Current KMC Off-Limits List Off-limits establishments and individuals within the KMC as of 1 October 2015. Please note that for Non-US employees this is for information only! Für alle nicht-amerikanischen Mitarbeiter dient dies nur zur Information! U.S. Forces personnel are prohibited from entering establishments or conducting business with the below firms, individuals, and organizations, except as required by official business. U.S. Forces military members who violate this prohibition are subject to punishment under the Uniform Code of Military Justice. Civilians are cautioned these establishments have been declared off-limits to members of the Armed Forces because the commander has determined they threaten the health, safety, morale or welfare of service members. 1. 2. 3. 4. 5. 6. 7. 8.
Marco Banf (MBT and BTM Moving Company), Kirchdell 16, Kaiserslautern James Brown (Cleaning Business), Obergasse 20, Weilerbach Axel Burghammer (Car Sales), Im Bachgraben 11, Landstuhl Ramona Fröhlich (Day Care), Hebelstrasse 12, Katzweiler Talip Gundogan (The Green Smile), Kaemmererstrasse 69, Worms Mohammad Koohi (Arya Club), Steinstrasse 56, Kaiserslautern Martin Massa (Cleaning Business), Wormser Strasse 4 , Kaiserslautern Edgar Mayer (Autohaus Mayer and Gas Station), Kaiserstrasse 87, Bruchmühlbach 9. Angelika Picker (AP Bausysteme/Construction), Kaiserstrasse 15, Pirmasens 10. Gisela Smith and Herbert Sator (Dog Seller), Steinwendener Strasse 23a,
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NAF News Are you looking for a job in childcare? The NAF Human Resources Office on Ramstein Air Base can help you! Apply now at: www.NAFJobs.org The Nonappropriated Fund (NAF) Human Resources Office (HRO) works directly with applicants and hiring managers to recruit and retain enthusiastic and self-motivated employees. Every month, qualified NAFJobs.org applicants are invited to a hiring event specifically for childcare positions. In one day, an applicant can meet with several facility managers and be selected on -the-spot for NAF employment! Our streamlined hiring process allows selected applicants to start working in as little as two weeks. Childcare facilities that you could be a part of are: Child Development Centers (Ramstein AB, Vogelweh AB) care for children from six weeks to five years old. The hours of operation are 0600-1800, Mon-Fri.
School Age Programs (Ramstein AB, Vogelweh AB, Kapaun AS) care for children from five years to 12 years old. During the school year, hours of operation are 0600-0900 and then from 1400-1800. During the summer, they are open 0600-1800, Mon-Fri. Youth Programs (Ramstein AB, Vogelweh AB) care for children and young adults from nine years to 18 years old. During the school year, hours of operation are 1500-1800 and during the summer, hours are 0900-1500 for summer camps and then 1500-1800 for open recreation. In order to qualify for a position in childcare, applicants must have a high school diploma or equivalent, be a citizen of the United States, have certain immunizations and be able to complete the necessary paperwork and a physical examination. All childcare employees are also required to complete a specialized background check. The NAF HRO staff will help all new employees through each step of the process. To apply, please visit www.NAFJobs.org for a current listing of all available positions. New Child & Youth Program positions are posted here on the first Friday of every month. When completing your application, please include up-to-date information and be sure that all required documents are uploaded to your profile. Applicants may experience delays during the hiring process if documents are missing. We look forward to working with you and assisting you with your employment goals. For any questions you may have about the hiring process or the childcare positions, please contact our office at DSN 480-2672 or commercial 06371-47-2672. You are also welcome to stop by anytime for more information. We are located in building 2118 and are on the first floor.
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Non-US News Position Classification for Non-US employees The grade value of Non-US positions are strictly determined based on the grading criteria established in the tariff agreement for employees of the Stationing Forces in the Federal Republic of Germany, Collective Tariff Agreement (CTA II), its salary group definitions and examples, including all applicable appendixes as well as prevailing or precedence setting classification decisions and court rulings. Changes to tariff based NonUS classification (grading criteria and classification characteristics) and compensation systems can only be affected and implemented after prior negotiation and agreement between the legal parties of the CTA II, i.e. the trade unions and the Stationing Forces in Germany.
An additional and important aspect to be considered during a review/classification is observance of the so-called “Functional Code” (Air Force Specialty Code - AFSC) which pertains to and corresponds with a position authorized on the UMD. The functional code is used by the manpower office as an indicator of proper resource planning (utilization) and verification of the core functions (duties and responsibilities) described in the position description. The classification office, on the other hand, coordinates all position descriptions with the manpower office to assure positions are utilized and established as authorized in the organization’s approved Unit Manning Document (UMD).
It must also be mentioned that a position incumbent’s performance is not a grading factor as the grade level of a position is solely determined based on the value of the core duties assigned to the position. The proper avenue/tool for recognition of outstanding duty performance is the Non-US Awards Program. Questions pertaining to classification procedures and the development of position descriptions will be answered by the “Non-US Classification Section” of the Ramstein Manpower & Personnel Flight (480-4214).
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Non-US News Stelleneingruppierung für Nichtamerikanische Beschäftigte Die Wertigkeit nichtamerikanischer Positionen wird strikt nach den Eingruppierungskriterien des Tarifvertrags für die Arbeitnehmer bei den Stationierungsstreitkräften im Gebiet der Bundesrepublik Deutschland (TVAL II), dessen Gehaltsgruppendefinition en und Beispielen einschließlich aller Anhänge, sowie allgemein geltender oder Präzedenzfall setzender Eingruppierungsentscheidu ngen und Gerichtsurteile bestimmt. Änderungen des tariflichen Eingruppierungssystems (Eingruppierungskriterien und –merkmale) und der Vergütungsordnung können nur durch vorherige Einigung zwischen den Tarifparteien des TVAL II – nämlich den Gewerkschaften und den Stationierungsstreitkräften – herbeigeführt werden.
Ein zusätzlicher und wichtiger Aspekt bei der Überprüfung einer Eingruppierung ist die Beachtung des sogenannten Fachrichtungscodes (AFSC) welcher mit einer genehmigten Planstelle verbunden ist. Anhand dieses Indikators werden durch die Abteilung „Manpower“ die ordnungsgemäße Ressourcenplanung (Nutzung) und die in der Stellenbeschreibung beschriebenen Kernfunktionen (Aufgaben und Zuständigkeiten) geprüft und abgeglichen. Die Eingruppierungsabteilung wiederum koordiniert alle Stellenbeschreibungen mit der Manpower-Abteilung um eine korrekte Nutzung von Planstellen im Rahmen des genehmigten Stellenplanes sicherzustellen.
Auch muss in diesem Zusammenhang erwähnt werden, dass die Leistung eines Stelleninhabers kein Eingruppierungsfaktor ist, da die Lohn/Gehaltsgruppe einzig durch die Wertigkeit der Hauptaufgaben bzw. Kerntaetigkeiten der Position bestimmt wird. Der richtige Weg, bzw. das richtige Mittel zur Anerkennung überdurchschnittlicher ArbeitsLeistung ist dabei das Leistungsprämiensystem für nichtamerikanische Beschäftigte (Non-US Awards Program). Fragen zum Eingruppierungsverfahren und zur Erstellung von Stellenbeschreibungen beantwortet die Abteilung „Non-US Classification“ des Personalbueros in Ramstein (480-4214).
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Non-US News WORK HOUR CHANGES AND WORKS COUNCIL PARTICIPATION Have you as supervisor ever thought about changing the beginning and end of the work hours and/or the breaks of your employees due to operational reasons? Please remember that such a change has to be participated with the respective works council. This means that you cannot implement your planned changes before completion of the participation procedure with the works council.
Therefore, please contact our Employee Relation section at the earliest time possible. We help you with your plans and with the completion of the works council notification and we ensure that all legal and tariff provisions are complied with. You should also consider that the works council after receipt of the notification has ten work days to make a decision. Please allow sufficient time in your planning to ensure adequate preparation. In case of questions, please contact Employee Relations, DSN: 480-5365.
ARBEITSZEITAENDERUNGEN UND BV-BETELIGUNG Haben Sie als Vorgesetzter schon mal überlegt, aus betrieblicher Notwendigkeit Beginn und Ende und/oder die Lage der Pausen fuer Ihre Mitarbeiter zu ändern? Bitte denken Sie daran, dass eine solche Änderung mit der zuständigen Betriebsvertretung beteiligt werden muss. Das bedeutet, dass Sie erst dann die von Ihnen geplante Änderung umsetzen können, wenn das Beteiligungsverfahren mit der Betriebsvertretung abgeschlossen ist.
Zum einen sind wir Ihnen bei Ihren Überlegungen und bei der Erstellung der BV-Vorlage behilflich und stellen sicher, dass Sie alle gesetzlichen und tariflichen Vorgaben beachten. Zum anderen müssen Sie bedenken, dass die Betriebsvertretung nach Erhalt des Antrags auf Arbeitszeitänderung zehn Arbeitstage Zeit hat, hierüber zu entscheiden. Daher müssen Sie bei Ihren Planungen eine ausreichende Vorlaufzeit einkalkulieren.
Deshalb müssen Sie zum frühestmöglichen Zeitpunkt Kontakt mit unserer Abteilung Personalbetreuung (Non-US EMR) aufnehmen.
Bei Fragen wenden Sie sich bitte an die Abteilung Personalbetreuung, Tel.: 480-5365.
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Non-US News Cash Payment in lieu of Annual Leave In general, leave has to be taken as paid time off. Supervisors have to assure that even if the employment is being terminated leave can be taken before expiration of the notice period. However, if leave cannot be taken because of urgent operational requirements or for compelling personal reasons before the termination date, the remaining leave entitlement will be compensated in cash as an exception. If you have any questions in regards to this subject contact your Non-US Employee Relations Specialist at DSN: 480-5365/7153.
Urlaubsbarabgeltung Urlaub wird grundsätzlich in bezahlter Arbeitsbefreiung erteilt. Vorgesetzte sind dafür verantwortlich, dass auch für den Fall, daß ein Beschäftigungsverhältnis unter Kündigung steht, der Resturlaub bis zum Ablauf der Kündigungsfrist genommen werden kann. Liegen jedoch dringende betriebliche oder zwingende persönliche Gründe vor, warum der Urlaub nicht vor Beendigung des Beschäftigungsverhältnisses genommen werden kann, wird der Urlaub ausnahmsweise in bar abgegolten. Sollten Sie Fragen zu diesem Thema haben, wenden Sie sich bitte an Ihre(n) zuständige(n) Personalsachbearbeiter(in), 480-5365/7153.
