United States Army Signal Center and Fort Gordon
Local 2017, American Federation of Government Employees


1.  Purpose.  This Memorandum of Agreement (MOA) will establish procedures for the implementation and use of voluntary alternative work schedules (AWS), i.e., compressed & work schedules (CWS), and flexi tours, within the U. S. Army Signal Center and Fort  Gordon (USASC&FG).

2.  Applicability.  This agreement applies only to full-time, permanent civilian appropriated fund employees of the USASC&FG.  This MOA applies to bargaining unit employees.  Any previous plans negotiated concerning CWS and flex tours will not be superseded by this MOA.

3.  Definitions.

    a.  A CWS is a voluntary work schedule that enables an employee to complete the 80-hour work requirement per pay period in fewer than 10 workdays.  There are two types of CWS within the USASC&FG.

        (1)  One type of CWS is called an 8-9/1-8 schedule in which an employee’s tour of duty for a pay period is composed of eight 9-hour workdays and one 8-hour workday.

        (2)  The other type of CWS is a 4-10 in which an employee's work week consists of four10-hour workdays.

    b.  A scheduled day off  (SDO) is an additional day off duty that an employee receives as a result of working on a CWS.  While employees on conventional tours of duty have 10 workdays in each pay period, an employee on an 8-9/1-8 CWS has nine workdays and one SDO, and an employee on a 4-10 CWS has eight workdays and two SDOs.

    c.  A basic work week is one in which an employee works five 8-hour days, Monday - Friday.

    d.  A flexi tour is a provision that allows a full-time employee who works eight hours a day between the hours of 0630 and 1800, Monday through Friday, to vary the beginning and ending of their workday.

    e.  A non-workday means a day in the scheduled work week, excluding an SDO, on which the employee is not scheduled to report to work.

4.  Responsibilities.

    a.  Directors (commanders and heads of personal staff and at Dwight David Eisenhower Army Medical Center it is defined as department/division chiefs and heads of independent staff offices) will determine whether an AWS will be implemented within their organization.  If a director has implemented an AWS within his organization, he can later terminate AWS if he finds the AWS has adversely affected the operation of his directorate, for example, that it has reduced productivity, diminished the level of services furnished to the public, or increased the cost of operation within the organization

    b.  Management.

        (1)  Will ensure that an established AWS takes into consideration mission requirements, service to the public, impact on the efficiency of field activities and other military organizations, and impact to individuals, their families, and their transportation needs.  Management retains the right to maintain an adequate work force.

        (2)  May identify employees as ineligible to participate in the AWS due to the nature of their positions or due to employee violations of the AWS policy.  The reasons for the exclusion should be communicated to the affected employees.  Employee grievances concerning this issue may be filed utilizing the procedures contained in Article 35 of the Labor-Management Agreement.

        (3)  Will monitor adherence to this MOA and to established work schedules, report violations to branch/division chiefs, and initiate appropriate corrective action for abuse of this policy.

    c.  Employees abusing the policy may lose the opportunity to participate in the AWS.

    d.  Procedures.

        (1)  Establishment of AWS.

        (a)  Supervisors will explain the AWS program to the employees and describe the work schedule options available to them.

        (b)  Each employee desiring an AWS will submit a written request to their supervisor by using the sample format at Appendix A or B, as appropriate.

        (c)  The tour of duty of an employee maintaining a basic work week will not be involuntarily changed due to any other employee desiring an AWS.

        (d)  During initial implementation of AWS in an organization, tours of duty will be assigned by supervisors based on the seniority (service computation date (SCD) as shown on an employee’s Standard Form 50) of the employees voluntarily requesting an AWS.  An employee may request an AWS at any time.  If an employee requests an AWS after initial implementation, the employee will be considered as "junior" regardless of service computation date and will not be allowed to displace any employee currently working an AWS.  Based on SCD seniority, employees reassigned due to a reduction in force into an organization may request the first vacant, desired AWS.  If organizations are merged as a result of reorganization/realignment, the director of the resulting organization will determine whether to implement an AWS in the new organization.  If he decides to implement an AWS, then the AWS will he implemented in accordance with the terms of this paragraph.

        (e)  An employee may request, at any time, that the AWS for subsequent pay periods be changed by using the sample format at Appendix A or B, as appropriate.  Supervisors will consider requests for changes based upon workload and scheduling requirements.  The employee requesting the AWS change will not be allowed to displace an employee currently working an AWS.

        (f)  An employee may request a change to the AWS during the current pay period as long as the requirements for 80 hours of work in the pay period are met.

        (g)  Supervisors may change an employee's AWS for the current pay period when the change to the schedule involves the second week of the pay period and the change is directed during the first week of the pay period.

        (h)  Supervisors may change an employee’s AWS for subsequent pay periods when work requirements make the change necessary.  Employees will be given a two week advance notice, if possible.  Management will take into consideration any hardship reasons on an exception basis (e.g., nonrefundable trips have been scheduled).

        (2)  Employees may request to chance from one AWS plan to another plan based on a non-hardship reason no more frequently than once a quarter after the implementation of an AWS schedule. 

        (3)  Hours of Duty.

        (a)  Employees on the regular day shift may, with supervisory approval, begin work as early as 0630.  The workday for day shift employees will end no later than 1800.  On an exception basis, directors may approve an earlier or later shift due to the requirement to perform specific work.

        (b)  Employees may request their scheduled arrival time, lunch time, and departure time in 15-minute increments.  Employees have the option of requesting 30-minute, 45-minute or 1-hour lunch period to be scheduled between the hours of 1100 and 1300.  Lunch periods will be scheduled so as to provide continuous coverage of the work unit function between 1100 and 1300.

        (4)  Charges to Leave.

        (a)  Employees will be charged the appropriate category of leave for the period of absence.

        (b)   Employees who request and are granted either annual or sick leave for an entire workday will be charged for the number of hours they are scheduled to work on the day in question (e.g., 8, 9, or 10).

        (c)  Charges to leave without pay (LWOP) or absence without leave (AWOL) will also be based on the employee’s schedule for the day in question.

        (d)  An employee who is a member of the National Guard or Armed Forces Reserve must revert to the basic work week for the pay periods while on military leave.

        (5)  Overtime.

        (a)  Employees who are authorized and approved to perform work in excess of their AWS are entitled to overtime, if otherwise eligible, for all hours in excess of the 8, 9, or 10 hours scheduled on the day in question.  Overtime entitlements are limited to hours in excess of the 8, 9, or 10 hours scheduled.

        (b)  Employees on AWS who are authorized and approved to perform work on their scheduled day off are entitled to overtime, if otherwise eligible for all hours worked on that day.

        (c)  Methods of compensation for overtime (paid or compensatory time off) remain unchanged.

        (6)  Holidays.

        (a)  When a holiday falls on an employee's scheduled workday, the employee will not be expected to report to work and will be paid for the number of hours (8. 9, or 10) scheduled for that day.  If the employee is required to work, the employee will receive holiday pay for the number of hours (8, 9, or 10) normally scheduled for the day in question.  Overtime compensation on holidays will be in accordance with applicable regulations.

        (b)  For employees on CWS, when a holiday fails on a non-workday:

        (1)  The holiday falls on Sunday, the first regularly scheduled workday following the Sunday-holiday is the employee’s in-lieu-of holiday.

        (2)  The holiday is not a Sunday; the last regularly scheduled workday preceding the holiday is the employee’s in-lieu-of holiday.

        (7)  Temporary Duty (TDY).

        (a)  Regardless of the length of the TDY, employees on TDY will revert to the basic work week during the pay period of their TDY.

        (b)  Employees will be required to follow the work schedule used at the temporary duty work/training site.

        (8)  Details.

        (a)  Employees will be permitted to request an AWS if the organization they have been detailed, has implemented AWS procedures.

        (b)  Employees will not lose their seniority when returning to their original work site.

5.  Not later than 90 days after completion of a new collective bargaining agreement, the parties will start negotiations on a pilot program on flextime to include credit hours.  The pilot program will be established at a mutually agreed facility and will be tried for not less than six months duration.     Upon completion of the pilot program the parties will meet to explore the feasibility and possibility of negotiating flextime into this MOA.

6.  This MOA will remain in effect for at least three years or until flextime has been incorporated in to a new MOA that includes AWS.

Implementation may begin upon receipt of this MOA, but not earlier than February 19, 1995.


Signed on January 31, 1995












MEMORANDUM FOR Supervisor of Jane Doe

SUBJECT:  Compressed Work Schedule (CWS)


1.  Request approval to work the following compressed work schedule:

Day of Week:                          Mon  Tues  Wed  Thurs  Fri  TOTAL

First Week of Pay Period:          9       9        9         9       8      44

Second Week of Pay Period:      9      9         9        9    SDO    36

NOTE:  Employees should show their choice for a CWS by entering "9" eight times for eight 9- hour days, an "8" for the one 8-hour day, and "SDO" for the day off or entering "10" four times for each week of the pay period.

2.  My tour of duty will be 0730 - 1700 Monday - Thursday and 0730 - 1600 Friday.

3.  This request is for the pay period beginning 20 November 1994 and will remain in effect until further notice.

4.  I understand that by requesting a CWS my overtime entitlements are limited to hours in excess of the 8, 9, or 10 hours scheduled.

                                                                   Employee’s Signature

__X Approved _____Disapproved

                                                                      Supervisor’s Signature  










Request that I be allowed to work the following schedule beginning ________________.  This request shall remain in effect until I submit another request and/or until my supervisor informs me that I can no longer work the hours requested.  My present hours of work are _______________ hours to _______________ hours.

                                                                      Employee’s Name



                       Start           Start            End                End
Monday      _________  _________  _________  __________
Tuesday      _________  _________  _________  __________
Wednesday _________  _________  _________  __________
Thursday     _________  _________  _________  __________
Friday         _________  _________  _________  __________

__________ Schedule approved as requested
__________ Schedule changed, see below

                                                                               Supervisor’s signature


                              Start             Start             End                End
Monday           _________   _________  __________  _________
Tuesday           _________   _________  __________  _________
Wednesday      _________   _________  __________  _________
Thursday          _________   _________  __________  _________
Friday              _________   _________  __________  _________