August-October 2010
VOL # 1 ISSUE #4
THE NAF EMPLOYEE
NEWSLETTER
Welcome to the NAF HRO Newsletter, your
JUST RELEASED:
official personnel news!
Air Force Drug Testing Program
Hot Topics Included in this issue:
One of the goals of the Air Force is to establish and maintain a drug free
workplace. Civilian employees on and off duty must refrain from illegal

Air Force Drug Testing Program
drug use. Drug use is contrary to AF policies and the efficiency of the
service. Drug abusers according to Air Force Instruction 44-107, Air

Air Force NAF Employment Website

Family Medical Leave Act for Wounded
Veterans
Force Civilian Drug Demand Reduction Program, are not suitable for
Federal employment. Starting 1 October 2010, NAF employees holding

positions identified by Air Force as drug testing designated positions will
be subject to random drug testing. Notification letters will be sent to all
the employees identified as part of this program.
Voluntary Leave Transfer for Wounded
Veterans

Reserve Differential Payment for Eligible
DOD Civilian Employees

Sunday Premium Pay

Compensatory Time off
NAF civilian drug testing is a condition of employment; employees who
refuse to furnish a urine specimen as directed by AFI 44-107 or are found
to have used an illicit drug may be subject to disciplinary action up to and
including removal from Federal Service.

Do you know that you can change your invested fund contribution(s) to your 401(K) by logging on to
www.wellsfargo.com/401k or by contacting Wells Fargo participant account services at 1-866-665-1282.
EMPLOYMENT
NEWS
.
AF NAF Recruitment Web Site!
HRO hours of operation: Mon-Fri 7:30am-4:30pm. Walk-ins
9:00am-2:00pm. Office closed on weekends and holidays
The NAF HRO will no longer be accepting
applications for NAF employment. Individuals
applying for NAF positions will need to submit their
applications through the new AF NAF web site
WWW.NAFJOBS.ORG. Applicants will only be able
to apply for those positions advertised for recruitment
on the website.
Family Medical Leave Act and Voluntary
Leave Transfer for Wounded Veterans
For “my pay” password changes and resets, please contact
the HRO staff at 556-4818, 556-4525, or 556-7074.
The Department of Labor expanded the current
Family Medical Leave Act (FMLA) and Voluntary
Leave Transfer programs to include wounded veterans
both in regular and flexible positions. The national
Defense Authorization Act (NDAA) amended FMLA
to permit a “spouse, son, daughter, parent, or next to
kin” to take family leave to care for a covered member
of the Armed Forces. Employees are now entitled to
26 administrative workweeks of FMLA leave during a
single 12-month period to care for certain family
members who are veterans and who are undergoing
medical treatment, recuperation, or therapy for a
serious injury or illness. The veteran must have been a
member of the Armed Forces (including the National
Guard or Reserves) during the 5 years preceding the
medical treatment, recuperation, and therapy.
The Voluntary Leave Transfer Program (VLTP)
was also expanded to allow certain wounded veterans
to request and use donated leave without having to
exhaust their own paid leave if they are subject to a
serious injury or illness and need time off from their
employment to undergo medical treatment,
recuperation, or therapy.
Current NAF employees applying for other NAF positions within the Squadron must complete an AF 2550 in order to be considered for
the other vacancies. The AF 2550 must be thoroughly completed with all the signatures and work/education experience necessary for
qualifying for the new job; applications must be completed by using the AF NAF recruitment website www.NAFJOBS.ORG.
August-October 2010
VOL # 1 ISSUE #4
EMPLOYEES CORNER
PAY ATTENTION:
Employee Frequently Asked Questions
QUESTION: If you are currently employed with the federal
government, regardless if APF or NAF, can you still exercise
Veteran’s preference when applying for open vacancies?
ANSWER: Per AFMAN 34-310, paragraph 3.3 veterans receive
employment preference “at the time of hire.” This means initial
employment. The veterans’ preference laws do not guarantee the
veteran a job, nor do they give veterans preference in internal
agency actions such as promotion, transfer, reassignment, and/or
reinstatement.
Always check your LES statements! Report any
inaccuracies to your benefits deductions and leave
accrual to the HRO immediately.
QUESTION: Are flexible employees eligible for consideration
under the DOD/OPM Interchange Agreement (Portability).
ANSWER: In accordance with AFMAN 34-310, paragraph
3.19.1., to be eligible for movement under this agreement,
employees must be currently serving under a NAFI appointment
or have been involuntarily separated from such employment
without personal cause within the preceding year. NAFI
employees must be or have been serving in continuing NAFI
positions under appointments without time limits. In addition,
NAFI employees must have served continuously for at least 1
year in NAFI positions before they may be appointed to positions
in the competitive civil service under the authority of this
agreement.
New Information on Sunday Premium Pay:
Fathauer v. United States decision gives NAF Regular and
Flexible Craft and Trades employees (NA, NL. NS) Sunday
premium pay for hours worked on Sundays. The employee does
not have to work 8 hours on a Sunday in order to receive Sunday
Premium Pay. Eight hours is the limitation upon the number of
hours for which premium pay may be paid, not a minimum
number of required hours. If you were a flexible Craft and
Trades employee scheduled to work on Sundays in 2009 you are
entitled to receive payment for Sunday work performed with
NAF. Management is currently identifying those individuals
entitled to Sunday premium back pay. Payment of Sunday
premium pay for all eligible employees begins effective as of 26
May 2009.
If you are enrolled in the 401(K), the NAF Retirement, or
the Health and Life Insurance plans you are responsible
for checking your LES statement every pay period for any
inaccuracies related to your Plan(s) contributions.
Always check your personnel actions (AF Form 2545), pay strict attention to several items such as you social security number, date of
birth, position title, grade, step, and rate of pay. Even though the AF Form 2545 passes through many eyes including the HRO, payroll, and
your supervisor, errors may occur. If you find an error, please contact the HRO immediately at 556-4818.
DID YOU KNOW…….that is illegal for the Federal government to discriminate against
its employees? As a federal employee, you are entitled to work in an environment free
from discrimination. Title VII of the Civil Rights Act, prohibits discrimination in
employment base on race, national origin, religion, color, gender, age, handicapping
condition, marital status, or political affiliation.
August-October 2010
VOL #1 ISSUE #4
This is a quarterly
publication brought to
you by the NAF Human
Resources Office
Please Contact us at:
RESERVE DIFFERENTIAL PAYMENT
Under 5 U.S.C 5538, civilian employees who are members of the
Reserve or National Guard called or ordered to active duty under
21 FSS/FSMH
135 Dover Street, Suite 1116
certain specified provisions of law, qualify to receive reservist
Peterson AFB, CO 80914-1155
differential payment. Employees who earned less military pay and
Tel: (719) 556-4818
allowances than they would have received in their civilian position are
DSN: 834-4818
determined to be entitled to a reservist differential payment.
FAX: (719) 556-4880
For current job openings
within21FSS, Thule Greenland, and
Clear, Alaska go to
WWW.NAFJOBS.ORG