NAF Employee Handbook

374th FORCE SUPPORT SQUADRON
NAF-HR OFFICE
NAF PERSONNEL EMPLOYEE
HANDBOOK
NAME:
_______ ACTIVITY:
________________
JOB TITLE: __________________________________
CATEGORY OF EMPLOYMENT:
PAY PLAN- SERIES-GRADE:
YO K O TA A B , JA PA N
Version: June 2012
NAF HUMAN RESOURCES OFFICE
- NAF-HRNONAPPROPRIATED FUNDS EMPLOYEE GUIDE
This handbook highlights many of our current policies and procedures. This handbook is not meant to cover
every situation, but rather is intended to provide you with some insight about NAF employment. This
handbook provides general information about varies employment issues such as employment categories,
compensation and benefits, awards, group insurance programs, and 401(k) and NAF Retirement savings plans.
Supplementary information may also be available on the 374th Force Support public web site at
www.yokotasupport.com. The Human Resources Office (NAF-HR) is always available to answer any
questions that you may have.
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Table of Contents
Reference
Page
USFJ COMMANDER’S INTENT ................................................................................................................................. - 1 YOKOTA AB UNITS ...................................................................................................................................................... - 1 MISSIONS AND VISIONS ............................................................................................................................................. - 3 SECTION B – NAF-HR OFFICE .................................................................................................................................. - 6 SECTION C – EMPLOYMENT ELIGIBILITY .......................................................................................................... - 6 SECTION D – EQUAL EMPLOYMENT OPPORTUNITY (EEO) ........................................................................... - 6 SECTION E – DUAL COMPENSATION..................................................................................................................... - 6 SECTION F – OFF DUTY MILITARY (ODM) PERSONNEL ................................................................................. - 7 SECTION G – TYPES OF EMPLOYMENT CATEGORIES .................................................................................... - 7 1.
2.
REGULAR EMPLOYMENT CATEGORIES .................................................................................................................... - 7 FLEXIBLE APPOINTMENT CATEGORIES .................................................................................................................... - 7 -
SECTION H – PRE-EMPLOYMENT BACKGROUND CHECKS ........................................................................... - 7 SECTION I – OPERATING A VEHICLE.................................................................................................................... - 8 SECTION J – POSITION CLASSIFICATION AND PAY ......................................................................................... - 8 1.
2.
3.
CRAFTS AND TRADES (CT) - .................................................................................................................................... - 8 PAY BAND (NF) - .................................................................................................................................................... - 9 CHILD CARE (CY) – ................................................................................................................................................ - 9 -
SECTION K -- PROBATIONARY PERIODS ............................................................................................................. - 9 SECTION L – HOURS OF WORK ............................................................................................................................... - 9 1.
2.
WORK SCHEDULES .................................................................................................................................................. - 9 MEAL PERIODS ...................................................................................................................................................... - 10 -
SECTION M – PAYDAYS AND PAYCHECKS ........................................................................................................ - 10 SECTION N – LEAVE PROGRAMS .......................................................................................................................... - 10 1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
11.
12.
13.
ANNUAL LEAVE..................................................................................................................................................... - 10 SICK LEAVE ........................................................................................................................................................... - 11 FAMILY FRIENDLY LEAVE ACT (FFLA) ................................................................................................................ - 11 LEAVE WITHOUT PAY (LWOP) (ALL EMPLOYEES)................................................................................................ - 12 LEAVE WITHOUT PAY (LWOP) (EMPLOYEES WHO MOVE WITH HEAD OF HOUSEHOLD {HOH}) .......................... - 12 FAMILY AND MEDICAL LEAVE ACT (FMLA) ........................................................................................................ - 12 ABSENCE WITHOUT LEAVE (AWOL) .................................................................................................................... - 13 LEAVE FOR PATERNITY/MATERNITY REASONS ..................................................................................................... - 13 MILITARY LEAVE/FURLOUGH ............................................................................................................................... - 13 ADMINISTRATIVE LEAVE ................................................................................................................................... - 14 FORCED LEAVE.................................................................................................................................................. - 14 EXCUSED ABSENCE FOR EMPLOYEES RETURNING FROM ACTIVE DUTY ............................................................ - 14 OTHER LEAVE ................................................................................................................................................... - 14 -
SECTION O – PAY ADMINISTRATION .................................................................................................................. - 14 1.
2.
3.
4.
OVERTIME ............................................................................................................................................................. - 14 COMPENSATORY TIME OFF ........................................................................................................................... - 15 COMPENSATORY TIME FOR TRAVEL: ......................................................................................................... - 15 HOLIDAY PAY ................................................................................................................................................... - 16 iii
5.
6.
SUNDAY PREMIUM PAY (SPP)........................................................................................................................ - 16 DIFFERENTIAL PAY ......................................................................................................................................... - 17 a. SHIFT DIFFERENTIAL ................................................................................................................................- 17 b. PAY DIFFERENTIAL ....................................................................................................................................- 17 7. CALL-BACK TIME ............................................................................................................................................. - 17 8. CALL-IN DUTY TIME ........................................................................................................................................ - 17 9. MISSION-ESSENTIAL ....................................................................................................................................... - 17 10.
POST ALLOWANCE:...................................................................................................................................... - 17 11.
POST DIFFERENTIAL: ................................................................................................................................... - 18 12.
TIPS: ................................................................................................................................................................. - 18 SECTION P – POSITION CHANGES ........................................................................................................................ - 18 1.
2.
3.
4.
5.
6.
REASSIGNMENTS ............................................................................................................................................. - 18 DETAILS .............................................................................................................................................................. - 19 PROMOTIONS .................................................................................................................................................... - 19 CHANGE IN EMPLOYMENT CATEGORY: ..................................................................................................... - 19 DOD EMPLOYEE BENEFIT PORTABILITY PROGRAM: .............................................................................. - 19 DOD OPM INTERCHANGE AGREEMENT: ..................................................................................................... - 19 -
SECTION Q – GROUP LIFE AND ACCIDENTAL DEATH AND DISMEMBERMENT PLAN ....................... - 19 SECTION T – USAF NAF 401(K) SAVINGS PLAN ................................................................................................. - 21 SECTION U – WORKERS’ COMPENSATION PROGRAM.................................................................................. - 21 SECTION V - UNEMPLOYMENT INSURANCE .................................................................................................... - 22 SECTION W – COMMUNICATION/APPEALS AND GRIEVANCES ................................................................. - 22 SECTION X – WHISTLEBLOWER PROTECTION ............................................................................................... - 24 SECTION Y – PERFORMANCE EVALUATION .................................................................................................... - 24 1.
2.
ANNUAL PERFORMANCE EVALUATION ..................................................................................................... - 24 MID CYCLE PERFORMANCE FEEDBACK ..................................................................................................... - 24 -
SECTION Z – INCENTIVE AWARDS PROGRAM ................................................................................................. - 24 1.
2.
3.
4.
5.
6.
PERFORMANCE AWARDS ............................................................................................................................... - 24 SPECIAL ACT OR SERVICE AWARDS ............................................................................................................ - 24 ON THE SPOT CASH AWARD .......................................................................................................................... - 25 TIME-OFF AWARD ............................................................................................................................................ - 25 EMPLOYEE QUARTERLY AND ANNUAL AWARD RECOGNITION.......................................................... - 25 ACTIVITY SPECIFIC AWARDS PROGRAMS: ................................................................................................ - 25 -
SECTION AA – MAINTAINING DISCIPLINE ........................................................................................................ - 25 SECTION BB – BUSINESS BASED ACTIONS (BBA) ............................................................................................. - 25 1.
RETIREMENT.......................................................................................................................................................... - 25 -
SECTION DD – SUGGESTION PROGRAM ............................................................................................................ - 26 SECTION EE -- EMPLOYEE DEVELOPMENT/TRAINING ................................................................................ - 26 SECTION FF -- MISCELLANEOUS .......................................................................................................................... - 27 1.
2.
3.
4.
5.
6.
8.
9.
10.
11.
12.
MYMONEY: ........................................................................................................................................................... - 27 MY BIZ: ................................................................................................................................................................. - 27 CHANGES IN ADDRESS, CONTACT NUMBERS OR IN DIRECT DEPOSIT ................................................. - 27 PUNCTUALITY .................................................................................................................................................. - 27 FETAL PROTECTION PROGRAM .................................................................................................................... - 27 EXCUSED ABSENCE FOR PHYSICAL FITNESS ACTIVITIES ..................................................................... - 27 PERSONNEL RECORDS .................................................................................................................................... - 28 SUPERVISOR’S EMPLOYEE WORK FOLDER: .............................................................................................. - 28 DRESS AND APPEARANCE .......................................................................................................................... - 28 CHANGE IN DEPENDENT STATUS OR RETIREMENT FROM ACTIVE DUTY ..................................... - 28 BULLETIN BOARDS ...................................................................................................................................... - 28 iv
13.
14.
15.
16.
17.
18.
19.
20.
21.
22.
23.
24.
25.
CHAIN OF COMMAND .................................................................................................................................. - 28 RESPECT FOR THE FLAG ............................................................................................................................. - 29 EXECUTIVE ORDER 12953 ........................................................................................................................... - 29 POLITICAL ACTIVITIES ............................................................................................................................... - 29 STRIKES AGAINST THE GOVERNMENT ................................................................................................... - 29 VIOLENCE IN THE WORKPLACE ............................................................................................................... - 29 PUBLIC RELATIONS ..................................................................................................................................... - 29 ALCOHOL AND DRUG ABUSE .................................................................................................................... - 29 AIR FORCE CIVILIAN DRUG DEMAND REDUCTION PROGRAM ......................................................... - 30 COMPUTERS, ELECTRONIC MAIL, INTERNET AND VOICE MAIL USAGE......................................... - 30 CONFIDENTIALITY....................................................................................................................................... - 30 NURSING MOTHERS IN THE FEDERAL EMPLOYMENT ........................................................................ - 30 GOVERNMENT ISSUED CREDIT CARDS ................................................................................................... - 30 -
DRAM SHOP THEORY ............................................................................................................................................... - 31 ENERGY CONSERVATION ....................................................................................................................................... - 31 ANTI-ROBBERY PROCEDURES .............................................................................................................................. - 31 FIRE PROTECTION .................................................................................................................................................... - 33 GROUND SAFETY ....................................................................................................................................................... - 33 BOMB THREAT PROCEDURES ............................................................................................................................... - 34 STANDARDS OF CONDUCT ..................................................................................................................................... - 34 PRINCIPLES OF ETHICAL CONDUCT
(5 CFR 2635) ............................................................................ - 35 -
374 AW/CC BASE POLICIES ..................................................................................................................................... - 36 CODE OF ETHICS FOR GOVERNMENT EMPLOYEES...................................................................................... - 36 ACTIVITIES AT YOKOTA AB .................................................................................................................................. - 37 374 FSS DIRECTORY .................................................................................................................................................. - 37 374TH FSS ORGANIZATIONAL CHART ................................................................................................................ - 39 YOUR RIGHTS UNDER FMLA POSTER ..................................................................................................................... 41
YOUR RIGHTS UNDER FMLA POSTER (NAF).......................................................................................................... 42
NOTICE TO ALL CURRENT AND PROSPECTIVE AIR FORCE NAF EMPLOYEES REGARDING CHILD
SUPPORT............................................................................................................................................................................ 43
CHANGES IN EMPLOYMENT PROCEDURES .......................................................................................................... 44
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USFJ Commander’s Intent
In support of U.S. Pacific Command and the U.S.-Japan Security Alliance, United States Forces, Japan works with the
Government of Japan and our Self-Defense Force counterparts to promote regional stability and deter aggression. Should
deterrence fail, USFJ conducts and supports combat operations to defend Japan. The key to accomplishing these vital missions is
to focus on three primary areas: Taking Care of Our People, Strengthening our Joint and Bilateral Defense Capabilities, and
Building Better Relations with our Japanese counterparts and neighbors.
Taking Care of Our People: People are our most important resource. We must create a command environment that encourages
every team member to reach his or her full potential. We will strive to select only the best people for assignments to Japan and to
make this a premier assignment. Our professional military force must be physically fit, properly trained, and effectively supported
by a customer service and support structure that is second to none. Ensuring safety is a 24/7/365 mission. And our family
members must know that we understand and value their many contributions to the success of our efforts.
Strengthening Our Joint and Bilateral Defense Capabilities: The U.S. and Japan are transforming our security alliance to be
prepared to respond to any new threats or diverse contingencies that may arise, from natural disasters to aggression. We will
execute the direction outlined in the historic U.S.-Japan agreements known as the "Common Strategic Objectives" and
"Transformation and Realignment for the Future." As we work closely with our Japanese counterparts, we will strengthen the
entire spectrum of our bilateral cooperation in areas such as air and ballistic missile defense, counter-terrorism, maritime security
operations, search and rescue, ISR, humanitarian relief, and mutual logistics support activities among many critical tasks.
Progress will be driven by close cooperation, enhancing information and intelligence sharing, expanding bilateral training and
educational opportunities, and improving military interoperability at all levels. Through our efforts, we will foster increased JSDF
officer and enlisted corps capacity and capabilities. We must ensure the modernization and reliability of our command and control
networks to effectively prepare and employ the military forces and capabilities of both nations.
Building Better Relations: The U.S.-Japan alliance is built on the power of personal and professional relationships. The
foundation is the individual relationships each one of us as Soldiers, Sailors, Airmen, Marines, Coast Guardsmen, and civilians
build with our Japanese counterparts. Indeed, one of the greatest benefits of a U.S. military assignment to Japan is the opportunity
to live and work together with our Japanese partners, and learn more about this fascinating culture and society. Through
commitment to the code of conduct of Unwavering Professionalism, our people will be role models for our nation, as well as
caring and responsible citizens in Japan. We will work hard to recognize and realize the benefits of our presence in Japan. We
will work closely with the Japanese mayors in the communities near our bases to overcome potential areas of concern. We will
insist on engagement, collaboration, and cooperation with our Japanese partners and friends - the continuing basis for our nation's
most important and successful bilateral security alliance.
YOKOTA AB Units
The 374th Airlift Wing includes four groups: operations, mission support, maintenance and medical. Each group manages a
various number of squadrons in order to carry out the wing's mission.
Yokota Air Base is also home to U.S. Forces Japan, a joint service headquarters coordinating matters affecting U.S. and Japanese
defense relations, and Fifth Air Force, whose mission is to enhance the U.S. deterrent posture and, if necessary, provide tactical
fighter and military airlift support for offensive air operations.
374th AIRLIFT WING
The 374th Airlift Wing, located at Yokota Air Base, Japan, was reorganized April 1, 1992. The 374th AW maintains the
primary Western Pacific airlift hub for peacetime and contingency operations.
Mission
The 374th Airlift Wing is responsible to the 5th Air Force commander for C-130H, UH-1N and C-12J operations including
tactical air-land, airdrop, aeromedical and distinguished visitor airlift. As the primary Western Pacific airlift hub for peacetime
and contingency operations, the wing provides airlift for the movement of passengers, cargo and mail to all Department of
Defense agencies in the Pacific area of responsibility and provides transport for people and equipment throughout the Kanto Plain
and the Tokyo metropolitan area. During peacetime, the 374th Airlift Wing maintains a constant state of readiness by
participating in joint training exercises.
Personnel and resources
The wing is composed of four groups, including 17 squadrons. More than 3,500 military members, and U.S. and Japan civilian
employees make up the 374th Airlift Wing work force, which supports 32 tenant units and a base populace of 11,500. The wing
includes the 36th Airlift Squadron, which flies the C-130H Hercules, and the 459th Airlift Squadron, which flies UH-1N
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helicopters and the C-12J Huron. In total, the wing has more than 20 aircraft.
Organizational structure
The wing's forces are organized under four groups: 374th Operations Group, 374th Maintenance Group, 374th Mission Support
Group and the 374th Medical Group. These four groups are supported by 10 wing staff agencies that report directly to the wing
commander.
History
The 374th Airlift Wing resulted from a restructuring of Air Force units at Yokota Air Base in 1992. The former host unit of
Yokota Air Base, the 475th Air Base Wing, and its subordinate units were inactivated and the 374th Tactical Airlift Wing was
redesignated as the 374th Airlift Wing and transferred from the Air Mobility Command to Pacific Air Forces on April 1, 1992.
The 374th was established as 374th Troop Carrier Wing, Heavy, on Aug. 10, 1948 and activated on Aug. 17, 1948. The 374th
operated at Harmon Field, Guam, from August 1948 through March 1949, and provided troop carrier operations in the Pacific and
Far East. The wing moved to Japan in March 1949, assuming control of Tachikawa Army Airfield, which later became known as
Tachikawa Air Base, until Jan. 1, 1956.
The unit performed routine transport operations until the outbreak of war in Korea in June 1950. The first of several groups of
repatriated prisoners were transported by the 374th from Korea to Japan in April 1953 during Operation Little Switch, and
subsequently transported United Nations prisoners of war during Operation Big Switch from North Korea. On July 1, 1957 the
374th was inactivated. It was later redesignated the 374th Troop Carrier Wing and activated in June 1966. In August 1966, the
374th began operation at Naha Air Base, Okinawa. The 374th was redesignated the 374th Tactical Airlift Wing on Aug. 1, 1967.
In May 1971, the wing replaced the 314th Tactical Airlift Wing at Ching Chaun Kang Air Base, Taiwan. The wing provided
support in March 1973 for Operation Homecoming, the repatriation of American prisoners from Hanoi, North Vietnam. The
374th moved to Clark Air Base, Philippines, in November 1973.
Aircraft from the unit took part in Operation Baby Lift (evacuation of Vietnam orphans) and Operation New Life (evacuation of
Vietnamese refugees) in April 1975. The 374th moved to Yokota in October 1989.
The 374th controlled aerial port facilities in South Korea until November 1983 then later in the Philippines and Japan. In 1980,
the unit began supporting U.S. Navy elements in the Indian Ocean area of responsibility and deployed C-130s, associated
aircrews and support personnel for operations in Southwest Asia from Dec. 30, 1990, to July 6, 1991.
Air cargo and aeromedical airlift support was provided for the evacuation of Clark AB, Philippines, after the eruption of Mount
Pinatubo, from June 8 to July 1, 1991. In April 1992 control of the 374th returned to Pacific Air Forces command when the 374th
was redesignated the 374th Airlift Wing at Yokota Air Base. In 1996, the 374th deployed portions of the Air Transportable
Hospital to Andersen AFB, Guam to assist in Operation Pacific Haven migrant operations in assistance of more than 2,000
Kurdish foreign nationals.
After an earthquake triggered tsunami struck 11 Southeast Asian nations on Dec. 26, 2004, killing upwards of 125,000 people, the
374th Airlift Wing deployed to Utapao Air Base, Thailand, from Dec. 28, 2004, to Jan. 26, 2005 as part of Operation Unified
Assistance. Operating from Utapao, the unit's C-130s distributed humanitarian supplies to the people and nations of the devastated
region. (Current as of January 2010)
374th MISSION SUPPORT GROUP
Responsible to the 374th Airlift Wing commander for command, control and direction of support activities to 374th Airlift Wing
and 32 tenant units to include Headquarters U.S. Forces Japan and 5th Air Force on Yokota Air Base. Provides security,
communications and computer systems, information management, facilities and repair, logistics, contracting, people programs
and quality of life for 11,000 military and civilians and over $2 billion in assets.
374TH FORCE SUPPORT SQUADRON
Provides human resource and quality-of-life guidance, facilities and programs for 11,000 military, civilian and family members
assigned to 5th Air Force, 374th Airlift Wing and 32 tenant organizations. Responsible for noncombatant evacuation operations,
personnel deployment and accountability. Provides membership clubs, child development and youth programs, food service,
lodging, library and training, sports and fitness, recreation and leisure activities, comprehensive readiness program, marketing and
publicity, linen exchange and mortuary operations for the installation. Implements programs in military and civilian personnel,
base training and education services, family support and Airman Leadership School flights.
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MISSIONS AND VISIONS
374th Airlift Wing
Mission: Provide expeditionary forces ready to employ anywhere in the world and maintain the airlift and
operational hub for U.S. forces in the Western Pacific.
Vision: As the sole Airlift Wing n the Western Pacific, the 374th Airlift Wing will be the most professional
combat wing in PACAF, known for excellence in both operational readiness and infrastructure. We will
exemplify professionalism throughout Japan and while deployed in support of US objectives. We will support
Team Yokota and ensure all members of Yokota Air Base are well cared for.
Priorities: 1. Focus on the military mission of the Wing and the Base. 2. To “develop and care for Airman and
their Families”. 3. Strengthen our relationship with our neighbors in Japan and partners in the PACOM
AOR
374th Mission Support Group Mission
Provide the highest standards of agile combat support (ACS) to WESTPAC by maintaining combat platforms
while creating, sustaining, and protecting combat capability as we execute our missions, care for our people,
families and our personal readiness for worldwide engagement.
374th Force Support Squadron
Mission: Enhance readiness and productivity by promoting Airman and family care, personnel support and
training, recreation and fitness, and quality of life for the Yokota Community.
Vision: Providing unequaled programs and services.
CODE OF ETHICS
Air Force personnel, on or off duty, are expected to conduct themselves in a lawful manner. Behaving in a
lawful manner means to observe regulations governing conduct, and to refrain from private activities which
would place them in a position where there is a conflict, or an appearance of conflict, between public interest of
the United States and their private interests. A list of prohibitions may be reviewed at the NAF-HR.
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INTRODUCTION1
The Air Force Services team provides mission sustaining combat support and community service to Airmen and their families
every day at deployed and home station locations. Our contribution to the Air Force mission is evident in our involvement in
worldwide deployments. We are there feeding troops, managing tent cities, operating field exchanges, attending to fallen
comrades, and providing fitness activities and off-duty sports programs. Air Force Services delivers a unique capability anywhere
in support of Global Reach and Global Power.
Mission: Air Force Services Agency (AFSVA) supports the bases, major commands and Air Staff by providing technical
assistance, fielding new initiatives, developing procedures and managing selected central support functions to ensure successful
Services programs. The agency's responsibilities include developing and disseminating procedures to implement policy, preparing
responses to high-level inquiries, providing technical assistance to the field, and developing new programs that support major
command and installation activities. The agency manages Air Force central nonappropriated funds (NAFs) and operates central
systems for field support such as banking, investments, purchasing, data flow, insurance benefits programs, and the personnel
system for NAF employees.
The AFSVA, with headquarters in San Antonio, TX is a field operating agency of Headquarters U.S. Air Force Services,
Washington, D.C. It was formed Oct. 1, 1992 during the reorganization of Morale, Welfare and Recreation and Services
functions.
History: The Morale, Welfare, and Recreation (MWR) Program has been
recognized as essential for creating and maintaining the morale of military
personnel. Services programs have long provided essential food, fitness, lodging,
recreation and services for military members.
MWR programs were first introduced during the Revolutionary War. With the
establishment of a huge "citizen" army during World War I, the United Service Organizations (Inc.) was founded along with
programs like library services, troop canteens, and sports programs. In 1920, the Army Motion Picture Service was set up and was
soon to be followed by the founding of service clubs later during World War II.
Services programs also began during the Revolutionary War, with billeting and food facilities serving as fundamental necessities
for military troops. Services' roots sprang from the supply and civil engineering career fields and Services branched off as its own
entity in 1991.
MWR and Services merged Air Force wide in 1992. On Jan. 1, 1994, the Air Force Morale, Welfare,
Recreation, and Services Agency was renamed Air Force Services Agency, reflecting what the agency's
programs are all about -- service.
Supporting Worldwide Operations: 277 APF Food Service Operations; 88 Lodging Operations; 130 Tops
in Blue Shows; 77 Community Centers; 84 Youth Centers; 250 Child Development Centers and School-Age
Programs; 1,800 Family Child Care Homes; 153 Fitness Operations; 64 Arts and Crafts Centers; 68 Auto
Hobby Centers; 94 Libraries; 91 Clubs; 86 Bowling Centers; 65 Golf Operations; 95 Outdoor Recreation Operations; 77 Info,
Ticket & Travel Programs; 50 Leisure Travel Operations; 40 Recreational Shooting Operations; World Class Athlete Program.
Air Force Services Agency website (2012)
Page - 4 -
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WELCOME TO YOKOTA AB and the 374th FORCE SUPPORT SQUADRON
We would like to take this opportunity to welcome you to the 374th Force Support Squadron (FSS). We are happy to have you as
part of the FSS here at Yokota AB, Japan. The NAF-HR staff is happy to assist you in all your personnel related concerns. This
handbook has been prepared to help answer some of your questions. It is not intended to be all-inclusive nor to be designed to be
regulatory in nature. AFMAN 34-310, Non-appropriated Fund Personnel Program Management and Administration
Procedures, contains specific guidance and technical procedures for managing and administering employees of non-appropriated
fund instrumentalities (NAFI). Your supervisor can further explain the conditions of your employment. Feel free to ask your
supervisor about anything you do not understand. The NAF-HR is also available to provide assistance.
Non-Appropriated Fund Employment. What is NAF?
A NAF activity is an instrumentality of the United States Government. Most NAFI’s are involved in providing Morale, Welfare,
and Recreational (MWR) activities for uniformed military personnel, civilian employees, military retirees, and their families. The
NAF organizations contribute to the financial support of various MWR programs. NAF positions are funded directly by the
employing activity, which is self-supporting as a result of charging fees for services they provide.
OUR ROLE
.... Congratulations on your selection for NAF employment. We are confident that your employment will prove to be beneficial
to you, the 374th Force Support Squadron, Yokota AB and the entire US Air Force. We look forward to having you join us. We
carefully select our employee through written applications, personal interview and reference checks. After all appropriate
information was considered and evaluated; you were selected to become a member of our team!
The purpose of the Air Force NAF-HR office is to administer the NAF Personnel Program by providing an efficient and
effective management of NAF personnel while assuring their fair and equitable treatment. We are located in building 316, room
217 and our address is 374 FSS/FSMH, Unit 5119, APO AP 96328-5119. Our contact information is 374fss.hro@yokota.af.mil,
on base telephone number is DSN 225-3920; and commercial from off-base is 042-552-2510, ext 5-3920. Our fax numbers are
DSN 225-9529; and commercial from off-base is 042-552-2510, ext 5-9529.
We advise and help management meet personnel needs and solve personnel problems. In addition, we make sure programs
and actions comply fully with the spirit and intent of laws, regulations, and policies. All actions will be based on merit, without
regard to grade, race, color, religion, gender, marital status, sexual orientation, national origin, physical handicap, age, or political
affiliation.
You are under the responsible of your immediate supervisor. If you are unhappy at work
for whatever reason, discuss it with your supervisor. Two-way communication is the key to
solving problems, having an effective workforce, and reaching mutual goals. If you need
information on a particular problem, you should first discuss the matter with your supervisor.
If your supervisor is unable to answer your question, you should request an appointment
with the appropriate personnel in the NAF-HR. We have an open door policy and we are
always available to provide you with information. We look forward to working with you
and hope that you find your new job pleasant, challenging, interesting, and a rewarding
experience. We are here for you!
From the staff of the NAF-HR Office!
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SECTION A – YOUR EMPLOYMENT
WELCOME! You are employed as a non-appropriated fund (NAF) civilian
employee by the United States Air Force and paid from non-appropriated funds.
NAF employees are federal employees of the Department of Defense. Unlike
their civil service counterparts, who are paid from funds appropriated by Congress,
NAF employees’ salaries are paid for from the monies generated by the Force
Support activities on the base (Clubs, Golf Course, Bowling Center, etc). FSS is a
squadron under the 374th Mission Support Group, 374th Air Wing (PACAF).
SECTION B – NAF-HR OFFICE
The NAF-HR is the operating office designated to administer the NAF personnel system. Our mailing address
is: 374 FSS/FSMH, Bldg 316, Unit 5119, APO AP 96328-5119. We are open for business from 0730-1500,
Monday through Friday. From 1500-1630, we are open for appointments only. The NAF-HR office is closed on
all observed federal holidays. In addition, our job information is available on our web page at
www.YokotaSupport.com and www.NAFJobs.org or our Employment Hotline 225-5050. Feel free to call us at
(DSN) 225-3920 or commercial from off-base 042-552-2510, ext 5-3920 if you have any questions or concerns.
SECTION C – EMPLOYMENT ELIGIBILITY
Applicants who are selected and appointed to a position must be able to attain and maintain eligibility status for
employment as a member of the Civilian component under the United States and Japan Status of Force
Agreement (US-Japan SOFA). Status is applied to the position and not the person and therefore is not
automatically transferred to another position. Employment will be terminated
within 60 days following the date an employee ceases to be a dependent or
following the sponsor’s transfer from the commuting area or separation from
service.
SECTION D – EQUAL EMPLOYMENT OPPORTUNITY (EEO)
We are dedicated to the full implementation of Federal laws mandating
equality of opportunity for NAF employees. Personnel actions are based on
the principles of merit and qualifications. Any employee, previous employee
or applicant who feels that there was discrimination involved in any personnel
action because of race, color, sex, religion, age, sexual orientation, marital
status, national origin, disability or reprisal for participating in EEO activity
may file a complaint of discrimination. Personally demeaning conduct such as slurs, unwelcome sexual
overtures, or other harassment based on the above areas will not be tolerated. Complaints may be filed without
fear of reprisal. If you feel you have been discriminated against, you may file your complaint directly with the
Equal Opportunity office. The complaint must be filed within 45 calendar days from the date of the matter
alleged to be discriminatory or in the case of a personnel action, within 45 days of the effective date of the
action. Equal Opportunity posters are posted on the employee bulletin board at all facilities.
SECTION E – DUAL COMPENSATION
A civilian employee (Civil Service, NAF, or AAFES) may not receive basic compensation from more than one
civilian office or position of the government for more than 40 hours in any one calendar week (Sunday through
Saturday). If you are other than a ―regular‖ employee, you may work in other jobs (in other NAFIs) as long as
the total hours worked in all jobs do not exceed 40 hours per week. This restriction applies to all jobs within the
United States government, including appropriated fund (civil service) and Base Exchange (AAFES) jobs. The
intent of the law is to prohibit an employee from holding more than one full time government position.
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Employees cannot hold both a NAF and APF position within the Child Development Center (CDC). This
provision does not prohibit CDC APF employees from holding a NAF position in another activity including the
School Age Program.
SECTION F – OFF DUTY MILITARY (ODM) PERSONNEL
Active duty enlisted personnel may be hired as NAF employees during their non-duty hours, but may not work
more than 34 hours a week. Although ODM employees may be employed as ―Regular‖ employees and accrue
sick leave, annual leave and participate in the life insurance program, they are not eligible for group health
insurance, workers’ compensation, or retirement. In overseas areas, ODM applicants receive a hiring priority
preference.
SECTION G – TYPES OF EMPLOYMENT CATEGORIES
There are two types of employment categories: regular and flexible. Supervisors determine which type of
appointment will be used. The following describes the compensation and benefits for each type of appointment.
1. Regular Employment Categories –Have a set of guaranteed hours of minimum 20 hours per week to a
maximum of 40 hours per week. Guaranteed hours are not the amount of hours in which you will work, but
rather the minimum number of hours per week you will be scheduled. Changes in the work schedule that do not
decrease an employee’s guaranteed hours may be made with a minimum of 24 hours prior notice to the
employee. Regular category will be eligible for the following benefits and compensation:
a. Group Health and/or Group Life Insurance
c. USAF NAF Retirement Plan
e. Leave (annual, sick, military, administrative, FFLA/FMLA,
maternity or paternity and court)
g. Pay/Shift Differentials
i. Workers’ Compensation
b. Premium Pay (Holiday/Sunday)
d. USAF 401(k) Savings Plan
f. Holiday & PACAF Family Days)
h. Compensatory/Overtime Compensation
j. Unemployment Compensation
2. Flexible Appointment Categories – Flexible category employees have work schedules that depend on the
needs of the activity. Employees in this employment category do not have a set of guaranteed hours and do are
not entitled to Regular Employment benefits. Employees in a flexible category appointment may be converted to
a ―regular‖ employment category at the supervisor’s request. Flexible employees are subject to ―on call‖ work in
addition to the hours posted on a work schedule. Supervisors or managers may change work schedules by giving
an employee a minimum of 24 hours notice. Flexible employees are eligible for:
a. Compensatory/Overtime Compensation
c. Awards
e. Workers’ compensation
b. Pay/Shift differential
d. Unemployment compensation;
f. FFLA
SECTION H – PRE-EMPLOYMENT BACKGROUND CHECKS
All positions under NAF employment are considered Positions of Trust. Prior to becoming an NAF employee,
an initial job-related background check is conducted. Positions working with children or youth under the age of
18 will require a more comprehensive background check. These checks will consist of pre-employment
verification, reference checks, national and state criminal records check, local and previous installation checks,
and as appropriate, credit, and/or driving record history.
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SECTION I – OPERATING A VEHICLE
The safety and well being of our employees is of critical importance to the company. We therefore each have a
responsibility to not only protect ourselves when on the road but also should do our part to protect those around
us. Employees that are required to drive on as part of their official duties assigned (this includes official
vehicles, privately/personally owned vehicles, rented, or leased vehicles) will be expected to follow all
governing regulations and procedures. All employees and passengers are required to wear seat belts at all time
while in a moving vehicle being used for official business, regardless if they are the driver or a passenger. Use
of alcohol, drugs or other substances, including certain over-the-counter cold or allergy medications that in any
way impair driving ability, is prohibited. All employees are expected to follow all driving laws and safety rules
such as adherence to posted speed limits and directional signs, use of turn signals and avoidance of
confrontational or offensive behavior while driving.
In the interest of safety, we encourage all to avoid the use of cell-phones or other distractions while driving. The
use of personal/official handheld communication devices is prohibited while operating the motor vehicle
(personal owed or official vehicles, on or off base), unless the vehicle is safely parked or unless a hands-free
device is used. The wearing of any portable headphones, earphones, or other listening devices (except for handsfree cellular phones) while operating a motor vehicle is also prohibited. A similar form of electronic
communication (text messaging, e-mail, and others, which typically requires the use of one or both hands) while
operating a motor vehicle is equally prohibited. Employees who are charged with traffic violations resulting
from the use of their phone or other handheld device, or from speeding, parking, moving violations, etc., while
driving will be solely responsible for all liabilities that result from such actions.
Positions which require the operation of a motor vehicle as part of their officially signed duties must be in
possession and maintain a valid operator’s licenses and maintain a satisfactory driving record as a condition of
employment.
SECTION J – POSITION CLASSIFICATION AND PAY
Your position guide is a set of guidelines which describes your duties and responsibilities, qualifications,
performance standards, and training. It is an approximate record of your duties. It is not intended to cover every
minor duty assignment, permanent or temporary in nature that is assigned. Incidental tasks or duties required of
you are frequently necessary in order to operate the organization successfully.
An employee may appeal their classification at any time. An appeal is a written request made by an employee for
a change in the pay system; grade or pay band, series or title of his or her officially assigned position, however,
an appeal of a downgrade must be filed no later than 15 days after the effective date of the downgrade action.
Appeals must be in writing and addressed to the NAF-HR for initial action.
NAF positions are classified into one of three major pay-setting systems, based on the duties and responsibilities
of the position.
1. Crafts and Trades (CT) - positions (NA, NL, and NS pay plans): The CT pay system includes positions in a
recognized craft or trade, or in an unskilled, semiskilled, or skilled manual labor occupation. These positions
include bartenders, cooks, laborers, waiters, food service workers, etc. There are three crafts and trades pay
schedules (non-supervisory {NA}, leader {NL}, and supervisory {NS}). The NA and NL pay schedules consist
of 15 grades with five steps in each grade. The NS pay schedule consists of 19 grades with five steps in each
grade. Employees who encumber CT position receive step increases. Employee’s progress to the next step upon
completion of established waiting periods provided the supervisor certifies performance is satisfactory. With
few exceptions, all new employees begin at step 1 of the appropriate grade of the position. The following are the
waiting periods for advancing to each step. Increases are granted at the following intervals:
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DURATION OF WAITING PERIOD FOR CT POSITIONS WITH REGULAR EMPLOYMENT CATEGORY
If WGI is for a
And calendar weeks in a
Then employee advances
person who is
nonpay status do not exceed* to step rate
at the end of
NA, NL, NS
1
2
26 calendar weeks.
3
3
78 calendar weeks.
4
4,5
104 calendar weeks.
*LWOP in excess of these amount must be made up with creditable service before the WGI is granted.
DURATION OF WAITING PERIOD FOR CT POSITIONS WITH FLEXIBLE EMPLOYMENT CATEGORY
If WGI is for a
person who is
And the employee has worked at least
Then employee advances to step rate
NA, NL, NS
130 workdays in no less than 26 weeks
2
390 workdays in no less than 78 weeks
3
520 workdays in no less than 104 weeks
4, 5
2. Pay Band (NF) - positions include clerical, recreation, managerial, professional, and specialists type
positions. The NAF pay band system consist of six pay bands (NF-I through NF-VI) with a minimum and
maximum rate established for each grade. Employees are paid any hourly salary within the pay band in which
their position is classified. There are no step increases (WGIs) in this system; pay adjustments may be granted at
any time as deemed appropriate by management.
3. Child Care (CY) – positions directly involve in the care and supervisors of children and youth in a child
development and/or youth programs and include all child caregiver, teacher positions, and employees who work
in the Youth Center providing child care services (does not include home-based child care, administrative
support personnel, cooks, or janitorial positions). There are 5 grades with the CY positions. CY-01 & CY-02
are included in pay band I (NF-I) and CY-03 through CY-05 included in pay band NF-II.
SECTION K -- PROBATIONARY PERIODS
All new, regular and flexible, employees must serve a probationary period. A probationary period is used to test
your ability, suitability, and fitness for the job, as shown by the actual job performance. The length of the
probationary period is listed below. During this timeframe, your conduct and performance are observed and you
may be separated if conditions warrant.
PAY PLAN
LENGTH OF PROBATIONARY PERIOD
NF-I through NF-II
6 months
NF-III through NF-VI
12 months
Child and Youth Program Assistants (CY)
12 months
Crafts and Trades (NA, NL, NS)
6 months
Supervisory (or Managerial)
12 months
SECTION L – HOURS OF WORK
1. Work Schedules – All employees have access to a posted work schedule. Your work
schedules are those days of the week and hours of the day which you are required to be
on duty. Flexible employees may be subject to ―on call‖ work in addition to hours
posted on the schedule. A time clock is used at most locations for clocking in and out.
Clocking in early or clocking out late without prior supervisory approval is not permitted.
Work schedules may be changed by supervisors/managers by providing a minimum of 24 hours advanced notice
as long as any guaranteed hours are not reduced. Refer to the sections covering ―Call Back‖ and ―Missionessential‖ for additional information when employee may be required to report for duty.
-9-
2. Meal Periods – Regular meal or lunch periods normally are established at no less than 30 minutes and not in
excess of 1 hour. For meal periods which are unpaid, employees will be free of duty. Under conditions where
time-off for a meal period is not possible, a meal period of 20 minutes or less may be authorized and included in
the scheduled tour of duty (paid meal period). The time covered by the 20 minutes or less is compensable, and
the employee must spend their on-the-job meal period at or near their workstation. Supervisor must establish
and advise each employee of their type of meal period No employee will be required to work more than 6
consecutive hours in any workday without a meal period. Meal periods may not be scheduled in conjunction
with a rest breaks or the beginning or ending of a work shift.
3. Rest Periods – Short rest periods, not exceeding 15 minutes may be granted at manager’s discretion, when
the manager believes such rest periods are necessary. Rest periods may not be scheduled in conjunction with a
meal break or the beginning or ending of a work shift.
SECTION M – PAYDAYS AND PAYCHECKS
Employees are paid every two weeks (14 calendar days), beginning on a Sunday and continue
through Saturday of the following week, for a total of 26 pay periods a year. Paydays are
every other Friday. A leave and earning statement (LES), which illustrates your leave,
earnings, and all deductions during each pay period, are available for down load through an online website (see
My Money section for additional information). Ensure to review your LES each pay period to ensure proper
deductions, number of hours worked and addresses are accurate and current. Employees must have their
paychecks sent directly to a financial institution via direct deposits. Allotments may be submitted and changed
via this online website.
SECTION N – LEAVE PROGRAMS
1. Annual Leave (Positions with Regular Employment category) – All employees in a regular employment
category accrue annual leave. Annual leave is paid time-off from work and is granted for the purpose of
vacations or to transact personal business, which cannot be taken care of during off-duty hours. Annual leave is
charged in 15-minute increments, not exceeding eight hours a day or 40 hours a week. Use of annual leave is
subject to the approval of your supervisor. OPM Form-71, Application for Leave, is required for any request
for leave and must be submitted to your supervisor for approval or disapproval.
a. Employees begin to earn annual leave immediately upon appointment or change to a regular position;
however, you must wait until the first pay period after 90 days before annual leave may be used. Annual
leave is earned based on the number of hours worked in the pay period. The balance of the amount of leave
earned and used will appear on your biweekly LES.
b. Up to 240 hours of annual leave may accumulate and carry over annually. Leave in excess of 240 hours
must be used prior to the end of the leave year, or it is forfeited. Annual leave, to include leave which may
be forfeited, may be donated under the Squadron Voluntary Leave Transfer Program (VLTP). Exceptions
to the 240 hours of annual leave ceiling: Employees who were directly recruited or transferred by NAF
from the United States for employment overseas may accumulate 360 hours.
c. Earned based on the total years of creditable service and the number of hours worked in the pay period.
The amount of annual leave earned depends on total length of creditable service. All prior DoD NAFI
service, including service with the current employer, as a regular employee is creditable. Prior Military time
served may count toward the total years of service. Annual leave is earned as follows:
Years of Creditable Service
% of hours worked per pay period
0-3
5%
3 - 15
7.5%*
15 and over
10%
*Between 3 and 15 years service, annual leave earned during the last
pay period of the year is earned at the rate of 12.5%.
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d. If an employee resigns or separates after the initial 90-day waiting period, a lump-sum payment for any
unused annual leave is paid to the employee.
2. Sick Leave (Positions with Regular Employment Category) – All employees in a regular
employment category earn sick leave. Sick leave is intended solely for absences due to
illness, injury, examinations and treatment by a physician, exposure to a contagious disease,
or illness of a family member with a contagious disease, or for purposes related to the
adoption of a child. According to the Family Friendly Leave Act, an employee may also use
sick leave when caring for a family member.
a. An employee requesting sick leave must notify their supervisor within two hours after the scheduled
workday begins-preferable to report prior to the shift beginning. Supervisory approval must be granted
before any sick leave is taken.
b. Sick leave is earned at the rate of 5% of hours worked per pay period. Unlike annual leave, a waiting
period is not required before sick leave may be taken, subject to supervisor’s approval. Sick leave is taken in
15-minute increments not-to-exceed 8 hours per day, or 40 hours per week.
c. There will be no payment for unused sick leave upon resignation or separation from employment.
d. The supervisor may require employees to furnish a medical note from your doctor verifying the illness
for absences of 3 days or more or if an excessive amount of sick leave is being used.
e. Voluntary Leave Transfer Program (VLTP): Voluntary Leave Transfer Program (VLTP): Employees
who are faced with a serious, long-standing illness may request donated annual leave under the Voluntary
Leave Transfer Program. This program allows NAF employees to donate annual leave to assist another NAF
employee who has a personal or family medical emergency (including pregnancy and childbirth) and who
has exhausted her or his own available paid leave. Donated annual leave may be used only for a medical
emergency--e.g., the mother's period of incapacitation or the illness of a child--and may not be used to care
for a healthy child. The intent is to lessen the impact of employees who suffer a substantial loss of income
due to an insufficient sick and annual leave to cover a lengthy period of absence caused by a medical
emergency. The VLTP is not used to cover absences of 80 hours or less.
(1) To be eligible to receive donated annual leave from other individuals; an employee must not have
any sick leave or annual leave available.
(2) Application Procedure: You must make a written application to your first-level supervisor to
become a leave recipient. Eligible employees must fill out a ―Request to Receive Donated Leave‖ form
(available at the NAF-HR). The completed form must be submitted to the employee’s supervisor along
with a physicians note stating the employee’s diagnosis, prognosis, and estimated time needed for sick
leave.
(3) Donors complete a ―Request to Donate Annual Leave‖ form. Donors may only submit annual
leave, not sick leave. Employees should remember there is no guarantee of finding donors. With this in
mind, sick leave should be used wisely.
(4) Under donated Leave under VLTP, if either the mother or father exhausts her or his sick
and/or annual leave, she or he may receive donated annual leave under VLTP.
(5) Leave for maternity purposes are covered if a medical provider documents employee is
incapacitated for duty.
3. Family Friendly Leave Act (FFLA) (Positions with Regular Employment Category)Authorizes employees to attend to the medical needs of a family member, and for purposes
relating to the death of a family member (bereavement). Family care is to provide care or
otherwise attend to a family member having an illness, injury, or other condition which, if the employee had
such a condition, would justify the use of sick leave by such an employee. There is a limitation on the use of
sick leave for FFLA: 40 hours per leave year.
(1) The use of sick leave for these purposes may not exceed 40 hours in any year. However, you may
use an additional 64 hours in any year (up to a total of 13 days) only when the remaining sick leave
balance does not fall below 80 hours.
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(2) The actual number of hours of sick leave that may be used for family care or bereavement is
dependent upon an employee’s average workweek. Contact the NAF-HR an accurate computation.
4. Leave Without Pay (LWOP) (all employees) – LWOP may be granted to employees, upon request, for
reasons acceptable to the supervisor. There is no requirement to grant LWOP if it will disrupt operations in any
way. Employees with regular employment category may be granted LWOP in lieu of annual or sick leave or
employees with flexible employment category who cannot work a scheduled shift. LWOP is charged in 15minute increments. Activity managers may approve LWOP up to and including 30 workdays. LWOP beyond
30 days requires Squadron Commander (or designee) approval. Annual leave is not granted in conjunction with
LWOP.
5. Leave Without Pay (LWOP) (Employees who move with Head of Household {HoH}) – An employee with
REGULAR employment category is entitled to request LWOP for up to 150 calendar days in order to avoid a
break in service when resigning due to the transfer of HoH. These provisions do not apply if the employee is
relocation with the HoH who is retiring from active duty. An employee granted LWOP according to these
procedures do not receive special employment consideration. Employees must submit their request in writing
and include the below, to their supervisor:
a. OPM Form 71, Request for Leave or other Approved Absence
b. Evidence/supporting documentation of transfer of HoH (i.e. PCS orders)
c. LWOP action (effective the 1st day LWOP starts/can be a non-work day such as Sunday)
d. Resignation action (effective the 150th day).
Prior to commencing the LWOP, employee must be briefed by NAF-HR and complete all out-processing
requirements. Annual leave is not granted in conjunction with LWOP, however all annual leave will be paid as
a lump sum upon separation.
6. Family and Medical Leave Act (FMLA): The FMLA establishes a family and medical leave program for
federal employees. Individuals also may elect to use annual leave until the leave is exhausted. FMLA entitles
an employee, during a twelve-month period, to a total of twelve weeks of unpaid family and medical leave, with
employment and benefit protection, for one or more of the following reasons: (a) the birth of a son or daughter of
the employee and the care of such son or daughter if such child has a serious health condition; (b) the placement
of a son or daughter with the employee for adoption or foster care; (c) the care of a spouse, son, daughter, or
parent of the employee if such spouse, son, daughter, or parent has a serious health condition; or (d) a serious
health condition of the employee that makes the employee unable to perform any one or more of the essential
functions of his or her position. To be eligible to take family or medical leave, an employee must complete at
least 12 months of service as an employee. Employees are required to provide 30 calendar days notice before the
leave is to begin. If events beyond the control of the employee require an employee to begin family or medical
leave before the full 30-day notice can be provided, the employee remains responsible for providing as much
notice as is practical. Refer to the FMLA poster included at the end of this handbook.
a. Under the FMLA, ALL employees, during a 12-month period may request to use up to a total of 12 weeks
of unpaid leave (LWOP), with employment and benefit protection to care for a family member or make
arrangements for adoption.
b. FMLA applies to all NAF employees, regular and flexible who have complete at least 12 months of
service as an employee, excluding military service. The 12 months of service does not need to be neither
current service nor 12 continuous months of service.
c. FMLA has been expanded to include amendments providing entitled for families of service members and
up to 26 weeks.
d. Family and medical leave is in addition to annual leave, sick leave, advanced annual or sick leave, other
LWOP, leave made available under the VLTP, and compensatory time off available. The 12 workweek
period is a maximum period of leave you are entitled to for both family and medical leave during the 12month period.
e. If the need for leave is foreseeable, you are required to provide 30 calendar days notice before the leave is
to begin. If events beyond your control require you to begin family or medical leave before the full 30 day
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notice can be provided, you remain responsible for providing as much notice as is practical. You can consult
our office for further guidance if you have a need to exercise this entitlement.
7. Absence Without Leave (AWOL) – AWOL is an absence from duty without proper supervisory
authorization. AWOL status places an employee in a non-pay status and may be subject to disciplinary action.
If an employee does not contact the supervisor within 2 hours after shift has initiated, the employee will be
placed on AWOL. Maximum penalty for AWOL is removal or termination from employment. If an employee is
AWOL for three or more consecutive shifts, will be considered to have resigned due to abandonment of position.
8. Leave for Paternity/Maternity Reasons –Covers absences for pregnancy and confinement, leave for adoptive
parents, and paternity leave. Employees with Regular employment category may be granted sick leave, annual
leave, and/or LWOP for incapacitation due to pregnancy as supported by a medical certificate. Refer to FFLA
and FMLA for additional references. Supervisors should be responsive and compassionate in granting leave to
working parents. Refer to guidance on the Family and Medical Leave Act. Leave for Paternity/Maternity
Reasons are absences from duty for reasons related to pregnancy and confinement is charged to sick leave,
annual leave, or LWOP, depending on the circumstances and availability of each type of leave. Employees are
responsible for providing notice substantially in advance of the anticipated leave dates. Requests for sick leave
are treated the same as any request for leave to cover a medically certified temporary disability. All sick leave
requests must be supported by medical documentation showing that the employee is incapacitated to perform the
duties of her position for the period covered by the certificate. Sick leave is not to be used for absence due solely
to the employee's responsibility for care of the infant, except as authorized for family care. Otherwise, any
additional absence must be charged to annual leave or LWOP.
(1) For Adoption Reasons. Leave for adoptive parents must be annual leave or LWOP. Because
prospective adoptive parents commonly must make a commitment that one parent will remain at
home for several months in order to qualify for adoption, you should give special consideration to
requests for leave for this purpose.
(2) For Paternity Reasons. A male employee may need time off to care for his minor children or
the mother of his newborn child during confinement of incapacitation due to complications arising
from the delivery. Only annual leave or LWOP is available for these purposes, except as authorized
for family care above.
9. Military Leave/Furlough – Employees who are members of a Reserve or National Guard Unit, who are in a
Regular employment category are entitled to military leave of absence up to 15 calendar days in any year,
without loss of pay, time or performance rating when called to active duty or for active duty training. Military
furlough is granted to all employees for induction or recall to active duty in one of the Armed Forces. Upon
presentation of official orders, Regular employees called into active duty for the purpose of providing military
aid to enforce the law may be granted additional military leave not to exceed 22 workdays in a fiscal year.
Employees will be paid by the employing NAFI while they are on military leave, even if the employee is on
annual leave and receiving military pay. Employees entitled to the additional days of military leave for law
enforcement purposes receive their NAF pay, reduced by the amount of military pay for those days of military
leave.
a. Employees who serve in the National Guard or Reserve and are called to activity duty (voluntary or
involuntary) in support of a contingency operation (as defined), who are enrolled in DoD NAF HBP
coverage, are eligible to retain this coverage and either be reimbursed or have the employee’s share of the
DoD NAF HBP premiums paid for by the NAFI during the employee’s absence while performing active
military service. In addition to the employers share (NAFI), the NAFI will pay the employee’s share of the
premium for employees who meet the criteria. Employees must be called to active duty in support of a
contingency operation and must be on active duty for more than 30 consecutive days of the operation. If the
employee elects to maintain coverage, the employee will is normally placed on LWOP, unless the employee
elected to be placed on annual leave or military leave. The maximum period of eligibility for each period of
active duty is 18 months. This specially does not apply to life insurance. The employee must provide proof
of qualifying service by providing a copy of written orders to the NAF-HR, which specifically states that the
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employee has been called to active duty in support of contingency operations. The employee must also sign
and acknowledge a ―RESERVIST CALLED TO ACTIVE MILITARY DUTY‖ form at NAF-HR.
b. If an employee leaves a position of NAF employment for purpose of performing service in the uniformed
services and is thereby entitled to rights conferred by the Uniformed Services Employment and
Reemployment Rights Act, shall be placed in a LWOP status and shall be entitled to continued coverage
under the Group Life and Accidental Death and Dismemberment Insurance Plan under the same conditions
that apply to any employee in a LWOP status for non-medical reasons. Under our life plan, an employee
who takes non-medical LWOP is entitled to continue coverage during the LWOP status for up to a maximum
of 12 months, provided the employee and employer (the NAFI) continue to pay required premiums. At the
end of the 12-month period, the employee is entitled to convert coverage to an individual policy with the
insurance carrier. The definition of "employee" includes off-duty United States military persons holding a
regular appointment. NOTE from the Summary Plan Description: ―In no event will we (insurance carrier)
pay the accidental death or dismemberment benefit where your death or dismemberment results from or is
caused directly or indirectly by…war or any act of war, whether declared or undeclared.‖
10. Administrative Leave - Administrative leave is an absence of duty when you are released because all or part
of an activity is closed or is in the public interest. If you are affected by these actions, you are usually excused
without loss of pay.
11. Forced Leave – Forced leave is used by management when reduced or suspended business operations result
in reduced or suspended work schedules. Reasons for forced leave include lack of business, facility repair or
remodeling. Forced leave will be used only when the required 24-hour notice for schedule change cannot be
met. Regular employees will be paid for actual hours worked, and have the option of using annual leave or
LWOP for the remainder of their shift. Flexible employees will be paid for actual hours worked, and relieved of
duty on LWOP.
12. Excused Absence for Employees Returning from Active Duty: NAF employees who are called to active duty
in connection with any military operation established under Executive Order 13223 (Operation Noble Eagle,
Operation Enduring Freedom, Operation Iraqi Freedom), are entitled to an equivalent one work week of excused
absence. Employees must have been appointed in their NAF position at the time of the military activation. The
period of absence is prorated according to the number of hours in the employee’s regularly scheduled work
week. Employees encumbering flexible positions are entitled to an average number of hours in their weekly
work schedule. The excused absence is granted PRIOR to the employee’s resumption of their civilian duties.
13. Other Leave
a. Blood Donations - The Air Force encourages its employees to volunteer as blood donors (without
compensation) to blood banks or in emergencies to individuals. Normally, the employee may be excused for
reasonable amount of time so that they can donate blood.
b. Religious Services - Religious services at the Base Chapel are open to everyone. If you desire to attend
religious services on special days of worship and services are conducted during your working hours, such
absence must be approved by your supervisor in advance and is chargeable to annual leave or leave without
pay.
SECTION O – PAY ADMINISTRATION
1. Overtime: Overtime may occasionally be required from employees. Positions are classified as exempt or
non-exempt from overtime eligibility as defined under the Fair Labor Standards Act (FLSA). Yokota is exempt
under FLSA in foreign areas:
(1) Crafts and trades positions (NA, NL, NS): Entitled to be paid overtime for hours worked in
excess of 8 hours in a day which does not exceed 40 hours in the work week, or in excess of 40 hours
in a scheduled workweek only when ordered, directed, required or approved to work the overtime.
When an employee works more than 8 hours in one day, including a Sunday or a holiday, time in
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excess of the 8 hours is paid at the overtime rate, even though it is part of a scheduled 40-hour week.
The overtime rate is one and one half times (150%) the rate of basic pay. Overtime performed on a
Sunday or a holiday is paid at the same rate for overtime work performed on any other day.
Overtime pay for an employee regularly working a night shift for which a night shift differential is
paid, is computed on that night rate, even though the hours of overtime worked extend into or fall
entirely within another shift. An employee’s absence from duty on paid leave, during the time when
the employee would have otherwise have been require to be on duty is considered employment and
does not reduce the amount of overtime pay entitlement for work performed in excess of 8 hours in
one day or 40 hours in the workweek. Periods of leave without pay are not considered hours worked.
Night, holiday, or Sunday work are considered hours worked for overtime pay purposes.
(2) Pay band positions (NF and CY): Entitled to be paid overtime for hours worked in excess of
40 hours of work actually performed in a scheduled workweek only when ordered, directed, required
or approved to work the overtime. The doctrine of compensation for hours ―permitted or suffered‖
shall not apply. Overtime does not begin to accrue until the employee has first completed 40 hours
of actual work in the workweek. Excused absences with pay (administrative leave, holidays, sick
and/or annual leave, compensatory time, or other paid leave) are not periods of work. The overtime
rate of pay is:
(a) For employees whose salary does not exceed the rate for GS-10, step 1, the overtime rate of
pay is one and one-half time the employee’s rate of basic pay.
(b) For employees whose salary exceeds GS-10, step 1 (excluding locality), the overtime rate
of pay is one and one-half time the hourly rate of basic pay for GS-10, step 1 OR the
employee’s current rate of basic pay, whichever is greater.
PAY PLAN
Crafts & Trades (C&T)
Pay Band (NF)
Child & Youth (CY)
ACTUAL WORK PERFORMED IN
EXCESS OF
8 hours per day or 40 hours per week
40 hours per week
40 hours per week
RATE OF
COMPENSATION
1.5 times hourly rate
1.5 times hourly rate
1.5 times hourly rate
2. COMPENSATORY TIME OFF: Compensatory time off is time off from a scheduled tour of duty in lieu of
OT pay for an amount of time spent in irregular or occasional overtime work. The supervisory official who
approves compensatory time off for overtime work is the same individual who is authorized to order or
approve overtime work. Compensatory time off in place of overtime pay is authorized only if the overtime
work has been officially ordered or approved.
a. All employees are eligibility for compensatory time off in place of overtime pay for religious
observance.
b. Employees in Exempt Crafts and Trades positions are authorized compensatory time off and must be
used by the end of the 26th pay period after which the time was earned or be paid at the overtime rate at
which it was earned if not used. Paid leave is counted as hours worked.
c. Employees in Exempt NF (to include CY) positions are authorized compensatory time off in lieu of
overtime pay for an equal amount of irregular or occasional overtime work. Compensatory time must be
used by the end of the 26th pay period after which the time was earned, or be paid at the applicable overtime
rate at which it was earned, if not used within established time period. Paid leave is NOT counted as hours
worked.
d. An employee may not accumulate more than 60 hours of compensatory time.
e. An employee with compensatory time credited must take such time off before annual leave is granted.
f. Compensatory time accrued and taken must be recorded on applicable official time and attendance cards.
3. COMPENSATORY TIME FOR TRAVEL: Compensatory time off for travel is a separate form of
compensatory time off that may be earned by an employee for time spent in a travel status away from the
employee's official duty station when such time is not otherwise compensable. This compensatory time for travel
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has also been extended to NAF personnel who are on Official Travel (officially ordered) and away from their
duty station. Compensable refers to periods of time creditable as hours of work for the purpose of determining a
specific pay entitlement. Time in a travel status includes:
 Time spent traveling between the official duty station and a temporary duty station;
 Time spent traveling from residence to the airport and back is creditable only if the airport is outside the
limits of the official duty station (if travel is outside of regular working hours, must deduct the
employee’s normal home-to-work/work-to-home commuting time from the creditable travel time);
 Time spent traveling between two temporary duty stations; and
 The "usual waiting time" preceding or interrupting such travel (e.g., waiting at an airport or train station
prior to departure). An extended waiting period (e.g. an unusually long wait during which the employee
is free to rest, sleep, or otherwise use the time for their own purposes) is not considered time in a travel
status and is therefore excluded from compensation.
Compensatory time off for travel is credited and used in increments of one-quarter of an hour (15 minutes).
Compensatory time off for travel is forfeited if not used by the end of the 26th pay period after the pay period
during which it was earned. No payment is made for unused compensatory time for travel. Employees must
comply with procedures for requesting credit within the time period and comply with policies and procedures for
scheduling and using earned compensatory time off. Please contact your supervisor or the NAF-HR for further
information.
4. HOLIDAY PAY (Employees with Regular Employment Category):
a. Employees with Regular employment category are entitled to receive holidays off with pay. If the
holiday falls on an employee’s normal day off, the employee is entitled to observe the holiday on day
preceding or following the holiday, as established by the manager.
b. If an employee with Regular employment category is required to work on the holiday, they will receive
holiday pay plus pay for the number of actual hours worked.
c. The following lists all observed legal holidays:
New Year’s Day
1 January
Martin Luther King’s Day
3rd Monday of January
President’s Day
3rd Monday of February
Memorial Day
last Monday of May
Independence Day
4 July
Labor Day
1st Monday of September
Columbus Day
2nd Monday of October
Veteran’s Day
11 November
Thanksgiving Day
4th Thursday of November
Christmas Day
25 December
d. As employees with a Flexible employment category, you are not entitled to receive premium or holiday
pay, if required to work. If you are required to work, you will receive your regular basic rate of pay.
e. PACAF family days are not holidays, rather authorized down days in which liberal leave policy applies.
Employees who are scheduled, may request time off (annual or LWOP) from their supervisor. If the
activity will be closed, the employee will be placed on approved leave without pay if no leave is requested.
If an employee works on a designated family day, no additional or premium pay is authorized.
5. SUNDAY PREMIUM PAY (SPP): The term ―premium pay‖ refers to additional compensation for
overtime, holiday, and Sunday work. SPP is premium pay for any part of work which is performed on a Sunday,
PLUS a 25% of basic pay for the entire shift. SPP is premium (additional compensation) pay for any part of
work which is performed on a Sunday, PLUS a 25% of basic pay for the entire shift. SPP is in addition to any
premium, overtime, and night/shift differentials. SPP rate is not included to compute pay for holiday, overtime,
and night work. SPP shall not be paid for any hour(s) the employee is in a paid leave status, compensatory time
off, or excused absence status when the time would be actual work performed on a Sunday. All full-time and
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part-time (regardless of employment category) positions (NA, NL, NS, NF, CY) are eligible for SPP. SPP
entitlement begins when an employee’s regularly scheduled shift begins on (shift may begin on a Sunday and
end on a Monday), ends on (shift may start on a Saturday and end on a Sunday), or includes a Sunday. Although
8 hours is the limitation upon the number of hours for which SPP may be paid, the employee is not required to
work 8 hours per day/40 hours per week before the SPP entitlement begins. The key factor in determining SPP
entitlement is the employee must be regularly scheduled to work on a Sunday. If an employee’s regular
scheduled tour of duty includes Sunday (on a regular basis/at regular intervals), the employee is entitled to SPP
for the tour of duty of 8 hours or less for any part of which includes work to be performed on Sunday.
6. DIFFERENTIAL PAY:
a. SHIFT DIFFERENTIAL: All positions, regardless of employment category, in pay bands NF-I, NF-II
and all crafts and trades (NA, NL, and NS) are entitled to be paid a night shift differential. A night shift
differential is pay at the scheduled rate of basic pay, plus a shift differential of 7.5% of that scheduled rate
for regularly scheduled non-overtime work when a majority of whole hours worked occurs between 1500
and midnight; or 10% when the majority of whole hours worked occurs between 2300 and 0800. Shift
differential is included in the rate of basic pay that are used for computing overtime pay, Sunday premium
pay, and holiday premium pay.
b. PAY DIFFERENTIAL: All positions, regardless of employment category, pay band NF-III and above,
and all Child and Youth (CY) positions will receive night pay differential of 10% for hours worked between
1800 and 0600. Night pay differential is in addition to overtimes and other premium pay, and is not include
in the rate of basic pay used to compute the overtime or holiday pay.
7. CALL-BACK TIME: An employee who is officially required to return to his or her place of employment.
Compensation of call-back duty time is at least two hours, whether or not work is performed.
8. CALL-IN DUTY TIME: An employee who is called to work when they are not scheduled. Compensation
of call-in duty time will be paid for at least two hours, whether or not work is performed, including make-ready
and clean-up time.
9. MISSION-ESSENTIAL:
a. Mission-essential activities (as determined by Commander/Deputy) are those activities required to be
functional in order to accomplish the mission during emergencies, disasters, or adverse weather conditions.
Mission-essential activities (i.e. Child Development and Youth Centers) may be required to be fully
functional during these times and respond to the requirements generated by these situations. Employees in
these activities may be called to report for duty during base closures and during delayed reporting.
b. Mission-essential positions are those personnel required to accomplish the mission during emergencies,
disasters, or adverse weather conditions. ―Mission-essential‖ personnel are determined by the supervisor
based on situations and the needs generated by the situation. Personnel deemed mission essential (i.e.
include but are not limited to Maintenance Workers and other crafts and trades positions) and may be called
to duty to assist in clearing snow/ice/debris from the activity surroundings and/or apply de-icing material.
c. Personnel working in mission essential activities and personnel deemed mission essential must receive
guidance from their supervisors before reporting for duty. If employees are not allowed to enter the
installations, employees should contact their immediate supervisor as soon as possible. ―Mission-critical‖ or
―weather essential‖ are all like terms. Employees who fail to report for duty as instructed without due cause,
may be subject to disciplinary actions.
10. POST ALLOWANCE: Post Allowances is a non-taxable cost of living allowance which offsets the
differences in the currency exchange and costs of goods and services at an overseas location as compared to the
costs in Washington D.C. (exclusive of quarters costs). This allowance is designed to permit employees to spend
the same portion of their basic compensation for current living as they would in Washington, D.C., without
incurring a reduction in their standard of living because of higher costs of goods and services at the post. The
amount depends upon basic salary and number of dependents, and is subject to adjustment without notice.
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a. Eligibility: To be eligible for post allowance, an employee must be a U.S. Citizen, living in a foreign
area, and employed in a Regular full-time position. Full-time position is defined as a position which has
guaranteed workweek hours of 40 hours per week and covers all employees in Regular positions who
regularly work the required full-time schedule of hours. Regular employees who work less than 40
hours, Flexible employees, and seasonal (summer/winter) hire employees are not eligible.
b. Subject To Change without Notice: Allowances, if authorized by governing regulations, will be paid
to the extent that eligibility thereto is established, and are subject to change without notice.
c. Computation: Post allowances is computed and paid at annual rates, divided by the number of days in
the calendar year to obtain a daily rate (counting 1/2 cent and over as a whole cent); multiplying the daily
rate by 14 to obtain a biweekly rate; and multiplying the daily rate by the number of days involved to
obtain the rate for any other period. The rate for any split pay period at the end of a calendar year shall
be computed at the daily rate applicable on the first day of that pay period.
d. Post allowance payments cease or are adjusted if:
1) An employee is in a non-pay status for 14 calendar days or more
i. Post allowance payments may continue during periods while the employee is in a nonpay status not in excess of 14 calendar days.
ii. For periods of non-pay status of 14 calendar days or more, post allowance is suspended
as of the day the employee enters the non-pay status
2) During absence from the country/base for more than 30 days.
3) While the employee is temporarily absent from the country of assignment under official duty
orders and all members of the family remain in the country of assignment. On the 31st day of
absence the family size will be reduced by one member.
4) Termination of employment.
5) Changes position to one with less than 40 guaranteed hours per week.
6) Post allowance is not authorized while the employee is receiving Temporary Quarters
Subsistence Allowance.
11. POST DIFFERENTIAL: Post differential is an additional compensation granted, per day, designed to
provide additional compensation to employees for overseas employment, where condition of environment differ
considerably from condition of environment of the United States and such conditions warrants additional
compensation. The basis is derived from a notably unhealthful condition affecting the majority of employees
officially assigned and station at the installation affected. Post differential is granted to employees who are
otherwise eligible for living quarters allowance and specifically excludes local hires. Post differential is
calculated based upon a percent of your (gross) annual salary and is taxable. The Department of State declares
when and if the differential is in effect.
12. TIPS: Employees who are required to submit a US tax return must report both their charge and cash tips to
their supervisor/timekeeper. Timekeepers will enter this information each pay period as additional income
earned. Any tips not reported on the timecards are the responsibility of the employee to report tips received as
additional income on their tax returns.
SECTION P – POSITION CHANGES
Employees may obtain information about other job opportunities within FSS by visiting www.NAFJobs.org,
calling the Employment HotLine (225-5050) or viewing the vacancy listed posted on all activities bulletin board.
1. REASSIGNMENTS:
a. Managers may reassign employees to other positions within the same employment category and pay plan
or pay level at any time to promote the efficiency of the organization. Reassignments (to a pay band position
{i.e. NF}) may include a change in the basic rate of pay (normally due to an increase of duties or
responsibilities).
b. Employees may request a reassignment to another NAF position by submitting their application on-line.
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2. DETAILS: Upon management’s determination that the temporary services of an employee are required in
another position/area, details may be used to satisfy the requirement not to exceed 60 days. There is no change
in basic rate of pay while on a detail. Supervisor records the detail on the employee’s AF Form 971.
3. PROMOTIONS:
a. Employees may apply for any position at any time online at www.NAFJobs.org. A position changes to a
higher graded position are competitive to all qualified applicants.
b. Temporary promotions may be made non-competitively when an employee’s services are needed in a
higher grade or pay level position, and the employee meets the qualification requirements for the position.
Temporary promotions must be for a minimum of at least two pay periods (4 weeks).
c. Should the duties of your position change significantly, your supervisor may rewrite your position guide
and submit it for reclassification. If the new duties result in a higher grade or pay level, you may be
promoted non-competitively into this new higher paying position.
4. CHANGE IN EMPLOYMENT CATEGORY:
a. Positions with FLEXIBLE employment category may be changed to REGULAR employment category
at any time, subject to approval.
b. A management initiated change in employment from REGULAR to FLEXIBLE employment category is
processed as a BBA (see section covering a BBA).
c. A change from REGULAR to FLEXIBLE employment category at the request of an employee may be
accomplished at any time, provided the employees submit this request by completing an AF Form 2550.
Subject to supervisors approval and an approved RPA, AF Form 2550, must be submitted to NAF-HR. Precoordination from NAF-HR is highly recommended.
5. DOD EMPLOYEE BENEFIT PORTABILITY PROGRAM:
This program applies to employees who move between NAF and APF or APF to NAF employment systems,
without a break in service of more than three calendar days. The program applies regardless of whether the move is
involuntary or voluntary. Provisions are applied differently depending on which type of move occurs. Pay setting
and pay provisions are applied from the program for all involuntary moves. Annual/Sick leave transfers with the
employee. Retirement may be retained in current plan, or election can be made to enter retirement coverage of
gaining employment system. Insurance does not transfer with the employee. As applicable, the provision of the
Portability Act will apply.
6. DOD OPM INTERCHANGE AGREEMENT:
The interchange agreement allows NAFI employees to apply for and be considered for appointments to positions
that are competitive positions. You can self-nominate for the advertised appropriated position on
http://usajobs.opm.gov/. To be eligible you must be in a continuous NAF position for one year or have been
involuntarily separated from such appointment without personal cause within the preceding year and must meet
qualification standards for the appropriated position.
SECTION Q – GROUP LIFE AND ACCIDENTAL DEATH AND DISMEMBERMENT PLAN
The Group Life and Accidental Death and Dismemberment Plan is a commercially insured (Life Insurance) plan
which provides a means for employees to maintain a measure of security for themselves and their beneficiaries
in the event of death or accidental injury. The Plan offers employee only coverage, for which the AF pays the
majority share, and two levels of family-member life insurance for which an employee pays the full cost.
Participation in the program is voluntary; however election is limited to 30 days of hire, reclassification to an
eligible employment category, or through an application at any time. To obtain specific information on benefits
and costs, contact the NAF-HR. Note: If you add or change dependents to your family, you need to notify the
NAF-HR within 30 days to keep benefits precise and all dependents covered.
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If an employee leaves a position of NAF employment for purpose of performing service in the uniformed
services and is thereby entitled to rights conferred by the Uniformed Services Employment and Reemployment
Rights Act, shall be placed in a LWOP status and shall be entitled to continued coverage under the Group Life
and Accidental Death and Dismemberment Insurance Plan under the same conditions that apply to any employee
in a LWOP status for non-medical reasons. Under our life plan, an employee who takes non-medical LWOP is
entitled to continue coverage during the LWOP status for up to a maximum of 12 months, provided the
employee and employer (the NAFI) continue to pay required premiums. At the end of the 12-month period, the
employee is entitled to convert coverage to an individual policy with the insurance carrier. The definition of
"employee" includes off-duty United States military persons holding a regular appointment.
SECTION R– GROUP HEALTH BENEFITS PLAN
The DOD NAF Health Benefits Program (DOD HBP) is a uniform health insurance program available to all
eligible DOD NAF employees. To be eligible, an employee must be in a Regular employment category. AF
pays its pro-rata share of administrative and claim-payment expenses using employee and employer
contributions deposited into the AF Insurance Fund (IF). Participation in the program is voluntary; however
enrollment is limited to 31 days of hire, reclassification to an eligible employment category, open enrollment
season, or quaffing events or special circumstances such as loss of other health coverage. To obtain specific
information on benefits and costs, contact the NAF-HR. Note: If you add or change dependents to your family,
you need to notify the NAF-HR within 30 days to keep benefits precise and all dependents covered.
If health coverage is terminated due to your separation from NAF employment, you may be eligible for
temporary extension of group health insurance coverage. Contact the NAF-HR for further details on options of
continuation of coverage.
A standalone dental (SAD) plan is also available. Employees may elect to join the SAD plan without being
enrolled in the NAF HBP’s. The SAD plan will be available to all DoD NAF employees in with a REGULAR
employment category and is paid 100% by the employee. Additional optional family coverage is included.
In addition to Regular NAF employees entitled to military leave: Employees who serve in the National Guard or
Reserve and are called to activity duty (voluntary or involuntary) in support of a contingency operation (as
defined), who are enrolled in DoD NAF HBP coverage, are eligible to retain this coverage and either be
reimbursed or have the employee’s share of the DoD NAF HBP premiums paid for by the NAFI during the
employee’s absence while performing active military service. In addition to the employers share (NAFI), the
NAFI will pay the employee’s share of the premium for employees who meet the criteria. Employees must be
called to active duty in support of a contingency operation and must be on active duty for more than 30
consecutive days of the operation. If the employee elects to maintain coverage, the employee will is normally
placed on LWOP, unless the employee elected to be placed on annual leave or military leave. The maximum
period of eligibility for each period of active duty is 18 months. This specially does not apply to life insurance.
The employee must provide proof of qualifying service by providing a copy of written orders to the
NAF-HR, which specifically states that the employee has been called to active duty in support of contingency
operations. The employee must also sign and acknowledge a ―RESERVIST CALLED TO ACTIVE MILITARY
DUTY‖ form at NAF-HR.
SECTION S – USAF NAF RETIREMENT PLAN
Employees with Regular employment category are eligible to enroll in the USAF NAF Retirement
Plan after 12 months of AF NAF employment under a Regular employment category. This program
provides for retirement, disability and death benefits. These benefits, combined with Social Security,
will give the retired or disabled employee or eligible survivor a measure of financial security. Off
duty military (ODM) employees are not eligible to participate in the retirement program. Employees
should contact the NAF-HR at least 3 months before they plan to retire. This ensures there is
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enough time to promptly process the employee’s initial annuity payment. Refer to the Summary Plan
Description for example of retirement benefit calculations.
SECTION T – USAF NAF 401(k) SAVINGS PLAN
Employees with Regular employment category are eligible to enroll in the NAF 401(k) Savings Plan program
after 30 days of employment. This savings program allows you to automatically contribute a portion of salary
each pay period as ―pre-tax‖ contributions. Contributions can be as little as 1% and as much as 97% of your biweekly pay. You pay no federal or state income tax on your contributions until you receive a
distribution from the Plan. The Air Force will make a matching contribution to your Plan account,
on your behalf. The amount of the employer contribution depends upon the amount of your
contribution, according to the following schedule:
Employee Contribution
Employer Matching Contributions
1.0%
1.0%
2.0%
2.0%
3.0%
2.5%
4.0% or more
3.0%
To be eligible for the catch-up contribution benefit, the employee must be at least 50 years of age by 31
December of each year and be contributing the maximum allowed into the 401(k) Savings plan.
SECTION U – WORKERS’ COMPENSATION PROGRAM
Active duty military employed by NAF during off-duty hours, volunteers, and employees who are not citizens
or permanent resident of the United States (and are employed outside the United States) are NOT covered by
the workers’ compensation program for injured NAF Employee. All other employee are covered by the
workers' compensation benefits for injuries and illnesses incurred on the job and as a result of your employment.
To be eligible for benefits, you must comply with all safety and health directives and promptly report on-the-job
accidents and injuries to your supervisor. The supervisor will authorize you to seek any required medical
attention. The following information will be helpful to you if you should sustain an on-the-job injury.
Medical Treatment. You are limited to one free choice of physician. The term physician includes doctors of
medicine (MD), surgeons, podiatrists, dentists, clinical psychologists, optometrists, osteopathic practitioners, and
chiropractors. Payment for chiropractic services is limited to charges for physical examinations, related
laboratory tests, x-rays to diagnose a subluxation of the spine, an treatment consisting of manipulation of the
spine to correct a subluxation demonstrated by x-ray. Your chosen physician may refer you to another
physician. This referral must be in writing and state specifically why you are being referred. A referral is
required when:
 your chosen physician sends you for a consultation but your care does not transfer to the consulting
physician or
 your chosen physician sends you to another physician for specialized care and your care is transferred to
that specialist.
All referrals are subject to review by the NAF-HR. Without benefit of a referral, treatment received from a
different physician without prior approval or the Department of Labor may be denied. If necessary, you may
request a change from your first choice of physician. Your request must be in writing and state specifically why
you wish to make a change. You could be held responsible for the cost of treatment by an unauthorized
physician.
Subsequent appointments, consultations, therapy, etc., is non-duty time. Regular employees may use sick leave,
annual leave, or leave without pay.
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Complete medical records are imperative for evaluation of your claim and processing of charges. You must have
all physicians who examine you for your work related injury send us copies of their records and copies of any
tests performed. In cases involving follow-up treatment or disability, regular medical reports are required to
keep us up-to-date on your treatment program, medications for your accepted condition, and progress.
You must get advance approval for diagnostic tests and procedures, hospitalizations, and all surgical procedures
other than emergency surgery. (Emergency surgery is defined as any procedure that needs to be performed
promptly after the onset of a condition in order to preserve life or function of an organ or body part.) You should
have your doctor contact the NAF-HR with specific information about the test or procedure. Procedures will be
subject to review. A second opinion will be required for surgical procedures. You may be held responsible for
costs incurred as a result of unauthorized or disapproved procedures. To facilitate prompt and accurate
processing of your bills, submit copies of all bills to the NAF-HR.
You are required to notify your supervisor immediately if you are placed on any medical restrictions, are
released in a light duty status, or are given a period of total or partial disability. You must also immediately
notify your supervisor when your restrictions are changed, your disability ends, or you are returned to full duty.
If you are on disability, you should contact your supervisor about every two weeks to provide information on
your condition and status.
SECTION V - UNEMPLOYMENT INSURANCE
Upon separation or if placed in a non-pay status for 7 calendar days or more (to include LWOP), you will be
provided your notification of personnel action (AF Form 2545) and a SF-8, Notice to Federal Employee about
Unemployment Insurance. You may file a claim using your social security card, SF-8 and a copy of your
personnel action to the local state unemployment office.
SECTION W – COMMUNICATION/APPEALS AND GRIEVANCES
Employees have the right to express their dissatisfaction and give their view on matters that related to
employment and working conditions without fear of restraint, interference, treat, discrimination, or reprisal.
Resolving Employee Complaints. Under normal conditions, if you have a job-related problem, concern,
question, or complaint, you should discuss it with your supervisor. The simplest, quickest, and most satisfactory
solution often will be used at this level.
If you become dissatisfied with matters relating to your condition of employment, and you have tried to resolve
it through your chain of command and still are not satisfied you are entitled to express that dissatisfaction by
filing an appeal or grievance. Filing an appeal or grievance does not reflect unfavorably
upon either your standing in the organization or your loyalty or value to the organization.
You are free to use these procedures without fear of penalty or reprisal.
REPRESENTATION--You may be accompanied, represented, and advised by a
representative of your choice at any stage of these procedures. You must designate your
representative in writing, which can only be changed by you.
OFFICIAL TIME-- You are entitled to a reasonable amount of official time, if you request it and are
otherwise in a duty status, to prepare and present an appeal or grievance. What is reasonable depends on the
facts and circumstances of each case. If your representative is an AF employee in a duty status, the
representative is also entitled, upon request, to a reasonable amount of official time to assist or act for you in the
preparation and presentation of an appeal or grievance.
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APPEALS--An appeal is a written request to contest a removal for cause, demotion for cause, BBA, or a
demotion based on position classification. If you find it necessary to file an appeal, deliver or mail the appeal to
the NAF-HR not later than 7 days after the effective date of the action giving rise to the appeal. If the appeal is
mailed, it must be postmarked no later than 7 days after the effective date of the action. The appeal must be in
writing, signed, dated, and include:
 Your name, grade, organization, duty phone, home address, and home phone.
 The name, organization, duty phone, home address, and home phone of your representative, if any.
 A clear indication that the memorandum is a Step 1 appeal.
 A statement of the specific action giving rise to the appeal, including the date on which the action was
effective.
 A statement of your reasons for believing that the action is improper. If the action giving rise to the appeal
is a BBA or demotion based on position classification, this statement must specifically state the manner in which
the action violated regulations or procedures governing the action.
 A statement describing the specific personal relief sought, i.e., what do you want management to do?
There are three appeal levels available to you if you are dissatisfied with a lower appeal level decision. The
review levels for appeals are (1) Squadron Commander for Step 1 appeal {or Group Commander if issued
Squadron Commander is the issuing official}; (2) Installation Commander for Step 2 appeal; and (3) for regular
employees only, MAJCOM SV for a Step 3 appeal.
GRIEVANCES--A grievance means a request by an employee, or a group of employees acting collectively,
for personal relief in a matter of concern or dissatisfaction relating to the employment of the employee(s) that is
subject to the control of Air Force management. If you find it necessary to file a grievance, deliver or mail the
grievance to the NAF-HR not later than 7 days after the effective date of the action giving rise to the grievance.
If the grievance is mailed, it must be postmarked no later than 7 days after the effective date of the action. The
grievance must be in writing, signed, dated, and include:
 Your name, grade, organization, duty phone, home address, and home phone.
 The name, organization, duty phone, home address, and contact information of your representative, if any.
 A clear indication that the memorandum is a Step 1 grievance.
 A statement of the specific action or incident giving rise to the grievance, including the date on which the
incident occurred or action took effect, and the date on which you became aware of such action or incident.
 A statement of your reasons for believing that the action or incident is improper.
 A brief explanation of any attempt by you to resolve the grievance informally.
 A statement describing the specific personal relief sought, i.e., what do you want management to do?
There are three review levels available to you if you are dissatisfied with a lower review level decision. The
review levels for grievances are (1) immediate supervisor for Step 1 grievances; (2) Squadron Commander for
Step 2 grievances; and (3) Mission Support Group Commander for Step 3 grievances.
CLASSIFICATION APPEAL--A classification appeal is a written request made by an employee for a
change in the pay system, grade or pay band, series, or title of their officially assigned position. An employee
may appeal the position classification at any time. The appeal must be in writing, addressed to the NAF-HR, and
include: (1) name, mailing address, and organization of all appellants; (2) official assigned position title, series,
grade/pay band, and position number; (3) a statement clearly indicating the part of the classification with which
the employee disagrees; why the classification is inconsistent with published standards or guidelines; and the
title, series, or grade or pay band, that the employee considers correct; and (4) mailing address of the employee’s
representative, if one is designated.
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SECTION X – WHISTLEBLOWER PROTECTION
FEDERAL LAW GUARANTEES THE CONFIDENTIALITY OF THE WHISTLEBLOWER.
All employees (current and former) (hereafter in referred to as employees) and applicants are encouraged to
report violations of law, rule, or regulations; mismanagement; a gross waste of funds; an abuse of authority; or a
substantial and specific damage to public health or safety; and to file complaints of reprisal with the DoD
Inspector when such reprisals occur.
The Office of Special Counsel provides a safe channel for employees and applicants to disclose wrong doing.
Protected whistle blowing is defined as disclosing information in cases where the disclosure reasonably shows:
 A violation of any law, rule, or regulation; or
 Mismanagement, a gross waste of funds, an abuse of authority, or a substantial and specific
damage to public health or safety.
Employees and applicants may not be impeded from disclosing information to appropriate authorities.
Employees and applicants who have made protected disclosures are protected against any form reprisal.
Employees and applicants shall be free to contact any established DoD hotline for reporting fraud or
mismanagement. Supervisors will provide assurance to employees and applicants concerning protection against
reprisal. Supervisors must ensure that the confidentiality of employees and applicants making disclosures are
protected fully.
Supervisory officials who violate employees and applicants rights are subject to disciplinary or adverse actions
for misconduct.
SECTION Y – PERFORMANCE EVALUATION
As an employee, you must be aware of what is expected of you. Your supervisor should continuously monitor
your work performance and provide training and/or assistance where needed. All employees will receive a
formal annual performance evaluation from their supervisor each year.
1. ANNUAL PERFORMANCE EVALUATION: The annual performance evaluation cycle is 1 October
through 30 September of each year. At the end of the evaluation cycle, you will be advised whether or not you
are meeting the performance standards of your position. Employees who have met the performance standards
may be recommended for performance awards. Those employees not meeting their performance standards will
be advised of their performance deficiencies, needed improvements and be provided reasonable assistance and
time to improve. Failure to improve may result in reassignment, change to lower grade, or separation.
2. MID CYCLE PERFORMANCE FEEDBACK: Supervisor must conduct mid-cycle performance feedback
during the months of March or April. Additional document feedback may be conducted at any time. All
performance feedbacks are documented and made a matter of record.
SECTION Z – INCENTIVE AWARDS PROGRAM
NAF employees play an important part in the efficiency and economical operation of the activity and we believe
in recognizing them accordingly. All NAF employees may be considered for cash awards.
1. PERFORMANCE AWARDS: Performance awards are given to employees to recognize outstanding
performance of a continuing nature. These awards are normally given during the annual performance evaluation.
2. SPECIAL ACT OR SERVICE AWARDS: A special act or service award may be given to an employee for
a specific event that results in a unique contribution to the organization above and beyond the scope of assigned
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duties. The amount of the award should be determined by the savings to the organization, either in actual dollar
savings, or in intangible benefits. Only the installation commander may authorize awards in excess of $2,000.
3. ON THE SPOT CASH AWARD: A cash award may be given to an employee for a specific event that
results in a unique contribution which benefits the organization. The amount of the award may not exceed $250.
4. TIME-OFF AWARD: Time off from duty may be granted without loss of pay or charge to leave, in
recognition of superior accomplishment or other personal effort which contributed to the quality, efficiency, or
economy of operations.
5. EMPLOYEE QUARTERLY AND ANNUAL AWARD RECOGNITION: Through respective flights,
activity managers may recommend employees for quarterly and/or annual award recognition for each category.
Squadron winners go on to compete at group level.
6. ACTIVITY SPECIFIC AWARDS PROGRAMS: Many activities have their own recognition and awards
programs. Inquire with your supervisor.
SECTION AA – MAINTAINING DISCIPLINE
Hopefully, you will be a model employee while you are employed with us. However if you should experience
some conduct problems, you need to be aware of the discipline policy. Supervisors will set reasonable standards
of conduct and maintain a constructive, disciplined work environment in which you are expected to recognize
and carry out your responsibilities and comply with the standards of conduct. Disciplinary action may be taken
against an employee who violates established rules or policies. A disciplinary action is an action taken by
management to correct delinquency or misconduct. Depending on the nature and circumstances surrounding the
offense, disciplinary actions may consist of oral admonishments, written reprimands, suspensions from duty
without pay, demotion, or terminations from duty for cause. All disciplinary actions are recorded on the AF
Form 971. You may be asked to initial the AF Form 971 entry. Your initials do not indicate agreement with the
entry content, but only awareness of the entry.
SECTION BB – BUSINESS BASED ACTIONS (BBA)
Even though we plan on continued growth and expansion, the business climate may hinder our efforts to do so.
A business-based action is a reduction in employment category or pay rate, a change to lower pay band, a
furlough of eight calendar days or more, or a separation action initiated by management for non-disciplinary
reasons. It is used to adjust resources in response to reorganize, realignment of workload, elimination of duties
or responsibilities from a position, lack of funds, or from a need to be competitive with pay in the local labor
market. A BBA is not used to address a performance or conduct deficiency, or to down grade a position because
of a change in classification standards, or correction of a misclassification. Employees are affected by BBAs
only if so identified after an objective, fair and equitable ranking against other employees in the same
employment category, occupational series, grade or pay band, and in the same FSS organization. In addition,
every effort will be made to find alternate employment for you where possible. Regular employees with at least
one year of service who are involuntarily separated under this procedure are entitled to receive severance pay.
SECTION CC – TYPES OF SEPARATIONS
An employee who wishes to resign completes AF Form 2548, NAFI Request for Personnel
Action, either at the NAF-HR or at their place of employment. A forwarding address will
be required. The effective date of the action must be the last day the employee expects to
work. It is preferable if a two week notice is provided.
1. Retirement – A regular employee who joined the retirement program is eligible to retire. If you are
considering retirement under the NAF Retirement system contact the NAF-HR at least 3 months prior to your
anticipated retirement date, or earlier if possible.
a. Normal Retirement. You must be 65 years old to retire under the plan’s ―normal retirement‖
regardless of your years of credited service
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b.
Voluntary Early Retirement. The following applies:
 At least 62 years of age with 5 years of credited service.
 Be at least 60 years old with 20 years of credited service
 Be at least 55 years old with 30 years of credited service
c. Optional Early Retirement. Be at least 52 years of age with 5 years of credited service.
d. Involuntary Retirement (due to BBA). Have at least 25 years of service OR be at least 50 years old
with 20 years of credited service.
e. Delayed Retirement. To retire under the ―delayed retirement‖ provisions, the employee must be
older than age 65.
2. Resignation – An employee wishing to resign needs to complete AF Form 2548 (NAFI Request for
Personnel Action) either with your supervisor or at the NAF-HR. Be sure to include a forwarding address. The
effective date must be the last day you expected to work. Two weeks’ notice to find a replacement is
appreciated. All employees resigning are required to out process through several facilities on base using the
NAF out processing form. This will ensure that their final check and benefits are
paid and received in a timely manner. We will also provide you with an exit
interview questionnaire. While this form is voluntary, we highly encourage every
employee to take the time to complete this form.
SECTION DD – SUGGESTION PROGRAM
We encourage all employees to bring forward their suggestion and good ideas
about how we can be a better place to work or enhance our services. Employees
are encouraged to suggest improvement, which would result in tangible and
intangible benefits. Suggestion must outline a specific area for improvement,
state a workable solution, and incorporate expected benefits. Suggestions can be submitted individually or as a
team or group. Employees should submit suggestion to their supervisor using AF Form 1000, IDEA
APPLICATION. You may be eligible to win cash awards for adopted suggestions submitted to improve work
methods, efficiency, morale or any ideas, which result in savings. AFI 38-401, The Air Force Innovative
Development Through Employee Awareness (IDEA) Program).
SECTION EE -- EMPLOYEE DEVELOPMENT/TRAINING
It is Air Force policy to provide the training necessary to ensure the maximum efficiency of employees in the
performance of official duties. First-line supervisors are responsible for job induction; provide required OJT;
inform employees of self-development opportunities, and encourage participation in these activities. Selfdevelopment is the responsibility of each individual employee. Self-development is not necessarily limited to
attendance at formal training programs, but may also consist of participation in community activities where
speaking ability or human relations experience broadens one’s outlook.
You should keep informed of changes that occur in your career field, take part in selfdevelopment activities, and keep your supervisor and the NAF-HR informed of selfdevelopment accomplishments.
NAF employees are eligible for all needed training offered through base facilities, Air Force,
interagency, and non-government training for which they meet the established prerequisites if
quotas have been obtained and funds have been approved. In addition, the FSS employs a
training technician whose function is to coordinate training for all FSS employees. Because
of the variety of facilities comprising the FSS, training requirements vary with the type of job and the type of
facility. On-the-job training is, in many cases, the most effective and practical form of training offered. Your
supervisor will document all your training on your AF Form 971, Supervisor's Record of Employee.
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Contact the FSS Training Institute as they offer more than just exceptional Customer Service Training. For
example, they offer CPR/AED, AF Training Course, Basic English, Compute Based Training, FSS Initial &
Annual Training, Military Writing, Telephone and e-mail etiquette, Understanding Military Customer and
Courtesies are a short list of training opportunities. Visit the FSS Training Institute on line at
www.YokotaSupport.com.
SECTION FF -- MISCELLANEOUS
1. MyMoney: Employees have the option to view and print Leave and Earnings Statement (LES) and Federal
Tax Forms W-2 through My Money (https://nafpay.afsv.net). This website is accessible from any computer with
an internet access and is available 24 hours, 7 days a week. LES and W-2 forms will not be printed and
distributed to employees via interoffice mail or USPS mail. The NAF-HR will be available for any/all training if
you are unable to gain access to MyMoney. Visit the NAF-HR website on www.YokotaSupport.com for
instructions on how to log into this site. With the MyMoney website, employees will have the ability to:
Review LES for accuracy of payments and any deductions
View and change Federal tax withholdings (W-4)
View & print W-2s
Review and/or change mailing address
Print current and some past LES’s
Add, update, and delete allotments
Change direct deposit information
Any updated and/or changes you make using the MyMoney site are effective immediately and may impact your
pay. Employees should be careful, especially when updating tax withholdings and banking information. Many
computers are available for use throughout the base for access to MyMoney, such as the base Library or Yujo
Community Center. You will be able to access MyMoney from any computer with an internet connection, to
include any off base computer with internet access. Contact the NAF-HR if you require assistance or
instructions for access to MyMoney.
2. MY BIZ: Designed for employees, MY BIZ is a Self-Service tool which brings information from employees'
official personnel records to their fingertips, on-line, real-time, and secure (restricted to ".mil" & ".gov"
domains). MY BIZ provides employee options to update personal information and may be used to access and
view information about employment (i.e. position, personal data, salary, benefits, awards, bonuses, and
performance) and to view personnel actions. You can also use MY BIZ to update your telephone number and email address, disability codes, race and national origin (ethnicity and race identification), and foreign language
proficiency. Access MY BIZ at https:/compo.dcpds.cpms.osd.mil. For additional information, stop by the
NAF-HR office and pick up a copy of the MY BIZ handbook.
3. CHANGES IN ADDRESS, CONTACT NUMBERS or IN DIRECT DEPOSIT: It is the responsibility of
each employee to keep their supervisor and the NAF-HR informed of proper mailing address, home and
emergency telephone contact numbers. These changes must be reported to the NAF-HR, to your supervisor, and
changes made by access the MyMoney website.
4. PUNCTUALITY: It is your responsibility to report to work on time each day. Failure to arrive on time may
result in one of several actions being taken. Your supervisor will determine whether or not you will be excused
for the period of tardiness; whether you will be charged annual leave, leave without pay (LWOP), or whether
such tardiness will be charged to absence without leave (AWOL).
5. FETAL PROTECTION PROGRAM: Employees with confirmed pregnancy will inform their supervisor of
their pregnancy as soon as possible. Employees may contact the Yokota’s AB Occupational Health for
additional information and/or occupational concerns at 225-3541.
6. EXCUSED ABSENCE FOR PHYSICAL FITNESS ACTIVITIES: Excused absence for APF civilian
employees to perform physical fitness activities specifically does not apply to NAF employees.
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7. CIVILIAN ID CARDS: Employees will be issued proper documentation to obtain employee identification
card on the day of in processing. Upon resignation and out-processing, employees must relinquish these cards.
Vehicle decals must be removed from the vehicle and turned in. Failure to surrender these items may delay
final payment and your information will be reported to proper authorities.
8. PERSONNEL RECORDS: The NAF-HR maintains the only Official Personnel
Record (OPF) for each employee. All NAF employees are provided copies of each
personnel action; such as appointments, pay increases, promotions, election/change in
insurance coverage, etc. These are very important to keep, as they are a record of your
employment here at Yokota AB. Employee may review and obtain copies of their OPF
through NAF-HR. After an employee separates, the OPF is sent to the National Records
Center for long term staging.
9. SUPERVISOR’S EMPLOYEE WORK FOLDER: Your supervisor maintains a six-part folder which
consists of job related documentation such as, training, work history, performance, and your conduct during your
employment. The contents of this folder are confidential between you and your supervisor. If you desire to
review your record, ask your supervisor. Your work folder is sent to your new supervisor upon reassignment or
destroyed 60 days after separation.
10. DRESS AND APPEARANCE: Employees are expected to comply with reasonable dress and grooming
standards, based on comfort, productivity, health, safety and type of position occupied. Employees’ attire must
be in good repair and should not be considered offensive, disruptive, or unsafe. Neat, tasteful appearances
contribute to the positive impression we make on our patrons. A good, clean appearance bolsters your own poise
and self-confidence and greatly enhances the FSS image. Employees who wear standard uniforms may be
expected to comply with grooming and appearance standards for employees in similar occupations employed by
other Federal, state, or municipal governments (e.g., such as those prescribed in AFI 36-801, Uniforms for
Civilian Employees, or distinctive apparel or food service personnel furnished uniforms by management).
11. CHANGE IN DEPENDENT STATUS OR RETIREMENT FROM ACTIVE DUTY: If you are a
dependent of an active duty military member, and they separate from the military, please advise the NAF-HR so
that your records may be updated. If you are an active duty military member and you retire or separate from the
military, please advice the NAF-HR so that your records may be updated.
12. BULLETIN BOARDS: Regulations and notices affecting your employment and NAF vacancies are posted
on bulletin boards throughout the base. It is your responsibility to read them periodically.
13. CHAIN OF COMMAND: All NAF employees are required to use their line of authority (Chain of
Command) at all times. All requests must originate with the first level supervisor. Reference the attachment
section for an overall FSS organizational
chart. Commander
FSS
FSS
Commander
FSS Deputy Commander
FSS
Operations
Activity Flight
Officer
Chief
Activity Manager
Immediate
Supervisor
Employee
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14. RESPECT FOR THE FLAG: Chapter 10, Title 36, United States Code, states in part, ―….during the
ceremony of hoisting or lowering the flag, all persons present should face the flag, stand at attention and salute.
When not in uniform, men should remove the headdress with right hand holding it at the left shoulder, the hand
being over the heart. Men without hats should salute in the same manner. Women should salute by placing the
right hand over the heart….‖ Further, it is an Air Force directive that all persons and vehicles come to a complete
stop upon hearing the first note of the National Anthem or upon seeing the flag being hoisted or lowered.
15. EXECUTIVE ORDER 12953: Executive Order 12953 requires the Federal Government to be a model
employer in assisting in the establishment and enforcement of child support. As a federal employee, you have
the same rights and responsibilities under child support laws as other parents. If you need further information
about the Child Support Enforcement Program please contact the NAF-HR.
16. POLITICAL ACTIVITIES: Under the Hatch Act (and related statues and implementing regulations),
civilian employees of the Federal Government are subject to certain rules that limit their participation in political
activities. In general terms, employees must take care that such participation does not create a real or apparent
conflict of interest with the full and impartial performance of their official duties. By law, civilian employees
may not use their official authority or influence to interfere with or affect the result of an election (which
includes (a) using official titles while participating in a permitted political activity; (b) using authority to coerce
anyone into participating in a political activity; (c) solicit or receive uncompensated volunteer services from a
subordinate; and (d) solicit or discourage the participation in a political activity of anyone with official matters
before DoD), may not participate in political fundraising activities (which include (a) solicit or receive political
contributions {except under limited circumstances}; (b) allow the use of official titles in relation with political
fundraising; and (c) hosting or sponsoring a political fundraiser), may not run for partisan offices{except under
limited circumstances}, and may not participate in a permitted political activity while on duty, while in a
government office or building, or while using a government vehicle. Violation of this law could result in
severe disciplinary action or removal. If you are in doubt about the restrictions on your political activity, contact
the NAF-HR. Employees also should consult NAF-HR before accepting gifts related to permitted political
activities (such as attendance fees or meals).
17. STRIKES AGAINST THE GOVERNMENT: The Labor Management Relations Act of 1947 prohibits
strikes against the government by Federal employees.
18. VIOLENCE IN THE WORKPLACE: Violence in the workplace will not be tolerated. Acts or threats of
physical violence, including intimidation, harassment, and/or coercion, which involve or affect the mission or
property, will not be tolerated. Acts or threats of violence include conduct which is sufficiently severe, offensive,
or intimidating to alter the employment conditions, or to create a hostile, abusive, or intimidating work
environment for one or several employees. All threats or acts of violence occurring on installation premises,
regardless of the relationship between the 374 FSS and the parties involved. Violations of this policy by any
individual will lead to disciplinary action, up to and including termination and/or legal action as appropriate.
Every employee is encouraged to report incidents of threats or acts of physical violence.
19. PUBLIC RELATIONS: As an employee of a service oriented organization, you will have constant contact
with the public. Treat each customer courteously and professionally. Keep your personal life personal and do
not entertain gossip. This will ensure good relations with the public and your colleagues.
20. ALCOHOL AND DRUG ABUSE: Your decision to consume or abstain from alcoholic beverages is your
personal choice. However, if your alcohol consumption has an adverse impact on your performance or conduct
on the job, then it becomes the concern of your supervisor. If your supervisor suspects that your poor job
performance or undesirable conduct are adversely affected by abuse of alcohol or drugs, you will be referred for
professional counseling. This does not mean that it has been concluded that you have a substance problem. The
purpose of the appointment is to advise you that help is available. You are under no obligation to accept any
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assistance that might be offered after the initial interview. If there is a problem and you refuse to seek assistance,
your supervisor is then free to pursue the appropriate personnel action to deal with the poor performance or
misconduct. If you desire more information about this program, or would like to arrange for a confidential
meeting with a counselor, professional counseling is available. The base has programs in which you may attend
at your discretion. Possession or use of illegal/illicit drugs is a crime and can be the basis of disciplinary action
including removal, regardless of duty status and location. NAF employees are prohibited from possessing,
selling or using drug abuse paraphernalia on/off duty on/off the installation. Employees must refrain from illicit
drug use whether on or off duty. Performing duties under the influence of illicit drugs adversely affects personal
safety, risks damage to government property, significantly impairs day-to-day operations, and exposes sensitive
information to potential compromise. Use of illicit drugs is inconsistent with the high standards of performance,
discipline, and readiness necessary to accomplish the Air Force mission Failure to comply with this provision
may result in disciplinary action. Review the 374 AW base policies on possession and use of Saliva Divinorum,
Spice, and Zohai included as an attachment. Regardless of referral and/or treatment options chosen, the
employee remains solely responsible for his or her behavior. Employees may be subject to disciplinary action
based on the severity of their illicit drug use or prescription drug abuse.
21. AIR FORCE CIVILIAN DRUG DEMAND REDUCTION PROGRAM: AFI 44-107 established and
implements the AF Civilian Drug Demand Reduction program. To deter use of illicit drugs and to identify
employees for treatment and administrative actions, positions which have been identified as testing designated
positions are subject to random drug testing, reasonable suspicion, accident or safety mishap testing, voluntary
testing, and consent testing as part of or as a follow up to counseling or drug abuse treatment. Adherence is a
condition of employment.
22. COMPUTERS, ELECTRONIC MAIL, INTERNET AND VOICE MAIL USAGE
The 374th FSS makes every effort to provide the best available technology to those perform services, to include
computer, e-mail, internet access and voice mail. The use of these must be restricted for official business only.
All internet searches can be retrieved by the system administer and reviewed. Searches made to unauthorized
sites can be traced. Employees who consciously violate the of uses the internet or the use of electronic mail for
improper purposes may be subject to severe disciplinary actions up to and including removal. You must be
familiar with and adhere to AFI 33-100 User Responsibilities and Guidance for Information Systems.
23. CONFIDENTIALITY
Often in the course of business, you may be exposed to highly confidential information. This information may
concern the Employer (USAF), it s business, or one of our employees, or customers. Discussing sensitive
information with unauthorized individuals can do damage both professionally and personally, so we request you
avoid such discussion. Contact your manager or the NAF-HR if you hear something that concerns you.
24. NURSING MOTHERS IN THE FEDERAL EMPLOYMENT
Employees who are nursing mothers must be provided (1) a reasonable break time to express breast milk for her
nursing child for 1 year after the child's birth each time such employee has need to express milk; and (2) a place
(other than a bathroom) that is shielded from view and free from intrusion from coworkers and the public
which may be used by the employee to express breast milk. Reasonable breaks can be in conjunction with
break/meal periods already provided. The frequency of breaks to express milk as well as the duration of each
break will likely vary, according to the needs of the individual mother.
25. GOVERNMENT ISSUED CREDIT CARDS
Employees who misuse their government credit cards (include government purchase cards and/or travel cards,
APF or NAF) appropriate disciplinary/adverse action will be taken. Improper, fraudulent, abusive, or negligent
use of a government charge chard will not be tolerated and employees will be held accountable for any
infractions, regardless of dollar amount. This includes any use of government charge cards at establishments or
for purposes that are inconsistent with the official business of DoD or with applicable regulations. In addition,
civilian personnel who fail to satisfy an indebtedness arising from the use of a government travel charge card or
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those who fail to do so in a timely manner may be subject to further disciplinary/adverse action. Typical
penalties include reprimand to removal for first office to 10 day suspense to removal for further offences.
SECTION FF –US AIR FORCE CLUB MEMBERSHIP
As an employee, you can apply for USAF Club membership. The membership
program offers specials benefits. You can charge at participating facilities
worldwide and with the convenient MasterCard feature, you can charge
anywhere MasterCard is accepted. Simply fill out an application and returns the
application to an AF Club and you can begin enjoy the benefits of being a USAF
Club cardholder immediately. You will also be able to take advantage of the
monthly dining specials and events planned for members only. Here are a few
samples of Club Card Benefits:
Automatic Club dues billing to your account & Revolving credit
Reciprocal privilege at other AF Clubs & AF
with competitive rates
Catering Programs
Authorizes participation in club sponsored member-only programs AF Club Scholarship Program
Membership conveniences (monthly club Calendars with coupons
and free membership events)
ATTACHMENTS
DRAM SHOP THEORY
The DRAM Shop Theory establishes responsibility of the business or individual serving the public to insure a
patron is not allowed to consume alcoholic beverages to the point of intoxication. In the event a patron is
allowed to consume enough alcohol to lose control of his/her abilities to function normally, and the patron is
injured or is responsible for the injury of another person or property, the establishment will be held liable under
the DRAM Shop Theory.
Insure that during your shifts, you do not allow a patron you are serving to become intoxicated. If you observe a
patron who, in your professional opinion, has already consumed an intoxicating amount of alcohol, contact the
manager on duty to determine if that patron is beyond their capacity. The manager on duty will then insure the
patron is given transportation to his/her home of residence using whatever method best suits the situation.
Encourage patrons to utilize the free 225-RIDE. The program was created to reduce the number of DUI’s and
DWI’s on Yokota and provides base residence free, safe and confidential ride home simply by calling 225-RIDE.
Volunteers drive base residence home who has consumed alcohol.
ENERGY CONSERVATION
As an employee, you plan a key role inner collective effort to conserve energy. Efficient management of climate
control, building maintenance, and operation of utilities will result in tremendous energy savings with resultant
decreases in costs. You are the a building manager in the application of these energy conservation schemes.
1. Close the doors and windows when the air conditioner or heater is on.
2. Turn off unneeded lights and unplug unnecessary appliances. Turn off computer monitors when not in use.
3. Check for leaky faucets when implementing closing inspections.
ANTI-ROBBERY PROCEDURES
This procedure outlines steps which must be taken in the event of a robbery (actual or exercise) at your facility.
All assigned personnel must become thoroughly familiar with the following:
1. Remain calm! Do not resist, but give only what the robber demands.
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2. Observe the robber(s), noting significant facts, i.e., color of hair and eyes, height, weight, race, clothing,
scars, tattoos, speech (slurred, accent), and type of weapons.
3. If a duress switch is available, activate it as soon as possible, but only if it safe to do so.
4. After the robber has departed, secure the facility. Allow no one to enter/depart without permission of the
Security Police.
5. Notify co-workers and your supervisor of the incident. (Teamwork is essential at this point).
6. Notify the Security Police Desk via telephone, and relay all pertinent information to the desk sergeant. Be
sure to let the desk sergeant know if the robber has departed the facility.
7. When it is safe to do so, follow the robber(s) outside to obtain mode and direction of travel. You do not have
to do this yourself, but ensure it is done. Let the desk sergeant know this right away.
8. Secure your area. Do not allow anyone, including yourself, to touch anything the robber(s) may have
(counter tops, lights, doors, etc.)
9. Get names and addresses of all possible witnesses. Write them down!
10. Do not discuss this incident with anyone except the Security Police or other investigating agency.
NATURAL DISASTER
1. The guidance provided below is furnished to prepare you for an orderly reaction in the event Yokota is
subjected to a typhoon or an earthquake.
a. Prior to typhoon season, insure you have emergency equipment and supplies on hand; you should always
have supplies on hand in the event of an earthquake.
b. Building custodians will serve as personnel supervisors for their building if it is selected as a shelter area.
c. Should a typhoon be imminent, you will be told where and how to contact NAF-HR. All evacuated
employees will be required to contact the NAF-HR upon arrival at the evacuation site.
d. After the natural disaster has passed, employees will either be placed on administrative leave or told
where to report for duty. Employees may be detailed into any position at this time.
2. The following checklist is provided to inform all employees of the responsibilities required during typhoon
conditions:
a. Condition 4 (normally 72 hours prior to the forecast arrival of 50 knots or higher winds): On receipt of
this announcement, conduct a general clean up and remove all debris, signs, antennas, etc., and store in the
building. Move all portable essential equipment from temporary to permanent type buildings. Obtain the
necessary typhoon supplies.
b. Condition 3 (normally 48 hours prior to the forecast arrival of 50 knots or higher winds): On receipt of
this announcement, secure all buildings. All outside doors will be tested to insure that they can be fastened.
Those that cannot be fastened will have the locks repaired or the door will be securely nailed to prevent
damage. Turn off electricity in unoccupied buildings and reduce usage of electricity to a minimum in those
buildings being occupied.
c. Condition 2 (normally 24 hours prior to the forecast arrival of 50 knots or higher winds): On receipt of
this announcement, move office equipment, records, and other objects to the center of the floor away from
the windows. Equipment subject to damage will be elevated from the floor. Securely close and lock, if
possible, all desks and cabinet drawers. Ensure you have sufficient money and important documents are
handy in case of evacuation.
d. Condition 1 (normally 12 hours prior to the forecast arrival of 50 knots or higher winds): Be sure all
high value items have been moved to the center of your quarters. You may want to tape your windows if
winds are expected to exceed 100 knots.
When it is announced that all is clear, personnel will return to their duty stations. In the event of an earthquake,
keep the following safety rules in mind:
1. Do not panic. Keep calm and ride it out.
2. If indoors, stay inside and take shelter under a desk, table, bench, doorway, hall, or against inside walls.
3. Do not use candles, matches, or other open flames; try to put out any fires quickly.
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4. If outside when the earthquake occurs, move away from buildings and utility wires. Lay on the ground
until the shaking stops.
5. If you are in a moving car, stop as quickly as safety will allow and lie on the floor.
6. Visually check your utilities, but do not turn them on.
7. If you smell gas, open the windows and shut off the main valve. Report the leakage to the proper
authorities.
8. Shut off main water valve if the pipes are damaged.
9. Shut off electrical current at meter box if your electrical wiring is shorting out.
10. Tune your radio to FEN/AFN for the latest emergency bulletins.
11. Stay out of severely damaged buildings as the aftershocks may cause them to collapse.
FIRE PROTECTION
As a NAF employee, it is essential that you enforce safe smoking habits and ensure that smoking is permitted
only in safe and designated smoking areas. Make sure that receptacles are provided and used in areas where
smoking is permitted. Make close inspections at the end of each tour of duty to ensure areas are left in fire-free
condition. You should be very familiar with the fire fighting apparatus located in your immediate work area.
When a fire occurs or is discovered, the Base Fire Department will be immediately notified by the most
expeditious means available. In all instances keep calm, speak clearly and answer all questions asked by the fire
dispatcher. Even if you smell smoke, do not hesitate. Report it immediately. Do not hang up the phone until
told to do so. One or more of the following methods may report fire:
1. Using an administrative telephone:
a. Lift receiver; insure a dial tone is heard.
b. Dial 911
c. Give building number.
d. Give facility title. For example, bowling
Center, Library, etc.
e. Tell where fire is burning. For example, kitchen, office, f. Tell what is burning. For example,
etc.
grease, curtains, etc.
g. Give your name to the fire dispatcher
2. To report a fire from any manual fire alarm box, pull trip handle to activate the alarm.
3. Three steps in reporting a fire or smell of smoke are as follows:
a. Evacuate facility by pulling the pull station located at b. Call fire department by dialing 911 from
exits.
an on base phone.
c. Have someone direct fire fighters to the scene.
4. All fires regardless of size, nature or whether they have been extinguished will be immediately reported to
the fire department for further investigation and record.
GROUND SAFETY
It is a well-known conclusion that mishaps are invariably caused by failure of a person to perform in a safely
oriented manner, or by exposure to unsafe surroundings. Although the activity manager is the ―key person‖ of
any mishap prevention effort, the safety program involves everyone. If you should see an existing or potential
hazardous condition, act, or procedure, you should:
1. Identify same to your supervisor for possible immediate action; or,
2. Submit AF Form 457, USAF Hazard Report, to your supervisor. These forms are available on the bulletin
board in your activity. Follow instructions on the form folder. Reports may be submitted anonymously.
Here are 10 safety rules that can be universally applied to eliminate mishaps, increase production, and make your
activity a better place to work.
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1. Follow instructions. Don’t take chances. If you don’t 2. Correct or report unsafe conditions.
know, ask.
3. Help keep everything clean and orderly.
4. Use the right tools and equipment for the job.
5. Report all injuries. Get first aid promptly.
6. Use the prescribed protective equipment. Wear
safe clothing.
7. Use, adjust or repair equipment only when authorized.
8. Pay attention to your task at hand. Don’t be
distracted or distract others.
9. When lifting, bend your knees, not your back. Get help 10. Comply with all safety rules. Heed safety signs
for heavy or awkward loads.
BOMB THREAT PROCEDURES
1. Should you receive a bomb threat, the most important action to remember is to remain calm. Immediately upon
receiving such a call, notify the Security Police desk at 225-7227. If possible, have another person report the call,
using another phone while the call is taking place.
2. Abusive or Obscene Calls. Immediately report such a call to Security Police at ext 225-7227.
3. Checklist: Quickly obtain a writing pad to make appropriate notes:
a. Exact initial words of caller.
b. Specific questions for a bomb threat. Answer exactly as spoken by the caller:
(1) Where is the bomb?
(2) Do you know there are innocent personnel in the building who might be killed?
(3) What time is the bomb set to go off?
(4) Exact closing words of the caller.
(5) Time caller hung up.
(6) Description of voices of caller.
(a) Voice recognition (familiar or unfamiliar)
(e) Accent or any speech impediment
(b) Gender (male/female)
(g) Who did it remind you of?
(c) Approximate age (young age/middle age/elder age)
(h) background noises
(d) Pitch of voice – high or low
(7) Time, date, location, address (building and room #), phone number on which call was received.
4. Request a fellow employee or a responsible patron in the facility to evacuate the building and room.
5. During evacuation, it is your responsibility to visually search the area. If any unusual object is found, do not
touch it. Report it to the Security Police or the on-scene commander at the entry control point.
6. Fire evacuation procedures may be used except the electrical lights will not be turned off and doors to offices
should be left open, if possible.
STANDARDS OF CONDUCT
Air force personnel, on or off duty, are expected to conduct themselves in a lawful manner; to observe the spirit as
well as the letter of the laws and regulations governing conduct; and to refrain from private activities which would
place them in a position where there is a conflict or an appearance of a conflict between public interest of the United
States and their private interests.
The following prohibitions apply to NAF employees (DoD DIRECTIVE
5500.7/DoD Joint Ethics Regulations (JER):
(1) Air Force personnel must not engage in any private business or professional activity or have any direct or
indirect financial interest which would place them in a position where there is a conflict between their private
interests and the public interests of the United States, particularly those related to their duties and responsibilities as
Air Force personnel.
(2) Air Force personnel must not engage in any private business or professional activity or enter any financial
transaction which involves the direct or indirect use or the appearance of use, of inside information gained through
- 34 -
an Air Force position, or use their Air Force positions in any way to induce or coerce any person to further private
interest or for private gain for themselves or another person or entity.
(3) Air Force personnel will not engage in any criminal, infamous, dishonest, immoral, or disgraceful conduct, or
knowing do anything to affect the confidence of the general public in the integrity of the United States Government.
(4) If after reading the above, you wish further explanation, the provisions can be explained to you by a member
of the NAF Personnel Office.
*****
PRINCIPLES OF ETHICAL CONDUCT
(5 CFR 2635)
The following general principles apply to every employee:
(1) Public service is a public trust, requiring employees to place loyalty to the Constitution, the laws and ethical
principles above private gain.
(2) Employees shall not hold financial interests that conflict with the conscientious performance of duty.
(3) Employees shall not engage in financial transactions using nonpublic Government information or allow the
improper use of such information to further any private interest.
(4) An employee shall not, except as permitted, solicit or accept any gift or other item or monetary value from any
person or entity seeking official action from, doing business with, or conducting activities regulated by the
employee’s agency, or whose interests may be substantially affected by the performance or nonperformance of the
employee’s duties.
(5) Employees shall put forth honest effort in the performance of their duties.
(6) Employees shall not knowingly make unauthorized commitments or promises of any kind purporting to bind
the Government.
(7) Employees shall not use public office for private gain.
(8) Employees shall act impartially and not give preferential treatment to any private organization or individual.
(9) Employees shall protect and conserve Federal property and shall not use it for other than authorized activities.
(10) Employees shall not engage in outside employment or activities, including seeking or negotiating for
employment that conflict with official Government duties and responsibilities.
(11) Employees shall disclose waste, fraud, abuse, and corruption to appropriate authorities.
(12) Employees shall satisfy in good faith their obligations as citizens, including all just financial obligations,
especially those—such as Federal, Stated, or local offices—that are imposed by law.
(13) Employees shall adhere to all laws and regulations that provide equal opportunity for all Americans regardless
of race, color.
(14) Employees shall endeavor to avoid any actions creating the appearance that they are violating the law or the
ethical standards set forth in this part. Whether particular circumstances create an appearance that the law or these
standards have been violated shall be determined from the perspective of a reasonable person with knowledge of the
relevant facts, religion, sex, national origin, age, or handicap.
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374 AW/CC BASE POLICIES
ALL YOKOTA AIR BASE PERSONNEL
FROM: 374 AW/CC
SUBJECT: Order Prohibiting Possession and Use of Saliva Divinorum, Spice, and Zohai.
All Yokota Air Base military personnel (permanent party and temporary duty), SOFA-status dependents, DoD
civilians, DoD-invited contractors, as well as visitors to the installation are prohibited from possession or using
Salvia Divinormum, Spice, or Zahoai in any form. Violations of this order will result in discipline under
applicable regulations and may result in punitive actions to violators.
The following substances are prohibited on Yokota AB:
Salvia Divinorum (also known as ―Sally D‖ and ―Magic Mint‖) is a psychoactive hallucinogenic plant sold by
commercial sources.
Spice (including Golf Spice) and Zohai are also products sold by commercial sources. They can include a mixture of
hers with psychoactive effects.
EMPLOYEE RIGHTS AND RESPONSIBILITIES
CODE OF ETHICS FOR GOVERNMENT EMPLOYEES
(Public Law 96-303)
On 11 July 1958, the Congress of the United States established the following code of Ethics for Government
Employees:
1. Put loyalty to the highest moral principles and to country above loyalty to persons, party or Government
department.
2. Uphold the Constitution, laws, and legal regulations of the United States and of all governments therein and
never are a party to their evasion.
3. Give a full day’s labor for a full day’s pay, giving to the performance of your duties your earnest effort and
best thought.
4. Seek to find and employ more efficient and economical ways of getting tasks accomplished.
5. Never discriminate unfairly by dispensing special favors or privileges to anyone, whether for remuneration or
not; and never accept, for yourself or your family, favors or benefits under circumstances which might be
construed by reasonable persons as influencing the performance of your governmental duties.
6. Make no private promises of any kind binding upon the duties of office, since a Government employee has no
private work that can be binding on public duty.
7. Engage in no business with the Government, either directly or indirectly, which is inconsistent with the
conscientious performance of your governmental duties.
8. Never use any information coming to you confidentially in the performance of governmental duties as a
means for making private profit.
9. Expose corruption wherever discovered.
10. Uphold these principles, ever conscious that public office is a public trust.
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Activities at Yokota AB
Did you know that you can use many of the facilities at Yokota AB? IAW Air Force
Instruction 34-262 states all Department of Defense (DoD) Civilians and their family
members are entitled to use most of the MWR establishments. Following is a list of FSS
facilities that are available for use by civilian employees, although some are available on a
space available or limited basis. Recreation facilities are available to dependants and guests
of civilian employees as well. Additional information at www.YokotaSupport.com.
374 FSS Directory
ACTIVITY
Airman and Family Readiness Center
Arts & Crafts Center
Administration
Sales Store
Frame Shop
Plaque Shop
Photo Studio
Ceramics
Wood Shop
Auto Hobby Center
Bowling Center (Tomodachi Lanes)
Child Development Center-Yume (West side)
Child Development Center-Kibo (East side)
Civilian Personnel
Community Centers-Airmen’s Center
Community Centers (Taiyo Community Center)
Community Centers (Yujo Community Center)
Education (Force Development Flight)
Enlisted Club
Family Chile Care Office
Fitness Center (Samurai Fitness Center)
Flight Training Center (Aero Club)
Golf Course (Par 3)
Golf Course (Tama Hills)
NAF-HR (Human Resources Office)
Information, Tickets, and Travel
Kanto Lodge (AF Inns)
Library
Officers’ Club
Outdoor Recreation/Equipment Rental
Pet Care Center
Pools (Natatorium-indoor)
Pools (Sakana-outdoor)
School Age Programs
Tama Hills Recreation Area
Teen Center
Thrift Shop (Taiyo Community Center)
FSS Training Institute
FSS Vehicle Operations
Veterinary Clinic
Youth Center
PHONE
225-8725
225-9044
225-7177
225-7837
225-7830
225-6444
225-8133
225-8321
225-7830
225-7623
225-7191
225-8810
225-8860
225-3901
225-7713
225-6955
225-7713
225-7337
227-8820
225-8192
225-8889
225-8988
225-8815
224-3426
225-3902
227-7083
224-2000
225-7490
225-8526
225-4552
225-8906
225-6133
225-7246
225-6397
224-3421
225-6793
225-8296
225-8105
225-7720
225-4363
225-7422
BLDG
535
334
4086
1213
3015
1592
316
327
3260
327
316
2006
3001
689 (Annex 665)
4304
4010
316
327
15
617
31
564
4066
4338
3263
3528
4313
3260
316
1290
4145-C
1591
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BLANK PAGE
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374TH FSS ORGANIZATIONAL CHART
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YOUR RIGHTS UNDER FMLA POSTER
41
YOUR RIGHTS UNDER FMLA POSTER (NAF)
42
POLITICAL ACTIVITY DO’S AND DON’TS FOR FEDERAL EMPLOYEES
May be candidates for public office in nonpartisan
elections
May assist in voter registration drives
May contribute money to political organizations
May attend and be active at political rallies and
meetings
May sign nominating petitions
May campaign for or against candidates in partisan
elections
May distribute campaign literature in partisan elections
May register and vote as you choose
May express opinions about candidates and issues
May attend political fundraising functions
May join and be an active member of a political
party or club
May campaign for or against referendum questions,
constitutional amendments, municipal ordinances
May make campaign speeches for candidates in
partisan elections
May hold office in political clubs or parties
May not knowingly solicit or discourage the political activity of
any person who has business before the agency
May not engage in political activity in any government office
May not collect political contributions unless both individuals
are members of the same federal labor organization or employee
organization and the one solicited is not a subordinate employee
May not engage in political activity while using a government
vehicle
May not be candidates for public office in partisan elections
For additional information, contact the NAF-HR.
May not engage in political activity while
on duty
May not use your official authority or
influence to interfere with an election
May not engage in political activity while
wearing an official uniform
May not solicit political contributions from
the general public
NOTICE TO ALL CURRENT AND PROSPECTIVE AIR FORCE NAF EMPLOYEES REGARDING
CHILD SUPPORT
Executive Order 12953, 17 February 1995, requires the Federal Government to be a model employer in the
establishment and enforcement of child support. It also encourages voluntary compliance with child support
orders and cooperation with requests for information or assistance. As a federal employee, you have the same
rights and responsibilities under child support laws as other parents.
If you need help in establishing or enforcing a child support order, your state’s Child Support Enforcement (CSE)
Agency can help. The attached fact sheets contain information on CSE services and steps in establishing
paternity and collecting child support. You can obtain additional information through your local CSE office.
Check your telephone directory for the local social services agency listing or call the state CSE Agency listed on
attachments to this notice.
If you owe child support, keep your payments current. A convenient way is to have the payment withheld from
your wages and automatically sent to the collecting authority. Your local payroll office or the NAF-HR office
can give more information on establishing a payroll allotment.
Federal wages can be garnished to enforce a legal obligation to provide child support payments. Federal
personnel records are regularly cross-matched with records of persons who owe child support. For more
information, contact a NAF-HR representative or contact CSE for the Handbook on Child Support Enforcement.
Free single copies can be requested from Department 533B, GSA Consumer Information Center, Pueblo,
Colorado 81009.
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CHANGES IN EMPLOYMENT PROCEDURES
The information contained in this employee handbook may be changed when 374 FSS, 374 AW, PACAF,
USAF, or DoD deems necessary to change or add a policy or regulation. While it is our intention to provide you
with advance notice of any changes, it may not always be possible. To be sure you are up to date with
employment information and procedures, stay in close communication with your supervisor and look for changes
posted on your employee bulletin board.
Tell us how we’re doing!
Submit an online comment card at: http://ice.disa.mil/
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MY NOTES
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