Member Reference

Collective Bargaining Agreement

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Official Reference

2024 AFGE TSA Council 100 and TSA Collective Bargaining Agreement

Effective Date: May 24, 2024

Note: The contract language below is displayed from the official CBA text. It is not summarized or rewritten.

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ARTICLE 22: PROCESS FOR WORK STATUS CHANGE FROM FULL-TIME TO PART-TIME AND VICE VERSA

Official CBA pages 96-99

Official CBA Page 96

ARTICLE 22: PROCESS FOR WORK STATUS CHANGE FROM FULL-TIME TO

PART-TIME AND VICE VERSA

A. PURPOSE: The Parties recognize the value of a process that allows bargaining unit

employees the opportunity to change their work status from full-time to part-time and vice

versa. This Article allows bargaining unit employees flexibility to balance work life

obligations and career interests consistent with mission requirements. This Article addresses

the process for work status changes from full-time to part-time and vice versa.

B. DEFINITIONS:

1. Entry on Duty Date (EOD): For the purposes of this Article, the date the bargaining unit

employee began employment with TSA (in a position within the bargaining unit) as

reflected by the effective date on the bargaining unit employee’s Notification of

Personnel Action, Standard Form 50 (SF-50).

2. Full-Time (FT) Employment: Work schedules consisting of eighty (80) hours per pay

period as defined by TSA policy.

3. Part-Time (PT) Employment: Work schedules consisting of thirty-two (32) hours or less

per week (sixty-four (64) hours or less per pay period) as defined by TSA policy.

4. Seniority: For the purposes of this Article, seniority is defined as the bargaining unit

employee’s Entry on Duty date (EOD). If bargaining unit employees have identical

EODs, the following tiebreakers will be used:

a. The Service Computation Date (SCD) will be used as the first tiebreaker.

b. Any ties remaining after the application of the above process will be resolved by a

randomizer, such as www.random.org.

5. Service Computation Date (SCD): The date, either actual or constructed by crediting

service, used to determine annual leave that is based on how long the bargaining unit

employee has been in the Federal service. For a bargaining unit employee with no prior

creditable civilian or military service, the SCD is the effective date of the bargaining unit

employee’s first Federal civilian appointment.

C. RESPONSIBILITIES:

1. Management is responsible for communicating (e.g., electronically, on official bulletin

boards, and in briefings) work status change opportunities as described in this Article.

Management should make such communications over more than one medium.

2. Management at each airport will inform part-time bargaining unit employees of the

process for converting from part-time to full-time when hired as part of the orientation

process and twice per year electronically.

Official CBA Page 97

3. Bargaining unit employees are responsible for following the requirements of this Article

and advising the designated management point of contact (POC) in writing of their

interest in work status changes from full-time to part-time and vice versa. Management

is responsible for timely confirming receipt of the bargaining unit employee’s request.

4. Information on Impact of Work Status Change from Full-Time to Part-Time:

Management will make a fact sheet informing bargaining unit employees of the general

impact of the work status change from full-time to part-time available on TSA’s intranet

and will provide a copy to the bargaining unit employee upon request.

5. Information on Impact of Work Status Change from Part-Time to Full-Time :

Management will make a fact sheet informing bargaining unit employees of the general

impact of the work status change from part-time to full-time available on TSA’s intranet

and will provide a copy to the bargaining unit employee upon request.

D. WORK STATUS CHANGE FROM PART-TIME TO FULL-TIME:

1. The bargaining unit employee must not have an unsatisfactory performance rating during

their most recent performance period.

2. [Blank] The Parties did not agree to this provision.

3. The bargaining unit employee must not have received an adverse action within the

previous six (6) months.

4. Bargaining unit employees are not eligible for a work status change while on suspension

or administrative leave.

5. The bargaining unit employee, including a bargaining unit employee on 50% official

time, must be in a full duty status. If on limited or light duty, the bargaining unit employee

must have documentation indicating a return to full duty within thirty (30) days of the

effective date of the change of status.

6. Voluntary conversions from part-time employment to full-time employment shall be

filled by seniority.

7. When a full-time position becomes available, TSA management will adhere to the

following procedure:

a. Management will maintain a list of part-time bargaining unit employees who have

submitted a written request for work status change to full-time (“PT to FT List”).

b. Bargaining unit employees may submit such written request to be added or removed

from the list at any time.

Official CBA Page 98

c. Management will contact and select eligible part-time bargaining unit employees by

seniority until such full-time positions are filled.

d. If Management makes an exception to selection by seniority based on a bona fide

occupational qualification (e.g., gender), Management will notify, in writing, the

bargaining unit employee(s) who was not selected with the reason for the non-

selection. Management will include the following statement in the written notice:

“You may seek representation regarding this denial with your local Union

representative.”

e. The filling of positions in this manner shall alternate with the procedures set forth for

bargaining unit employees seeking transfer (one-in/one-out) in accordance with

Article 23: Transfer Policy, Section E.7.

8. To accomplish temporary work schedule changes, the Agency will solicit volunteers who

wish to increase their part-time hours. Volunteers will be selected in order of seniority. If

too few bargaining unit employees volunteer, management will select bargaining unit

employees using inverse seniority order. The Parties understand that TSA Policy limits

temporary work schedule changes to a maximum of thirteen (13) consecutive pay

periods. Temporary work schedule changes will not be used to circumvent filling a full-

time position.

a. Management will provide the bargaining unit employee with the expected number of

pay periods the temporary work schedule will last, as well as the initial assigned shift

at the time of solicitation. A temporary schedule change agreement will include, but

not be limited to, the number of hours per biweekly pay period, the maximum number

of pay periods, and the effective beginning and expected end dates of the temporary

work schedule change.

b. Any volunteer under this section may request approval to return to their previous

work schedule and tour of duty any time before the end date of the temporary work

schedule. Management will respond to the volunteer’s request within fourteen (14)

days of the date of the request. The request may be approved or disapproved by

management based on the operational needs of the airport. If approved, management

will provide the end date of the temporary work schedule. If management approves

the volunteer’s request to end the temporary work schedule early, management may

select bargaining unit employee(s) using inverse seniority order to work the

remainder of the temporary work schedule.

E. WORK STATUS CHANGE FROM FULL-TIME TO PART-TIME:

1. When requested by the bargaining unit employee, voluntary conversion from full-time

employment to part-time employment shall be authorized when approved by

management. This conversion does not require a posted available position.

2. Bargaining unit employees’ requests for permanent work status changes from full-time

Official CBA Page 99

to part-time will be submitted in accordance with Section C.3 of this Article.

Management will process the requests on a case-by-case basis.

3. Temporary voluntary conversions with the bargaining unit employees returning to full-

time status may be authorized by management in order to address personal needs of the

bargaining unit employees.

a. A temporary schedule change agreement will include, but not be limited to, the

number of hours per biweekly pay period, the maximum number of pay periods, and

the effective beginning and expected end dates of the temporary work schedule

change.

b. Any volunteer under this section may request approval to return to their previous

work schedule and tour of duty any time before the end date of the temporary work

schedule. The request may be approved or disapproved by management based on the

operational needs of the airport.

4. Prior to a bargaining unit employee accepting conversion to part-time status,

management will advise the bargaining unit employee in writing regarding the general

effects of converting to part-time employment as it relates to bargaining unit employee

benefits. The Parties understand that in accordance with TSA Policy, a permanent part-

time bargaining unit employee receives a full year of service credit for each calendar year

worked (regardless of tour of duty) for the purpose of computing service for retention,

retirement, completion of trial period, and leave category rate.

F. DOCUMENTATION OF WORK STATUS CHANGE:

1. The Parties understand that, in accordance with TSA Policy, management or

management’s designee will process and document work status changes through

personnel actions reflected on the Notification of Personnel Action, SF-50.

2. Management will notify the AFGE Local President or designee, in writing, of bargaining

unit employee(s) who converted from full-time to part-time or vice versa within a pay

period after the conversion(s) occurred.

3. Upon execution of this Agreement, management will provide the AFGE Local President

or designee with the list described in Section D.7.a of this Article, and will provide a new

copy of the list, upon request, but no more than once per pay period.

4. MEMBERS OF UNIFORMED SERVICES: The Parties understand a bargaining unit

employee in the uniformed services who submits a request for change of status under this

Article, and is subsequently deployed when their name is up for status change, will be

granted that change upon return from their deployment consistent with law.

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