Attachment 16 - Logistical Support for Europe.pdf

FA5641-21-R-0001

Attachment 16

United States Air Forces in Europe

United States Air Forces Africa

(USAFE-AFAFRICA)

Air Base Air Defense (ABAD)

Indefinite Delivery/Indefinite Quantity (ID/IQ)

Logistical Support for Europe

30 Dec 2020

1 GENERAL. Logistical support will be provided to contractor and subcontractor employees as outlined in this attachment. The support is based on pertinent Federal regulations, treaties, and guidelines issued by government oversight organizations within the USAFRICOM (United States Africa Command) - USEUCOM (United States European Command) AOR (Area Of Responsibility).

This attachment is designed to adhere to Host Nation laws and regulations regarding the stationing of U.S. forces in their respective countries. If there is a conflict between this agreement and the laws, regulations, or decisions of the host country, the host nation rules will apply and supersedes the relevant area (as determined by the COR) in this attachment only. Support for contractor employees who have qualified and received Technical Expert Accreditation Status (TESA) by the Director of Contract Personnel (DOCPER) and the German State Land Authority in accordance with Article 73 of the Supplemental Agreement to the NATO Status of Forces Agreement in Germany and USAREUR Regulation 600-700, will be different than support for non-TESA contractor employees.

1.1 Grade Equivalency Ratings. The Contractor personnel are authorized General Schedule Equivalency (GSE) ratings for determining logistical support privileges and allowances. The Contractor may designate up to 5% or their personnel per site (I.e. Ramstein or Spangdalem) as managers/supervisors, these personnel will be designated as GSE- 13 with a step 5 grading. All other Contractor personnel will be designated as GSE-12 (GS-12 Equivalent) with step 5 grading.

2 LOGISTICAL SUPPORT. The US Government will provide logistical support to eligible Contractor employees, spouses and family members as identified in the following paragraphs.

2.1 Logistical Support Privileges. Logistical support is subject to local rules and regulations as well as authorization of the Garrison Commander or Base Support Commander. If available and authorized by the Commander the privileges listed below are allowed by the contract to SOFA approved contractors in the European AOR. These privileges may be revoke, all or in part, if misused.

2.2 Commissary including rationed items Military Exchange including rationed items Military Banking and Credit Union Facilities Military Postal Service Dining facilities Mortuary Service Officer or enlisted clubs Transient Billets Customs Exemption Legal Assistance POV (privately owned vehicle) Registration Purchase of POL (petroleum and oil products Driver Licensing Pet Registration and Control Morale/Welfare Recreation Services Armed Forces Recreation Facilities Army Continuing Education Services Passport Services Government (non-tactical) transportation for official contract requirements Medical Services on a space-available, cost-reimbursable basis NATO Status of Forces Agreement Stamp/documentation (Germany Only).

2.3 Overseas Allowances. In addition to the privileges listed above, the Contract allows for several allowances consequent to residing and working overseas to be reimbursed by the Government.

These allowances, like the privileges, are only authorized for Contractor employees who have attained SOFA status. These allowances only consider expenses establishing Contractor employees at the contract place of performance, maintaining the employee while there, and repatriating the employee when finished. With the exception of travel and shipment of household items (to include POV) to/from CONUS location, only costs incurred at the contract place of performance will be considered.

3 RELOCATION ALLOWANCES. Relocation Allowances include travel for employee to include family members and shipment of household goods and POV. The allowances in this section must be utilized at the time the Contractor employee is located to the contract place of performance. In order for a relocation to be considered allowable (reimbursable) the move must meet the “50 mile rule” as defined by the IRS and JTR. Post–award the Contractor shall provide their policies in regards to these allowances for incorporation into this attachment.

3.1 Overarching Guidance. The Contractor will manage relocations to meet the following requirements:

3.1.1 The number of relocations that occur during the life of this contract shall not exceed the number of mandatory FTE’s authorized upon contract award or later exercised as a new or optional requirement.

3.1.2 The individual components of the relocation (i.e. allowable weight of household goods, number of POV’s authorized shipment...etc.) shall not exceed that which a Government civilian is authorized.

3.1.3 Relocation allowance is based upon the cost to move a Contractor employee from their CONUS place of hire to the contract place of performance. Should the Contractor employee be hired in an OCONUS area then the cost may not exceed that of moving like employee (and family unit) from the Contractor’s corporate headquarters to the contract place of performance.

3.1.4 Travel time from the Contractor employee place of hire is not an allowable direct cost as performance does not start until after arrival at the contract place of performance.

3.2 Minimum Requirements. The Government requires the Contractor’s relocation package to contain the following components as a minimum:

3.2.1 Transportation for the employee and dependent family members.

3.2.2 Shipment of one Privately Owned Vehicle (POV).

3.2.3 Shipment of 12,000lbs of Household Goods to include up to 60 days temporary storage if necessary

3.2.4 Insurance cost of shipped POV and HHG.

3.2.5 The Government will not have any liability for damage to a shipped POV and HHG other than the insurance premium for such shipments. The Contractor may exceed these allowances provided they stay within FTR/JTR authorizations

3.3 Relocation costs shall not exceed $30,000 per employee, per move, to the extent that funds are available. The contractor shall obtain COR approval prior to initiating contractor employee relocations for which the contractor will seek reimbursement to ensure adequate funds are available. Relocation costs include employee and dependent travel, transportation of household goods, and temporary quarters subsistence allowance.

It does not include any sort of cost of living allowance or post differential. The contractor shall provide all receipts for items costing over $75.00 when the invoice is submitted.

3.4 All employees that receive a relocation allowance shall remain on the contract for a minimum of two years, or the Contractor shall pay relocation costs for that employee’s replacement.

4 DEPENDENT EDUCATION ALLOWANCE

4.1 Education allowance is an allowance to assist a contractor employee in meeting the extraordinary and necessary expenses incurred by a contractor employee by reason of service in a foreign area, not otherwise compensated for, in providing adequate elementary and secondary education for dependent children. The education allowance is designed to assist in defraying those costs necessary to obtain educational services which are ordinarily provided without charge by the public schools in the United States. Except as noted in this section, the DSSR section 270 will be used to govern Education Allowances.

4.2 The Government will reimburse the contractor for Minor Dependent Tuition, as limited by FAR 31.205-46 and the Department of State Standardize Regulations sections 120 and 270.

4.3 An employee has freedom of choice in school selection to include homeschooling with reimbursement up to the rate cited by the Department of Defense Dependent Schools (DoDDS)

– Europe or for homeschooling the DSSR section 274.11.b.

4.4 Government personnel go through a mandatory screening process to determine if the requirements of children with special needs can be met by the local DoDDS facility and staff;

however, no such mandatory process exists for the dependents of Contractor employees. It is incumbent upon the Contractor to determine if the special needs of the dependents of their employees can be met. The Government will not be liable or reimburse any expense above that which DoDDS publishes for basic tuition.

4.5 Education Allowances are only allowable for dependent children who reside with the Contractor Employee at the contract place of performance.

4.6 Minor Dependent Tuition will be reimbursed for no more than 20 minor dependents per year, to the extent that funds are available. If the positions are approved for TESA or SOFA status, minor dependents may be eligible to attend Department of Defense Dependents Schools on a space-available, tuition-paying basis (with tuition to be reimbursed under this contract).

5 CONTRACTOR EMPLOYEE DOCPER AND GERMAN TESA AND ITALIAN TR

APPROVAL DOCPER. (Department of Defense Contractor Personnel Office) is responsible for receiving, evaluating and approving contractor employment applications before turning those applications over to the German and Italian Governments for final approval. Employees receiving a TESA (Technical Expert) or TR (Technical Representative) approval will be allowed to work in Germany or Italy. The contractor PM is responsible for ensuring that contractor employees not receiving TESA or TR approval are legally able to work in Germany or Italy (i.e. work permit).

The Government will not become a party to any contractor or contract employee residence or tax issue.

5.1 The Contractor is responsible for submitting TESA and TR employee applications through the COR for review and approval prior to submission to DOCPER for approval IAW the PWS.

5.2 The requirement for contractor personnel to secure and maintain Secret, Top Secret, and Compartmented security clearances does not guarantee that the German Government will grant a TESA/TR in accordance with Article 73 of the United States and Germany Status Of Forces Agreement (US/GE SOFA).

5.3 Reassignment or re-designation of TESA approved employees by the contractor must be approved by the COR and DOCPER.

5.4 The SOFA process for on-boarding contractor personnel in Belgium is significantly different than the TESA/TR process, and the Government will assist the contractor in coordination with this.