Affiliated with the American Federation of Government Employees (AFGE), we are comprised of 40 HUD Locals throughout the U.S. Members elect delegates and the Council Executive Board meets monthly to set our direction/priorities.

Legislation Tracker

This news tracker holds legislation that affects all of us as HUD employees and as Federal employees.
- Find your Senator
- Find your House Representative
- Find, review and easily sign up for e:alerts on bills at Congress.gov
DO NOT contact congress on duty time or use agency equipment!

Fed Employee Buyout Boost

S-1888 - Senate bill increases standard buyout to $40,000 government-wide. $25,000 was set in 1990s. Bipartisan measure approved without objection, no counterpart bill offered.

10/2017 congress.govRead More
Official Union Time

H.R. 1293 - Would amend Title 5, United States Code, to require that the office of Personnel Management submit an annual report to Congress relating to the use of official time by Federal employees. Click "Read More" and sign up for alerts on this bill.
Update: 10/05/2017 Placed on Senate Legislative Calendar

05/2017 congress.govRead More
Stop Wasteful Federal Bonuses Act

S.742 - Prohibits a fed agency from awarding a bonus to employee for 5 years after adverse finding, would also require employee to repay any bonuses awarded for any year in which the adverse finding made. Update:Still on legislative calendar

03/2017 congress.govRead More
HUD Inspection Process Enforcement Reform Act of 2017

S.160 Bill to reform inspection process and gives HUD Sec authority TO REMOVE HUD employee if misconduct or performance warrants such action.
Latest action: None

01/17/2017 congress.govRead More
MERIT ACT

H.R. 559 (Modern Employment Reform Improvement and Transformation Act) Empowers agency heads to fire federal employees for misconduct or performance-related reasons. Employees must be given written notice 1-3 weeks in advance of being terminated.
Latest action: None

01/13/2017 congress.govRead More
Promote Accountability and Government Efficiency Act

H.R. 6278 Changes to fed pay system, prohibits pay raises, makes all feds "at will", allows immediate suspension, eliminates official time so union reps can no longer work to protect your pay/benefits/job during work day. Latest action: None

09/28/2016 congress.comRead More
PRESERVING HUD MF FIELD OFFICES ACT OF 2016

H.R.5202 - Waters (D-CA)
Prohibits HUD from relocating to any core office of MFHSG any asset mgmt position that, as of this bill's enactment, is located at a non-core office of that Office. "Core office" is a regional hub office in ATL, CHI, FtWorth, NYC, or SanFran Latest action: None

05/11/2016 congress.govRead More
LEGISLATION TRACKER

Issues affecting us are in this tracker

Fed Employee Buyout Boost

increase standard to $40,000

Official Union Time

Your Right For Representation Gone?

Stop Wasteful Fed Bonuses Act

Prohibits bonuses for 5 years

S.160 HUD Bill by Rubio (R-FL)

Inspection Process & Enforcement

H.R. 559 Merit Act

Empowers heads on employee firing

H.R. 6278 Page Act

Cut fed salaries to $1?

H.R. 5202 HUD MF Field Offices Act

MF Staff Relocation



The beatings will continue until morale improves

Public Service Recognition Week is May 6-12, 2018.

FederalNewsRadio, Mike Causey, May 8Next time you are at 50,000 feet, hopefully in a pressurized aircraft, give silent thanks to the air traffic controllers who are tracking you and thousands of others across the country and ocean. And to the much-maligned TSA screeners who while defending all human rights, while taking a lot of verbal abuse, do a pretty good job of seeing that the wrong passengers do not get aboard. Also maybe give thanks to the people at the Centers for Disease Control and Prevention whose early alerts and constant warning and updates maybe kept us from having a flu pandemic this winter. Most of the feds we all depend on, every minute of the day, are unknown to us. Most of us do not know what they are doing. But it is generally a very good thing that they are doing it. read article

OPM submits 4 familiar retirement proposals to the House for consideration

FederalNewsRadio, May 7 - Specifically, OPM proposed:
    ° A increase in employee contributions by 1 percent per year "until the employee is contributing half of the current regular FERS employee normal cost percentage,"
    ° An elimination of the cost-of-living adjustment (COLA) for current and future FERS participants and a 0.5 percent cut to the COLA for CSRS participants of what the typical formula currently allows,
    ° Basing future retirement benefits on the average of an employee's highest five years of salary, and
    ° An elimination of the FERS annuity supplement and the supplemental annuity for survivor annuitants, with some exceptions.

In total, OPM expects these proposals would save $143.5 billion over the next 10 years. According to the American Federation of Government Employees (AFGE), which obtained OPM's proposals and transmitted them to the media, the Trump administration wants to include these changes in the fiscal 2019 defense authorization act. read article

Housing Advocates Are Suing Ben Carson and HUD

Govexec.com, May 8 - Housing advocates plan to file a complaint on Tuesday against the U.S. Department of Housing and Urban Development and its secretary, Ben Carson, in an effort to put pressure on the federal government to enforce fair housing law.

The challenge calls on HUD to fully implement an Obama-era rule on Affirmatively Furthering Fair Housing—a critical yet historically neglected policy established by the Fair Housing Act of 1968. In accordance with the rule, communities across the country had begun drafting and submitting desegregation plans over the last two years. In January, HUD effectively suspended the rule. read article

OPM Proposes Legislation to Cut Retirement Benefits for Current and Former Feds

Govexec.com, May 7 - Office of Personnel Management Director Jeff Pon wrote a letter to House Speaker Paul Ryan late last week requesting a number of legislative changes that would cut retirement benefits for federal workers.

Increase size Office of Personnel Management Director Jeff Pon wrote a letter to House Speaker Paul Ryan late last week requesting a number of legislative changes that would cut retirement benefits for federal workers. The request, which Pon said would save taxpayers $143.5 billion over the next decade, comes on the eve of the White House's planned introduction of $15 billion in spending cuts as part of a rescission package. Pon said his plans, which are a laundry list of previously proposed cuts to federal employee retirement programs, would "bring federal benefits more in line with the private sector."

Included in the proposals are plans to eliminate Federal Employees' Retirement System supplements for federal employees who retire before Social Security kicks in at age 62, going forward; change the basis of a retiree's defined benefit annuity payments from their highest three years of salary to their highest five years; and increase the amount federal employees contribute to FERS by 1 percentage point per year until they reach an overall contribution level of 7.25 percent, matching the government's contribution. Pon wrote that after agencies and employees reach contribution parity, employee contributions to FERS should fluctuate on a year-by-year basis to maintain the 50-50 cost sharing. OPM also proposed the elimination of cost-of-living adjustments for FERS retirees—both current and future—and the reduction of Civil Service Retirement System COLAs by 0.5 percent. Pon also recommended eliminating a provision of the law that requires FERS disability annuities to be reduced by the recipient's "assumed disability insurance benefit" through Social Security, instead basing the reduction on the individual's actual Social Security benefits. read article

Unintended Tax Reform Fallout Creating ´Potentially Ruinous´ Bills for Thousands of Feds

Govexec.com, April 5 - About 25,000 federal employees per year could face a massive new tax liability under a provision of the overhaul of the U.S. Tax Code President Trump signed into law this year, thanks to the removal of a deduction that helped employees forced to relocate by their agency. The issue particularly impacts senior executives whose mobility is required as part of the job, as well as certain occupations—such as air traffic controllers—who are frequently asked to move around. As part of the relocation services it offers, the federal government pays for employees' moving costs related to household goods. That benefit was previously tax deductible and handled by the employee's agency. The tax reform shepherded through Congress by Republicans last year removed that deduction, and now, with guidance unclear, agencies are passing the full burden on to the employees. read article

Telework cuts could make government even less competitive in hiring

FederalNewsRadio, March 29 - After the Department of Agriculture cut back its telework policy, and with the Department of Education's currently up in the air, some federal employees are concerned about the future of the popular program. But agencies concerned solely with the pros and cons of letting employees work from home could be missing the bigger picture. Frank Landefeld, public sector market leader at MorganFranklin consulting, said restricting such work-life policies could make it harder for the federal government to compete for new talent.

"If the federal government wants to survive the candidate battle that they're going to have, because they need to hire many of the same kinds of skillsets in this world where cybersecurity is a big concern, and it's not just Amazon coming to town. It's going to be all of the other organizations that want to be within shouting distance of wherever Amazon lives on the East Coast. That, quite honestly, is going to start absorbing all of the candidate pool. The government needs to make sure that they have a dog in that fight," Landefeld said.

And that competition can be fierce. Landefeld said that the fastest growing private companies are the ones who implement work-life policies like teleworking. In fact, he said, most are nearly 100 percent virtual, and they're growing at exponential rates, even in the current low-unemployment economic environment.

Landefeld thinks the problem with telework implementation is a generational gap. He said 19 percent of federal employees don't telework because their supervisor won't allow them. Landefeld attributes the reluctance of supervisors to allow telework to either a lack of experience with the program, a lack of training in it, or simply an old-school perspective that places more value on line-of-sight management. read article

House reinstates rule that can target fed pay, agency funds

Federaltimes.com, March 27 - The House of Representatives in a contentious March 20, 2018, vote passed the continuation of an old procedural rule that would give Congress the ability to cut the pay of individual federal workers and to eliminate entire agency programs. The Holman Rule, first passed in 1876 and named for Indiana Rep. William Holman, was removed from the House rule book in 1983. The rule was then reinstated in the Rules of the House for the 115th Congress, but applied only to the first session or year. House Republicans extended the Holman Rule through the end of the current Congress by adding it to H.Res. 787, which provides for the consideration of two unrelated bills.

“Last night, without any public debate, House Republicans snuck into legislation the Holman Rule — a cynical and dangerous attack on federal workers that allows members of Congress to reduce the salaries of federal employees. This archaic tool, also known as the Armageddon Rule, is nothing more than a backdoor way for Republicans to dismantle the federal workforce and carry out political vendettas at the expense of career civil servants,” said Rep. Gerry Connolly, D-Va. read article

Conservatives are using the Supreme Court to destroy unions

Washingtonpost.com February 28 ... Conservatives of late have charged that liberals refuse to acknowledge the importance of allowing revered and useful social institutions to thrive and maintain their organizational integrity. So, for example, the right insists that organizations affiliated with religious groups opposed to contraception must, under no circumstances, be required to cover birth control in their health plans This bundle of contradictions is on open display in the case of Janus v. American Federation of State, County and Municipal Employees. Argued this week before the Supreme Court, the suit is an effort to overturn 41 years of settled precedent for the purpose of crippling the American labor movement.

The claimant, Mark Janus, an Illinois state social worker, argues that his First Amendment liberties are violated because he has to pay an "agency fee" to the union even though he is not a member and might disagree with its politics. On the merits, nothing about the agency fee deprives Janus of his right as a citizen to speak out as he wishes. And the idea behind collective bargaining is that, when a majority of employees decide to join a union, its bargaining typically produces higher pay and benefits for the entire bargaining unit. Agency fees pay for this collective effort. read article

Trump Formalizes 2019 Pay Freeze Proposal, Revives Benefits Cuts

Govexec.com February 12 - The Trump administration announced Monday that it will seek a pay freeze for all civilian employees in 2019, confirming a plan long expected from the White House. The administration's fiscal 2019 budget proposal released Monday by the Office of Management and Budget also includes a number of provisions that would cut federal workers' retirement and other benefits. The budget describes the pay freeze plan as the first step in moving the civil service to a pay for performance system, pairing the freeze with a $1 billion interagency fund to reward high performers. read article

Trump Calls for 'Reskilling' Federal Workforce, Firing 'Overhaul' and Reducing Union Influence

Govexec.com February 12 - President Trump proposed major reforms to the civil service in his fiscal 2019 budget request, focusing on streamlining the hiring and firing process, transitioning current employees to new federal jobs and minimizing the influence of labor groups. One of the appeal avenues many employees pursue is through their union, another area where the administration is looking to make changes. The White House noted the labor groups are actually able to negotiate over few things, and argued the organizations instead serve as a roadblock to a well-functioning government. Trump signed an executive order in September disbanding labor-management forums at federal agencies and said in his budget he would continue down that path. "Collective bargaining contracts can have a significant impact on agency performance, workplace productivity and employee satisfaction," the president said in his blueprint. "The administration sees an opportunity for progress on this front and intends to overhaul labor-management relations." read article

HUD Attempts to Limit Bargaining with Union

October 16 - HUD has refused to pay the travel expenses of Union negotiators in an effort to avoid bargaining with AFGE Council 222 over what the Department has characterized as "union-initiated changes."

When the Council requested data related to HUD’s expenditures on bargaining-related travel, HUD refused to provide the information. HUD said that it could not respond to the Council’s FOIA request because it was "very broad," and that it "would be quite costly to produce" the information requested because of the many hours of professional search time that would be required.

In spite of the difficulties imagined by the FOIA office, the labor relations office was able to provide some of the information the Council requested under federal labor-management statutes: Data related to travel expenses for Union negotiators for the past two years was provided (the Union had requested data for the past three years).

The Employee and Labor Relations Division, however, refused to provide data on travel expenses incurred by management negotiators. The Union has to wonder what HUD is hiding related to managers´ travel.

Given the current political animus against public sector unions, HUD’s recent actions seem to be part of a concerted effort to marginalize the Union and remove employee protections. In recent months, HUD has:

    •   Refused to negotiate with the Union over the Department’s recognition of a group representing other employees in the bargaining unit in what appeared to be a violation of the Union’s right to exclusive representation.
    •   Claimed the Department did not have to negotiate what it called "union-initiated bargaining." The Federal Labor Relations Authority upheld the Union´s unfair labor practice complaint, and ordered HUD to the bargaining table.
    •   Refused to pay for Union negotiators’ travel expenses in cases of so-called union-initiated bargaining.
    •   Refused to provide current versions of proposed handbooks before negotiations in an effort to keep Union negotiators ignorant of the issues before they reach the bargaining table.

HUD says it wants to work with the Union, but these actions don’t support that claim.

Our Main Contract

After four years of negotiations, the Council signed a new term contract (in 2016). A working copy is available here in pdf.

The new Main Contract reflects the work of many talented union negotiators. It contains new provisions allowing employees to both telework and maxiflex (see Article 16) as well as a shortened two step grievance process (Article 51). Previous contracts can be found within the Library link.

New Employees PowerPoint Presentation and Information

As a Council, we primarily bargain (at the national level) issues that impact your working conditions. Past negotiations have resulted in flextime, credit hours, telework, and other workplace benefits. We also work with HUD constituents to advocate for HUD programs, and fight wasteful contracting out of federal work. Please keep in mind that we are a volunteer organization; we elect our leadership from our membership. So it's very important that the best employees become union members and activists. As a bargaining unit employee, you are eligible for membership. If you have not already done so, we encourage you to talk with your Local President. Locals are the key to enforcing the benefits we negotiate at a national level. Without strong and active Locals, the contract is just paper. Also, we encourage you to explore our website. Our new employee power point presentation can answer many of your questions about what the union does at HUD. And our bargaining page incudes information on the latest bargaining issues. Again, welcome to HUD. We care deeply about HUD and its mission. We believe that respect in the workplace results in productive and creative employees. We hope you do, too. Download our Welcome To HUD powerpoint presentation and contact your Local President (listed on our About Us page) if you have any questions! To join, fill out an SF-1187 and hand it to your Local President!



The Department of Labor June 2, 2006 Final Rule requires labor organizations subject to the Civil Service Reform Act of 1978, the Foreign Service Act of 1980 and the Congressional Accountability Act of 1995 to periodically inform their members of their rights as union members. The Final Rule will help ensure that federal union members are given basic understanding of: 1) rights as union members; 2) responsibilities of union officers.

Civil Service Reform Act of 1978 (CSRA) - The standards of conduct provisions in this Act, among other statutes, guarantee certain rights to members of unions representing Federal employees and impose certain responsibilities on officers of these unions.
read about the CSRA > | DOL 06/02/06 Federal Register Final Rule | DOL Fact Sheet | Council 222 Constitution/ByLaws | Foreign Service Act of 1980 | Congressional Accountability Act of 1995