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.


The bill would increase the probationary period from one year to the length of formal training plus two years, the granting of licenses plus two years, and two years for other federal employees.

01/14/2016 federalsoup.comRead More

House Oversight and Government Reform Committee advanced THE Senior Executive Service Accountability Act (H.R. 4358) introduced by Rep. Tim Walberg (R-MI).

01/13/2016 fedsmith.comRead More

Tips on FEGLI in retirement. You may cancel or reduce life insurance after retirement but may not increase it unless you are reemployed by the government.

01/07/2016 fedweek.comRead More

GSA announced new fiscal 2016 per diem on August 14. Changes take effect Oct 1.

08/14/2015 gsa.govRead More

Class-action lawsuit against the agency's actions before and after the cyber attack that compromised federal personnel records. AFGE is asking for a jury trial in its case against the agency, OPM Director Katherine Archuleta and OPM Chief Information Officer Donna Seymour.

06/23/2015 federalsoup.comRead More

Hackers may have pilfered the personal data of as many as 18 million individuals from Office of Personnel Management records—four times as many as OPM originally estimated

06/22/2015 Read More

Agencies now are closing job postings after receiving a set number of applications—and that means some job postings may be up for just a few hours.

02/23/2015 Read More

Agencies have broad discretion in deciding how to implement phased retirement, including deciding which jobs are eligible for it, determining mentoring activities and deciding how long an employee can remain partially retired.

11/07/2014 Read More
Why YOU should care!

Council 222 EVP Carolyn Federoff explains why HUD field employees, HUD MF employees and why ALL HUD employees should care about the SOC & MF Reorganization

No one escapes unscathed!
Everyone should care about the proposed changes.

08/15/2013 EVP Federoff Read More
Senate/House Lookup PLUS

Find your Senator
Find your Congressional Representative
Library of Congress website allows you to search for bills and see what is going on in Senate and Congress, and more!

DO NOT contact congress on duty time or use agency equipment!

07/26/2013 Interest

H.R.3023 apprvd by House


Bill to streamline process


Tips to consider before retiring


Changes take effect Oct 2015


Lawsuit on Data Breach


Four times original number

New Hiring Trend

Postings on for only a few hours?

Phased Retirement

Will HUD offer it?


about SOC and MF Reorg


Find your reps!

FLRA Issues Complaint Against the Agency

Oct 21 - As many of you are aware, management has repeatedly refused to negotiate with HUD AFGE, as required by both Federal statute and the newly executed collective bargaining agreement. The Federal Labor Relations Authority has now issued a complaint against the agency, charging that HUD has violated the Federal Service Labor-Management Relations Statute by refusing to bargain with the Union on procedures for meeting with Affinity Groups. We requested that the Federal Labor Relations Authority look into this matter because management is refusing to bargain with a Union that represents the entire HUD AFGE bargaining unit. Management would rather meet with small groups and give a few people opportunities and a voice, rather than give everyone opportunities. This is the third time in the last year that charges have been issued against HUD. Several more requests for charges are pending before the FLRA, including charges related to management's refusal to bargain on three OPM cybersecurity breach and potential furloughs.

New Main Contract Signed

July 31 - After four years of negotiations, the Council has signed a new term contract. A working copy is available here in pdf. Note that the agreement is still being put in final form; the Articles were rearranged and renumbered so the references to other articles within the text are being updated. We also are updating the list of Supplements at the end that survive, as new Supplements were executed after negotiations were completed. We expect these edits to be completed shortly. Management is then responsible for providing bound copies.

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). We are going to begin some training sessions for Union stewards on the new contract within the next two weeks. Stay tuned for updates.

Maxiflex Work Schedules

Many managers seem to be unaware of the new Maxiflex provisions in our collective bargaining agreement and how those provisions operate. An overview of the Maxiflex requirements for use by union stewards can be found HERE (inset link to attachment). Early reports we are hearing indicate that managers are citing “operational needs” in a summary fashion as a basis for denial of Maxiflex requests. According to a number of local presidents, no specific basis or facts are cited by managers in these denials. It is our belief that managers have been provided no training on the new contractual Maxiflex provisions and do not understand them. We encourage local presidents to file grievances on denials of Maxiflex schedule requests. We are hoping to post a template grievance for use by locals soon, so keep checking back on this website for updates. Maxiflex Fact Sheet

Student Loan Repayment Program

We have received many complaints concerning the denial of applications for Student Loan Repayment, in many cases because the applicant did not check a box affirming that they were planning on leaving Federal employment. This is only one of the criteria for Student Loan Repayment approval, and it is the Union’s position that denial based on this criterion alone is improper. In addition, our new Collective Bargaining Agreement requires a review panel for all denials, with a Union representative on the review panel. Management has refused to institute the review panel and failed to advise denied applicants of their right to a review. You can find a sample grievance to use as a template HERE. We encourage you to file if you believe a denial was improper; the failure to hold a review panel alone is grievable. If you have any questions as to the preparation of grievances, please contact Chief Steward Rochelle Wilkerson at (904) 208-6012. Please advise Rochelle when and if you file a grievance on this issue, as she is tracking them.

Cybersecurity E:Alert Sent To Employees

You are all no doubt aware of the massive cybersecurity breach at the Office of Personnel Management, resulting in the release of personal information on millions of Federal employees. On June 4, 2015, Deputy Secretary Coloretti sent a cryptic email to HUD employees stating that she had "been informed by OPM that the Department of Housing and Urban Development employee data has potentially been compromised in this incident." The email contained the standard Federal Trade Commission advice on preventing identity theft.

Council 222 immediately filed a Demand to Bargain on June 5, 2015, asking that HUD take specific measures to protect its employees. The Council filed a supplemental Demand to Bargain on July 16, 2015, asking, among other things, that the agency provide a letter to all affected employees detailing the specific information that had been released. This is particularly important, given the reports we are hearing that the personal information of minor children and the medical information of employees has been compromised. The Demand to Bargain and follow-up proposals can be found on the Council website.

Since June 5, 2015, we have been given the "run-around" by management, first being told by Employee and Labor Relations that OPM had "directed" them not to negotiate with AFGE, later admitting that no such directive exists. The Council has filed an Unfair Labor Practice charge based on management's refusal to bargain; a full text is available HERE. We are awaiting the conclusion of the investigation, and will keep you informed as it progresses.

AFGE PIV Card Agreement

July 31 - Many employees have expressed concern over management's sudden implementation of new PIV card log-in requirements. The Council was able to get to the bargaining table this week with management, led by a truly extraordinary bargaining team - Sal Viola (Chief Negotiator), Doug Finer (St. Louis), Michael Clyburn (Seattle), Antonio Carraway (Headquarters) and Victor Oluwole (New York). This AFGE team is responsible for a comprehensive agreement with management that provides significant protections for both telework and reasonable accommodations. Notably, the Agency is responsible for providing appropriate equipment to teleworkers for remote log-in, and teleworkers may continue to log in remotely using their user ID and password if such equipment has not been provided. In addition, all current reasonable accommodations remain in place. For a complete text of the agreement, click here.

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