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.


Obama determined across-the-board will be 1.0 percent with alternative plan with locality payments limited. total combined will be 1.3 percent of basic payroll.

08/31/2015 Read 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

Total to be 1.3%


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!

PIV Cards, Laptops and Telework

TO: All AFGE HUD Bargaining Unit Employees
SUBJECT: PIV Cards, Laptops and Telework

August 7 - Last week Council 222 negotiated a specific Supplement to the contract concerning management's required use of PIV cards. Under that agreement, management affirmed that employees could continue to utilize their own home computers to telework. The agreement also specifically says that current access to and web-based application will not be impacted by implementation of new PIV card requirements. You can continue to log in with your grid card until HUD provides PIV card readers or other equipment necessary to log in from your home computer.

Apparently Management is now deciding to set its own rules in violation of the negotiated supplement and Article 18 which covers Telework. We have heard from a number of employees that they were told by their supervisors they must take their HUD-issued laptops home to telework. This is apparently being done by managers in response to implementation of new PIV card log-in requirements. We know that this creates a problem for many employees who have difficulty carrying a laptop home, and who have been using their home computers to telework, as allowed by our contract.

It is Council 222´s position that you can continue to log in with your grid card, until you are provided with some alternative means to log in remotely. And, most importantly, your manager cannot cancel or deny you telework based on the implementation of new PIV log-in requirements. If you are told anything different by your manager send an email immediately to my e-mail, and copy your AFGE local president. Give us your location and the name of your supervisor or the person who gave the instruction that you had to take your laptop home, or could not telework because of PIV card requirements.


Salvatore Viola
Executive Vice President
HUD Council of AFGE Locals

Cybersecurity E:Alert Sent To Employees

August 7 - 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. I have repeatedly requested that bargaining be scheduled, as required by both our recently executed contract and the Federal Labor Relations Statute. Notably, our new contract states that bargaining shall be scheduled within 10 days of receipt of the Demand to Bargain. Given the seriousness of the data breach, the importance of adhering to this contractual requirement in this particular situation cannot be overstated.

In response to a number of emails to the Deputy Secretary and OCHCO, I was told on August 4, 2015, that an answer to our request for the scheduling of negotiations was "forthcoming." On August 5, 2015, I received an email from management stating it was "HUD's position that the Agency will not be bargaining over the OPM security breach because the change was not taken by HUD." We have consulted with our national AFGE office and have been told they are not aware of any other agency refusing to bargain with its employees over its response to this very serious incident.

Now, two months after the data breach, management has provided no real information, and employees are still in the dark and at risk. This is outrageous. Yesterday, we filed Unfair Labor Practice charges with the Federal Labor Relations Authority over HUD's actions, and will be pushing this matter forward as quickly as we can. The Unfair Labor Practice filing can also be found on our website. HUD's refusal to come to the table to bargain over matters affecting its employees is becoming a pattern. It is unfortunate that, yet again, we must seek the assistance of a third party to force the agency to comply with the federal statute and our contract.

We will keep you informed every step of the way.


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.

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.

AFGE Council 222 Fair and Equitable Case Against HUD

Council 222 would like to provide you, our bargaining unit employees, with an update on the Fair and Equitable Grievance. Many of you have already been contacted by attorneys from Snider & Associates, LLC, the firm representing Council 222 in this matter. If you have not yet been contacted, you should expect to be contacted within the next few months. Please continue to cooperate with the attorney that reaches out to you. The information and data that the firm is collecting is very important to the case.

The Union and Agency continue to have implementation meetings, many of which are overseen by Arbitrator McKissick. The purpose of these meetings is to review the data on damages and continue with the implementation of Arbitrator McKissick’s Award. The class is comprised of thousands of employees, so working through implementation is a time consuming task. However, progress has been made, and continues to be made.

While we continue to work through implementation, the Parties have also begun to discuss a possible settlement in this matter. There is no timetable for settlement at this time, however, we are hopeful that in the coming months, we will have additional information to share.

As always, if you have any questions we urge you to contact the Snider & Associates’ team by emailing them at or visiting their website at

Some Federal Contacts

Office of Personnel Management (OPM) PH-202-555-1212 | email:
Legislative Information
Merit Systems Protection Board:
Federal Labor Relations Authority:
Equal Employment Opportunity Commission (EEOC):
Federal Employee Education and Assistance Fund (FEEA):

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!

Know Your Government

Which of the following activities does the House Rules Committee control?
a) Scheduling what bills to debate and when they are debated
b) Selecting who will speak during floor debate
c) Appointing members for standing committees
d) Selecting the Speaker of the House

ANSWER: a) The House Rules Committee decides what bills to debate and when to debate them. This power is important because it gives the House Rules Committee the power to choose to schedule debate on a bill when the bill is likely to pass (or when the bill is likely not to pass, if the House Rules Committee chooses). Because the Speaker of the House appoints members to the House Rules Committee, the Committee is inclined to act in accordance with the Speaker’s wishes. The House Rules Committee does not make appointments to standing committees. Nor does the House Rules Committee select the Speaker of the House (the Speaker is elected by the House of Representatives) or select who will speak during floor debate (a power that falls to the Speaker of the House).

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