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 good news is that you can't pick a "bad" plan. The downside is that some of them simply cost too much. The premiums you pay are too much for what you are likely to get back.

11/13/2014 Read More

When it comes to retirement savings and other benefits, federal employees have better options than many in the private sector. But feds may not know how to take advantage of them.

11/05/2014 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
Good news, bad news

Plans cost too much...

Financial Choices

Young and old struggle with choices

Phased Retirement

Will HUD offer it?


about SOC and MF Reorg


Find your reps!

222 Files Second Grievance Over MF Reorg Supplement 135

This Supplement included an Appendix 3 to the Agreement on the Specific subject of Job swaps or a Job Exchange Program. Prior to the Appendix a Pilot Program on job swaps/job exchnages was agreed to by the parties. This reorganization is being conducted in five (5) "waves" or is incrementally being completed over a phased time period. Currently wave one is completing the implementation process and wave two is in the midst of the reorganization process. It is the Union's belief and grievance that the job swap/job exchange contractual process was violated by the Department. Click Grievance tab in our menu bar to view the GOP

Lateral Movement and Rotational Assignment Program Supplements Signed

Council 222 has concluded two agreements with HUD that have been in the works for many years!
One is Lateral Movement, Article 60, as Supplement 139. This was an article with some favorable provisions for employees who want to participate in different lateral programs through rotations, details and permanent reassignments. Some key benefits:
1. Lateral movements recognized as valid way of resolving workplace disputes;
2. Supervisors may neither veto a permanent reassignment nor delay a reassignment for more than 30 days;
3. No limitations other than employee's qualifications on reassignment to other offices. IE mgmt can´t say that J. Doe is prohibited from moving from one program area to another if Doe is otherwise qualified.
4. Employees who lateral to new position (permanently or temporarily) have same telework/AWS rights as other employees in their new office
ALL of these points address issues we have faced with supervisors over the years.

Supplement 137, Rotational Assignment Program, implements permanently the program that HUD has had as a pilot for a couple of years. This supplement provides more details than the supplement we signed for the pilot program. Some of the key aspects are:
1. Supervisors who refuse to permit employees to apply for or accept a rotational assignment must justify their position in writing, and in detail.
2. Employees who are under a pending or actual disciplinary action may still participate in the program as long as they fully inform the host supervisors of their situation;
3. Even though the Dept wants to consider the RAP as a training program, and they use a training form to document participations, participating employees will be allowed to telework/AWS on the same terms as the permanent employees. This is more liberal than the Dept Telework Handbook, which states that employees on training may not telework more than one day per week. The Dept will provide quarterly reports to the Council regarding Lateral Movement programs, and will provide data about the RAP on request.

NOTE: View Contract Supplements from a link on our Bargaining Page

222 Files Grievance Over MF Reorg Supplement 135

As an ongoing mis-application of the Multifamily Reorganization (MFRT) Supplement #135 there is a continuing condition of not providing "First Consideration" to current HUD Multifamily Housing employee applicants that are subject to relocation or elimination for vacancies within the employees commuting area. Click Grievance tab in our menu bar to view the GOP

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

Senate Appropriations Committee Report Directs HUD NOT To Consolidate MF Asset Mgmt

Senate Appropriations Committee report directs HUD not to consolidate Multifamily Housing Asset Management in FY 2015. The FY’15 HUD budget and Senate Appropriations Committee report will be considered by the full Senate. It is expected to pass. The House Appropriations Committee report did not include this language, and the bills will eventually have to be reconciled. There are many AFGE Locals and Officers who have been working on this issue. This has been a great example of team effort, and why it remains invaluable to have active Locals in as many jurisdictions as possible. It’s also an example of why good connections with our customers matter, as we know that the asset mgmt community came out strongly for our field offices. We will continue to work until the HUD FY’15 budget is finally approved. But we’ve pushed the boulder a good deal further up a very steep hill.

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