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


UPDATE: September 25, DOJ files notice to appeal (see article below)
UPDATE: August 25, Judge strikes down Executive Orders!

July 7 - is providing information on how you can FIGHT BACK (in below link).

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


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
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

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

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

3 Executive Orders to fight


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 Bad and the Ugly: 5 Proposals From OPM, Dec 9 - From hiring freezes to government shutdowns, there is no shortage of bad policies coming from the Trump White House. Now the administration is rolling out some major anti-worker changes to personnel policies as part of its public service deconstruction plan.

The Office of Personnel Management (OPM) is proposing four new regulations and planning to finalize a fifth rule proposed about two years ago. The proposed rules will need to be published in the Federal Register for public comment. The fifth rule may be issued and put into effect shortly.

1. Making more federal employees term employees - Just because the gig economy has made employment for so many Americans unstable and insecure doesn't mean the federal government should follow suit. But this new rule will do just that. The rule allows appointments of up to 10 years for certain science and engineering positions. These federal employees would have to "recompete" for their jobs every few years. This is part of an effort to make all federal employees renewable term employees. This regulation is designed to politicize the career civil service as political appointees and bad managers could simply allow an employee's term to expire if they didn't like the employee – for any or no reason, and with absolutely no recourse for employees. We've already seen how forced relocations and rejection of basic science have led to an exodus of qualified, career civil servants and researchers, and this rule would be another way for political agendas to harm our country's important, long-term research.

2. Allowing for more direct hires - The direct hire authorities, including removal of administrative law judges from the competitive service, are similarly designed to politicize the career civil service. Many of these appointments will be in the "excepted service" – meaning job applicants don't have to go through a competitive hiring process such as a written test or an evaluation of education and experience. Agency managers simply set their own requirements and hire whomever they want, regardless of qualifications.

3. Changing administrative leave rules - This rule, which has previously been proposed and will soon become final, would allow employees who are facing an investigation or adverse action to be placed on administrative leave for a maximum of 10 days per calendar year. After that, they have to be put on one of the two newly created paid-leave categories: investigative or notice leave. This is simply politicized personnel policy as it puts the punishment before the investigation of the facts, allowing employees to be punished on the basis of an allegation.

4. Extending seasonal employee appointments - This rule allows agencies to keep seasonal employees on the job longer. This may sound harmless on the surface, but it actually promotes endless back-to-back temporary and term appointments. Instead of being hired as full-time employees with workplace rights and fair compensation, these seasonal employees will remain temporary workers despite working the same hours as full-time employees.

5. Allowing temporary and seasonal employees to enroll in dental and vision plans - This proposed change is not objectionable, but since employees have to foot 100% of the premiums, it's not particularly useful to the employees either.

Democratic Senators Urge Social Security to Restore Telework, Dec 9 - A group of 44 Democratic senators on Monday urged Social Security Administration Commissioner Andrew Saul to reverse his decision to cancel telework for nearly 12,000 employees. In October, the Social Security Administration announced that in November, it would end its six-year-old telework pilot program for operational components following the implementation of a new union contract between the agency and the American Federation of Government Employees, imposed by the Federal Service Impasses Panel earlier this year. The decision left roughly 12,000 workers, who for years have worked remotely from one to three days per week, scrambling to make alternate arrangements. read article

White House, Democrats Reach Deal to Provide Paid Family Leave to Feds, Dec 9 -The Trump administration and congressional Democrats reached a tentative deal late last week to provide all federal employees with paid family leave, marking a culmination of years of advocacy on the issue.

According to a congressional source familiar with negotiations, the White House agreed to support the provision as part of the fiscal 2020 National Defense Authorization Act, in exchange for Democrats' acquiescence on the establishment of the U.S. Space Force as an independent branch of the armed services.

Earlier this year, the House version of the authorization act included the text of a bill introduced by Rep. Carolyn Maloney, D-N.Y., which would provide 12 weeks of paid leave to federal employees for the birth, adoption or fostering of a child, or to help care for a child, parent or spouse with a serious medical condition. For years, Maloney had unsuccessfully advocated for parental leave in the form of six weeks for the birth or adoption of a child, but expanded both the scope and amount of leave in this year's bill.

The agreement appears to provide 12 weeks of paid leave for the birth, adoption or fostering of a child, but not the provision allowing for the care of an ailing loved one. read article

Federal employees could face more discipline under proposed new rules, Sept 17 - Federal agencies would have greater freedom in disciplining their employees, and the workers would be guaranteed only the minimum protections required by law, under rules the Trump administration proposed Tuesday.

The rules would strip away many of the practices agencies have followed in disciplining employees, while urging them to move as fast as the law allows. For example, the rules emphasize management's discretion to order penalties up to firing in cases of alleged misconduct regardless of whether an agency had taken lesser actions against the employee first and regardless of how it had responded in some similar past situations. read article

Union Sues to Give Federal Employees the Right to Talk ´Impeachment´ and ´Resistance´, Aug 13 - The American Federation of Government Employees argues the Office of Special Counsel violated the First Amendment with guidance on using those terms. A Federal employee union filed a lawsuit against the Office of Special Counsel Tuesday in response to the office's guidance on federal employees using the terms "impeachment" and "resist" at work, citing free speech violations and a misinterpretation of the Hatch Act.

The American Federation of Government Employees's complaint filed in the U.S. District Court for the District of Maryland also argued that OSC does not have the authority to determine what is and is not a violation of the Hatch Act, which limits the political activity of federal employees while on the job. AFGE asked the court to seek an injunction against enforcement of OSC's guidance. read article

House Panel Advances Spending Bill With 3.1% Pay Raise for Feds, June 4 - Members of a House subcommittee by voice vote advanced a spending package to the full House Appropriations Committee Monday night that would block President Trump's proposal to freeze federal employee pay in 2020 and reject the administration's plan to merge the Office of Personnel Management with the General Services Administration. The draft fiscal 2020 Financial Services and General Government appropriations bill advanced by the subcommittee calls for an average 3.1% pay raise for federal civilian employees next year. At $24.9 billion in discretionary spending, the overall bill funding the Treasury Department, judicial branch and several smaller agencies including OPM, marks a $1.4 billion increase over spending for the current fiscal year and $355.5 million over President Trump's budget request. read article

Finding Of Bad Faith Bargaining By Management

April 9, 2019, 222 President Holly Salamido - As many of you know, the Agency gave the Union notice last year that they wanted to renegotiate our current contract. This contract took four years to negotiate and guaranteed many benefits to employees such as Maxiflex, Telework and the right to Union representation. We have now begun negotiations and it is clear that management wants to take many of those benefits away.

We have been advised by management that it wants to eliminate maxiflex schedules for all employees. Management also want to eliminate language from the contract requiring employees to be treated fairly and equitably. This obviously speaks volumes about management´s concern for employee morale. This is your "thank you" from the Agency for the difficulties you endured during the shutdown.

It is clear to the Union that this will not be a fair negotiation. Management has refused to provide the Union with information necessary to negotiate and the Agency was just sanctioned by an arbitrator for violating the Federal Labor Relations Statute and committing Unfair Labor Practices related to the contract negotiations. You can read the arbitrator's decision here. The Arbitrator specifically found that the Agency's actions "constituted an unfair labor practice of bad faith bargaining in violation of the Statute which requires management and labor to engage in good faith negotiations."

As we go forward, the Union will continue to fight for your rights. But as this decision shows, it´s not likely to be a fair fight.

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.

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):

2018  Executive  Orders

We have moved all the 2018 articles on President Trump´s Executive Orders to their own reference page. The page is linked from the Library tab or you can access it directly 2018execorders.htm

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