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.

FIGHT BACK!

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

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

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

FIGHT BACK HERE

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
FIGHT BACK!

3 Executive Orders to fight

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



House Approves 3.1% Pay Raise and Blocks OPM Furloughs, Merger

Govexec.com, June 26 - The House on Wednesday voted to block the Trump administration from acting on a threat to furlough 150 Office of Personnel Management employees if Congress does not agree by the end of June to support a plan to merge OPM with the General Services Administration.

Lawmakers adopted by voice vote an amendment to the fiscal 2020 Financial Services and General Government appropriations bill (H.R. 3351) preventing OPM from following through on the threatened furloughs. The broader spending bill, approved 224-196, also funds an average 3.1% pay increase for federal civilian employees next year.

The bill would provide civilians with a 2.6% across the board raise in 2020, as well as an average 0.5% increase in locality pay. President Trump has proposed a civilian pay freeze for next year. read article

House Panel Advances Spending Bill With 3.1% Pay Raise for Feds

Govexec.com, 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.

Trump Administration Looks to Upend Collective Bargaining in Budget Proposal

GovExec, March 19 - The Trump administration asked Congress as part of its fiscal 2020 budget to approve legislation that makes it easier to fire or discipline federal workers and to make a series of pro-management changes to the law governing collective bargaining rights at federal agencies.

The General Services Administration's budget justification for 2020 includes an array of legislative proposals pertaining to the Office of Personnel Management, premised on the idea that Congress will approve the White House's plan to redistribute OPM's various functions among GSA, the Defense Department and the Executive Office of the President. Included in its strategy to modernize the civil service, along with plans to issue new pay systems and temporary hiring authorities, is a request for Congress to codify the provisions of a 2018 executive order, since struck down by a federal court, to shorten the firing process. If enacted, the standard length of performance improvement periods for federal employees would be 30 days, although agencies could choose to extend such periods on a case-by-case basis. read article

Federal Employees Would Get Less Leave Under Trump's 2020 Budget

GovExec, March 18 - President Trump's fiscal 2020 budget request includes a proposal to fundamentally change how federal employees accrue and take paid time off, and to reduce the overall number of leave days available to them. According to detailed budget documents released Monday, the White House proposes consolidating federal workers' annual and sick leave into one pool of paid time off, citing such a model's popularity in the private sector.

Under the current system, as laid out in Title 5 of the U.S. Code, in addition to 10 paid federal holidays, federal workers receive up to 13 sick days each year, and 13 to 26 vacation days, depending on an employee's length of service. The new proposal, which likely would require Congress's approval, would create one consolidated category of leave from which employees can pull as needed, and reduce the total number of days off by an unspecified amount.

American Federation of Government Employees National President J. David Cox said reducing the total amount of leave available to federal workers is wrongheaded, especially as Congress considers whether to begin offering paid family leave to new parents. "Reducing the amount of vacation and sick leave federal employees receive is a draconian proposal that will make it even harder for agencies to recruit and retain new workers," Cox said. "AFGE believes federal employees need more paid time off to balance their work and home lives, which is why we strongly endorse bipartisan legislation introduced in the House that would provide all federal employees with 12 weeks of paid family leave." read article

House Democrats revive efforts to give federal employees paid family leave

Federal News Network, March 6 - Maybe the third, fourth or fifth time is the charm. House lawmakers on Tuesday again revived their attempts to pass a paid family leave bill for federal employees. This time, Rep. Carolyn Maloney (D-N.Y.), along with House Majority Speaker Steny Hoyer (D-Md.) and Reps. Jennifer Wexton and Don Beyer (D-Va.), have introduced the Federal Employee Paid Leave Act. The legislation would guarantee up to 12 weeks of paid leave for federal employees to witness the birth, adoption or fostering of a new child and care for a new child or family member with a serious medical condition. The leave would also apply to federal employees who have a serious medical condition themselves and need time to recover. The United States and Papua New Guinea are the only countries in the world that don't have paid maternity leave programs written into law. 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.



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