GROUND RULES MEMORANDUM OF UNDERSTANDING Joint Declaration: Management and the Union will make a good faith effort to negotiate the collective bargaining agreement. The parties will endeavor to share information openly and participate in substantive discussion with the understanding that both parties share the same vision of ensuring HUD remains responsive to the Agency mission, employee working conditions and the value of HUD employees. Click the link to read the entire MOU, it is also available on the Bargaining page.
HUD tied for last place on the bottom of the federal workplace heap in the latest "Best Places To Work".
The rankings account for the perceptions of more than 263,000 workers at 290 federal organizations. It is compiled by the Partnership for Public Service, a nonpartisan think tank devoted to promoting public sector careers, and American University's School of Public Affairs. Best Places To Work Website Rankings | Large Agency Scores
July 15 - www.federaldaily.com - House Passes Telework Bill The House of Representatives on July 14 finally approved the Telework Improvements Act—a bill that should greatly expand telework among federal employees. The Senate approved a similar bill in May.
“Passage of this legislation is a terrific step forward for employees, their agencies and the public,” said National Treasury Employees Union President Colleen M. Kelley. “Increasing federal telework saves gas, reduces road congestion and improves work-life balance.”
Current federal telework law—principally Public Law 106-346 (2000)—only asks agencies to set goals and encourage telework—but achieving those aims remains voluntary. Most agencies have been slow to expand the practice.
Under the Telework Improvements Act, every federal agency must have a telework managing officer—a new position—to promote and oversee the practice. They also will have to provide telework training to interested employees. Full article >> federaldaily.com
November 2009 Telework Arbitration Win, Telework is a right! - Calling it a "Valentine´s Day massacre," an arbitrator has overruled Management´s unilateral modification of telework schedules in the Indianapolis Office of Housing. The director, Eileen Mitcheltree, advised employees that she was "reassessing" approved telework agreements in September 2007. The arbitrator found that no actual reassessment was done. Rather, Director Mitcheltree rewrote all of the telework agreements, limiting employees to no more than one day telework per week, and advised employees on February 14 to accept the new agreement, or forfeit all telework. Arbitrator William Slonaker found, "Management´s attempt to force the employees into the appearance of acting "voluntarily" was fallacious, arbitrary and capricious."
Finding that "telework is more than a privilege, it is an important right, provided by and subject to the terms of Supplement 3," Arbitrator Slonaker observed,
It was clear from the testimony that Management considers teleworking as a privilege, not a right. While that may be accurate in a non-organized workplace, here Management´s characterization of teleworking as an optional privilege, impliedly to be dispensed at Management´s whim, is erroneous. Management´s attitude seems to have been that the employees should be thankful for any bit of teleworking Management might choose to give them. To accept Management´s characterization would imply that every provision of the Parties´ entire Agreement is optional, as though Management is being magnanimous when following any provision.
Management has appealed the decision to the Federal Labor Relations Authority, and the Council will continue to fight for implementation of this arbitration decision.
We are grateful to the Indianapolis employees who were willing to file grievances and insist upon their rights under the HUD/AFGE Agreement. We also congratulate Local President Robert Castillo and Council Chief Steward Perry Casper for their fine work in presenting this case through arbitration. Click here to read the entire decision issued November 9, 2009.
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
