The labor relations statute creates rights and obligations on the part of
unions, management and employees. If either labor or management fails to perform its obligation
to the other party, an unfair labor practice (ULP) may be filed. A ULP charge may also be filed if either
labor or management interferes with the rights each has been given under the statute. Employees can protect
their rights under the statute by filing ULP charges against labor or management. Read more at the Federal
Labor Relations Authority website: http://www.flra.gov. Other helpful links: EEOC, MSPB, OPM's FLSA Page
Agency has failed to comply with the negotiated provisions of Article 55 of the Collective Bargaining Agreement and has reefused to bargain in good faith over procedures and protocols for employee participation
in the ongoing Quality Improvement Program
- - ULP Filed (10/27/2016)
Presidential Management Fellows Council
- - ULP Filed
- - Union Demand To Bargain (08/09/2016)
Public and Indian Housing (PIH) Employee Engagement Team(PEET).
The ULP concerns HUD's establishment of an employee engagement team in PIH.
Because the team (composed of both bargaining unit and management personnel) works
directly with management to implement changes to employee working conditions, the recognition
of the team is a bypass of the Union. Such management-sponsored teams prevent the Union from ensuring that
all employees are
treated fairly and equitably, and that changes in working conditions are negotiated and implemented in accordance
with our collective bargaining agreement.
- - Request For Information (10/28/2016)
- - ULP (7/19/2016)
Quality Step Increases (QSIs)
It is Council 222 charge that the Department is unilaterally instituting a change in the process for determining Quality Step Increases (QSIs) as part of the Bargaining Unit Performance Awards without negotiating in good faith with the
- - ULP (3/14/2016)
Personnel Clearinghouse Pilot Policy and Handbook
On November 4, 2015, the Agency notified the Union that it was formally
withdrawing its August 4, 2015 Article 49 Notification to AFGE regarding its intent to implement
the Personnel Clearinghouse Pilot Policy and Handbook. As previously communicated to all AFGE members by Council 222 President
Holly Salamido, "Management has, however, announced that the Personnel Clearinghouse program will be available to NFFE members.
This is becoming a pattern - management refuses to fulfill their obligation to bargain, forcing us to file yet another Unfair Labor
Practice charge with the Federal Labor Relations Board. It does not take
two months to schedule negotiations. This is obviously a choice on the part of HUD's leaders. We will
continue to fight for fairness for all of our AFGE Bargaining Unit members."
- - ULP (11/18/2015) (FLRA efile no: OGC_CASE_DOCUMENT_8341252844_2088.pdf)
(See the bargaining documents that led to this ULP on the Council 222 Bargaining Page.)
Emergency Notification System (ENS)
In June, 2014 the agency gave notification to Union of intent to implement ENS. We sent a Demand to Bargain and Request for Information to the agency. No agreement with the agency was reached.
The agency responded to the Request for Info but refused to Bargain. 10/29/2015 the agency sent a second notice to the Union advising intention to implement ENS despite the pendency of the Demand to
Bargain. On 10/29/2015 the agency stated Union's Demand to Bargain was "unsolicited" and refusing to bargain on impact and implementation of the ENS. Management unilaterally
implemented the ENS without bargaining.
- - ULP (11/04/2015)
- - New Core (09/04/2015)