Although we do not hear much about agencies prohibiting dreadlocks, we doubt the issue is over forever. So, take a minute to see how to push back against an agency demand to be dredlock-free. Check out the EEOC lawsuit. You never know when this bit of knowledge will be needed.
Is a furlough of 22 work days or less an adverse action or an adverse action “lite”? The three MSPB members just issued a split decision on that and it promises to be the beginning of a very important dispute for federal employees as we move into the age of budget shutdowns, sequesters, and debt ceilings. Here is a quick overview of what it could mean to employees and union clout. Continue reading
Most Fed labor agreements require management to temporarily promote employees when it details them for more than some number of days in a year to a higher graded position, e.g., 30 days. For literally an entire LR generation (and through four Presidential Administrations), unions could get back pay for employees assigned higher graded work no matter how long they were assigned to the work. AFGE, 2 FLRA 684 (1980); AFGE, 20 FLRA 684 (1985); IFPTE, 37 FLRA 1111 (1990); and NAAE, 51 FLRA 1220 (1996). This was even allowed before there was a labor relations statute. (IAM, 5 FLRC 530 (1977)) Then, in 2004, just as the Commander-in-Chief was trying to take Social Security guarantees from older Americans, his Agitator-in-Chief at the FLRA (aka Dale Cabaniss), led a more successful effort to take away back pay from employees assigned to do more difficult work than hired to do for more than 120 days. Continue reading
In a country that knows more than a little bit about the vicious fallacy of a “separate but equal” approach to treating people, one would think there would be little tolerance for it in any venue. Yet, federal executives seem oblivious to how the current performance award programs they operate are precisely that. HR managers act outright offended at this accusation even though science proved to them over 50 years ago how destructive even a feeling of inequity among employees is to an organization. Consequently, it has fallen to union negotiating teams to be the modern-day equivalent of Freedom Riders if this is to change. Continue reading
While whining about the cost of government has become an obsession for some, this summer provided several examples of what happens when Americans do underfund their society. This week The Today Show focused on how many are required to buy flood insurance simply because Congress has not given FEMA enough money to update its flood zone maps. For some, that means paying an extra $25,000 over the life of a mortgage for something they will never need for a reason as incontrovertible as they live atop a hill. Continue reading
Here are the facts as recently described by the Civilian Board of Contract Appeals (CBCA), which rules on travel expense disputes for those employees who cannot file a contract grievance to settle them. “Claimant was authorized travel by the Environmental Protection Agency (EPA) to attend a business meeting in San Francisco, California. Claimant traveled from his home in Kansas City, Kansas, on Monday, July 23, 2012, to attend this meeting on July 24 and 25, 2012. The meeting concluded at approximately 4:30 p.m. on July 25. Thereafter, claimant took personal leave and returned to Kansas City on July 29, 2012. The EPA denied claimant’s request for reimbursement of lodging expenses for the night of July 25, on the basis that claimant was on personal leave as of the conclusion of the business meeting.” Is the EPA employee entitled to another night’s lodging expenses just to avoid the really long work day it would mean if he traveled home on July 25? Continue reading
Two members come to you, the union steward, complaining that the manager is no longer following the agreement’s provision about how to distribute overtime and they want to grieve. After they leave, you call two other union members who work in the same group and ask if they want to grieve. One says yes and the other no. You never ask the three employees of the same group that have refused to join the union. What can you do here to make the nonmembers regret their decision? Continue reading
We just ran across your web site and you deserve to be complimented for what you offer. Aside from a reader-friendly choice of colors, a menu bar that attracts the reader’s eye, and revolving pictures of the union in action, you have avoided the single most common flaw of union web sites. You have kept it up to date with timely stories and the posting of the newest signed MOUs. Your site is easy to use and has substantial value to the members.