Be sure to check out our Major Topics page for information on performance matters, teleworking, Metro parking benefits, and other current issues.

Union Continues Fight Against Furloughs

A Message from Local 476 President Ashaki Robinson Johns

Eddie Eitches, President of Council of HUD Locals 222 filed a grievance challenging the furloughs imposed by management. HUD had agreed to use all available money to reduce furlough days, but it appears that they are doing the exact opposite.

As you know, HUD has announced a massive reorganization of our Multifamily Office, as well the closure of 16 field offices. They are spending money on buy-outs, relocations and field office reconfigurations, while they are furloughing employees. This is a violation of our Memorandum of Understanding. We have demanded that all employees be repaid for the salary lost as a result of furloughs. We continue to fight for your rights. See below and read our Furlough page for more information.

Union to HUD: Stop the Multifamily Reorganization and Small Office Closures!

HUD proposes to spend $80 million or more while your pay is reduced by 10% this summer!

• HUD agreed to reduce costs through all possible means to reduce the 7 planned furlough days.
• The Multifamily Reorganization and Small Office Closures involve significant front-end costs.
  • $20 million for office space alteration
  • $6 million in office closure costs
  • $16.8-$33.6 million in personnel relocation costs
  • unassessed cost of relocation of work files presently located in 61 offices
  • $13.9-$20.8 million in buyout and terminal leave costs
  • unassessed cost of severance pay for employees choosing not to relocate or take a buyout
  • $500,000 in training for remaining employees for new roles

The Multi-family Reorganization...

• Will result in poor customer service and damage to the communities HUD serves.
• Dismantles a business model that successfully
  • accommodated a two-fold increase in initial endorsements since fiscal year 2009
  • returned $1.2 billion dollars to the Treasury in fiscal year 2012
  • decreased overall risk to the FHA multifamily insurance funds
  • without any added staffing.
• Strips direct and skilled customer service out of 51 offices.
• Creates a “command and control” model more suited to the 19th century than the 21st century.
• Encourages more than 24% of Multifamily Housing employees to resign, even though GAO reports that HUD remains incapable of determining its staffing needs.
• Ignores the cost to the national and local economies due to lost productivity during implementation.
• Ignores the cost to FHA insurance funds due to increased risk during implementation.
• Ignores the long term cost to FHA insurance funds due to reduced staffing and oversight.
• Should permit employees to remain where they are as outstationed employees or placed in other positions in their current offices – saving relocation costs if HUD does pursue this plan.

Closure of the Small Offices Makes No Sense

• Many employees in the offices to be closed are already outstationed – working on projects in communities remote from their location.
• Moving outstationed employees results in needless expense.

Listen to Council President Eddie Eitches speaking about the planned office closures on Federal News Radio.

Council 222 filed Demands to Bargain in an effort to protect employees who work in offices affected by HUD's planned Multifamily Office Reorganization, which affects over 1,100 bargaining unit employees across the country, and those affected by HUD's proposed closure of 16 "small" offices. See the Multifamily Reorganization Demand to Bargain. The Union has also conducted surveys to identify what issues are most important to the affected employees. The Union will use the survey responses to negotiate with management and lobby Congress on behalf of the workers.

GAO Tells HUD: Make Strategic Human Capital and Workforce Planning an Ongoing Priority

In a March 2013 report to Congress, GAO noted that HUD has not created incentives or accountability for staff to report accurate workload data. Citing a June 2012 OPM review, GAO stated, "HUD’s human capital and workforce planning activities did not always follow key principles for planning, implementing, and evaluating the results of human capital management policies and practices." GAO concluded that "HUD continues to lack consistent, analytically-based data generated from an effective resource management system...management may not have complete information upon which to make effective resource estimation and allocation decisions." Read the GAO report.

Furlough Information from Your Union

For information about furloughs at HUD, see the Memorandum of Understanding that the Union signed with HUD, which provides several protections in response to concerns voiced by employees:

1. Maintaining established compressed work schedules. Employees on 5/4-9 schedules make keep their established schedule as long as they shift their 8-hour day to a furlough day. Employees on 4-10 schedules may keep their established schedule for non-furlough weeks, but will need to change to four 8-hour days for the furlough weeks (such as is done for training and travel).
2. Delayed furlough implementation. The earliest furlough date will be May 24, a pay period later than the Department initially proposed. This will allow employees more time to prepare financially, and lawmakers more time to resolve the budget issues.
3. Reducing all other possible costs as much as practical to minimize the need for furloughs. A hiring freeze on outside hires was put in place on March 4. There is no internal hiring freeze, and career-ladder merit promotions and within-grade increases will not be affected.
4. Imposing furloughs fairly across all positions, including SES and managers. Part-time employees will be subject to a pro-rated number of furlough hours, and, if necessary, will adjust their schedules so that a work day falls on a furlough day.
5. Preserving the increased transit subsidy of $245/month.

See our Furlough page, where we list answers to your most common questions to the Union, OPM guidance, and information on EAP support.

OPM Guidance

OPM provides information about furloughs at Administrative Furlough Guidance.

For information on how your leave accrual and other benefits might be affected, see OPM's Addendum 2 to its Administrative Furlough Guidance and also OPM's Extended Leave Without Pay datasheet.

Regarding holiday pay, OPM states "Employees who are in a non-pay status for the workdays immediately before and after a holiday may not receive compensation for that holiday." Generally, employees will be paid for holidays as long as the furlough day is either before or after a holiday.

EAP Help Available

The Employee Assistance Program has issued a flyer on ways the EAP can help if you experience problems or have concerns related to sequestration and impending furloughs. The EAP is a professional service that provides information, counseling, resource identification, and support to all employees. You can call the EAP 24 hours a day, 7 days per week, 365 days a year at 1-800-222-0364 (TTY: 888-262-7848).

You Pay Your Share of Taxes...Does HUD?

A HUD Inspector General's report found that HUD's Office of Labor Relations failed pay the Internal Revenue Service (IRS) more than $200,000 in taxes that were withheld from employee wage restitution payments. Employees do not need to be concerned as the tax withholding was credited to each employee affected. See the report.

James Counts Early
Speaks at AFGE Local 476
International Workers Day
“We Are One” Luncheon

On May 1, at Local 476's annual "We Are One" luncheon celebrating HUD support staff and International Workers Day, James Counts Early spoke to the local's membership. Mr. Early is the cultural heritage policy director at the Smithsonian Center for Folklife and Cultural Heritage. He spoke about the ways labor has celebrated itself in the past, and how such celebrations can help morale in times of economic difficulties and the challenges faced by federal workers today. Mr. Early also shared recordings from the Smithsonian Folkways Collection of the Center for Folklife and Cultural Heritage that celebrate working people and occupational culture. Read James Counts Early's summary of his remarks.

Increase in Transit Subsidy

More Money in Your Pocket

HUD agreed to increase the transit subsidy for employees to $245 per month, the current maximum monthly transit benefit that can be provided tax-free. The announcement followed many weeks of effort by Council 222 President Eddie Eitches. The increase was effective April 1, 2013. The transit subsidy increase applies to employees across the country. See the Council's E-Alert for more information.

The Union continues to aggressively pursue authorization to allow transit subsidy money for parking at Metro or commuter lots on official workdays.

Telework in Emergency Conditions

Wondering what you're supposed to do when the office is closed due to inclement weather and other emergencies? See HUD's Telework Policy Handbook (page 20) and the Telework Supplement for guidance.

Money-Saving Discounts for Members

Did you know that Union members can save money on travel, shopping, insurance, education and health benefits, even financial and legal services? From computers to cars, amusement parks to real estate...your membership pays you back in many ways. Check out the details on our Benefits page and start saving today!

Local 476 Loves Our Members

Check out our photo gallery to see pictures of our

Christmas Luncheon 2011

and other celebrations

Union Membership:
A Sure Way to Brighten Your Day

Fill out Form 1187 to join now! Get the benefits you want and need as a federal employee:

A voice on the job

A voice in workplace changes

Representation with workplace issues

And look at the members-only benefits you'll enjoy once you're an active part of your Union.

Just stop by Room 3143 with your form today!

Performance Improvement Plans

Have you received a poor performance evaluation? Has your supervisor mentioned that a Performance Improvement Plan (PIP) is being considered as part of an evaluation of your individual work performance? Beware! In the Union's experience, the use of a PIP is often the beginning of the removal or demotion process. If you have been placed on a PIP, or have just received a poor performance evaluation, contact the Union immediately! Read more.