Be sure to check out our Major Topics page for information on performance matters, teleworking, Metro parking benefits, and other current issues.
HUD 2015 EVS Data Sadly Offers No Surprises
Watch for updates as your Union analyzes the available data.
HUD has shared its 2015 Employee Viewpoint Survey data in raw form. The national EVS report comparing all the departments and agencies isn't out yet.
HUD is proud of our response rate, but...
80% of HUD Employees Don't Think Raises Depend on Performance
When you look closely at the data, the picture gets even worse. For example, the survey states that 20.47% of HUD's respondents agreed or strongly agreed with "Pay raises depend on how well employees perform their jobs." As low as that number is, it ignores the respondents who said they didn't know/had no basis to judge. Add those to the total, and the number drops even lower to 18.8%.
Your Union will share more information with you as we go through the data.
AFGE Calls for Lifetime Credit Monitoring
"Stop Keeping Employees in the Dark About the Data Breach"
In response to the newest revelations--that more than 21.5 million people have been affected by a second OPM data breach involving background investigation records of current, former, and prospective Federal employees and contractors--AFGE is calling on OPM to provide more details about who was affected and what information was compromised.
OPM has not begun notifying those affected by the background investigation incident (as of mid-August). OPM states that it expects to award the contract for identity monitoring and restoration services in late August 2015, so notifications won't take place until after that.
What AFGE Is Doing For You
AFGE has demanded that OPM provide affected individuals with free lifetime credit monitoring, insure individuals for the entirety of any financial loss attributable to the breach, and provide employees with time at work to address the breach and protect their personal information.
AFGE also filed a class action complaint on June 29 with a demand for jury trial against OPM, Director Katherine Archuleta and Chief Information Officer Donna Seymour in response to the cyberattacks.
See our Cyber Security Breach page for more information.
Worried about being called into the boss's office?
Do You Know Your Rights? You Don't Have to Go It Alone!
If you think a conversation with management may lead to disciplinary action, ask for a Local 476 steward or officer. It's your "Weingarten right."
You can ask at any time in the discussion that your Union representative be present. Your Union is here to support you.
But YOU have to ask. Management does not have to tell you about this right.
This is one of your "Weingarten Rights," named for a Supreme Court decision (read more). It applies to investigative interviews where you are asked to answer questions that you think may lead to a disciplinary action. You do not have the be the subject of an investigation.
If you are asked to answer questions, and you think that the discussion could lead to discipline, you should ask for a Union representative or officer. You do not have to put your request in writing. Keep our handy Weingarten card in your wallet so you remember what to say!
You have the right to:
Read more about your rights in an investigative interview.
The Hatch Act, 5 U.S.C. §§ 7321-7326, limits certain political activities of most federal employees. For example, the law prohibits employees from engaging in political activity while on duty or in the Federal workplace. It also prohibits soliciting or receiving political contributions.
The Hatch Act applies to all civilian employees in the executive branch of the federal government, except the President and the Vice President. It applies to you even if you are off duty or on leave, including leave without pay and furlough.
There are different rules about what is prohibited when you are on duty than when you are off duty, away from the workplace, and out of uniform. Read more about what is prohibited and what is permitted - and when.
HUD Fails to Answer Local 476's Questions
About New WebTA System
On January 21, 2015, in response to limited information that was provided to some HUD employees, your Union asked a bunch of questions to find out more about the new WebTA system. Our questions included basic topics such as:
See our email to HUD for our complete request for information.
HUD Refused to Answer!
Management's only answer so far, even after the new system has been implemented: "We are making a determination as to its appropriate release." Can you imagine what would be inappropriate about informing the Department's employees? We can't either.
We had expected that a mere two months after the Federal Labor Relations Authority (FLRA) ordered HUD to post a notice promising to "respond timely to requests for information" made by AFGE Local 476 and Council 222, the Department would have learned its lesson. The FLRA had ordered the posting to settle an unfair labor practice charge that Local 476 brought against HUD.
Sadly, HUD would rather not give you the answers to straightforward (and we thought, fairly easy) questions. Instead, the Department allowed the conversion to the new system to proceed while sharing only the most minimal information.
Here's What We Do Know
HUD provided a checklist that all employees must follow in order to make sure that your account transitions smoothly. The checklist has links to YouTube videos that may be helpful.
See the checklist and make sure you complete each step by the deadline to ensure you are paid promptly.
Read the Supplement that HUD and AFGE Council 222 signed related to implementation of the new WebTA system.
Arbitrator Ruled that HUD Violated the HUD-AFGE Agreement
Regarding Certain Hiring Practices
In 2002, AFGE Council of HUD Locals 222 filed a grievance alleging that HUD violated the Parties’ Collective Bargaining Agreement by not treating all employees fairly and equitably. Specifically, the Union alleged that:
The Union hired the law firm of Snider & Associates, LLC, to represent its interests, and though the case has gone on for more than ten years, the Union has prevailed. Arbitrator Andree McKissick ruled that HUD violated the Parties’ Collective Bargaining Agreement and ordered that a large class comprising of HUD employees is eligible for promotion to the GS-13 level with back pay and other benefits. Because this case goes back to 2002, many back pay awards will likely be significant.
Many bargaining unit employees have already been contacted by attorneys from Snider & Associates. If you have not yet been contacted, you should expect to be contacted within the next few months. Please continue to cooperate with the attorney that reaches out to you. The information and data that the firm is collecting is very important to the case. Read more.
Read about the status of telework at HUD and throughout the Federal Government in OPM's Status of Telework in the Federal Government. Search for "Housing and Urban Development" or scan for highlighted sections to see HUD's data.
Telework is good for employees, good for HUD, good for the metro area, and good for the environment. The Union agrees with the report's conclusion that management attitudes are our biggest barrier to implementing telework more effectively.
Situational and emergency telework is good for continuity of operations but it does not respond to the need for regular telework for all eligible employees. Local 476 is working to improve telework benefits for our employees. Read more about HUD telework policies.
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!
Fill out Form 1187 to join now! Get the benefits you want and need as a federal employee:
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 3142 with your form today!
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.