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AFGE Rep Wing Recap: November 2012

The Veterans Affairs Department violated its own policies when the human resources department denied an employee a promotion that had already been approved by her director, an arbitrator has ruled.
The case involves a Hybrid Title 38 Social Worker who learned in 2011 that she had been denied a promotion to GS-12 back in 2009 after the promotion had been approved by the Professional Standards Board and her director. Despite the approval, a classification specialist in the HR department summarily rejected the promotion on the basis that the Social Worker was doing GS-11 work and didn’t warrant the grade increase.
AFGE Local 1206 filed a grievance on the member’s behalf, alleging that the VA had violated its own handbook and policies, and AFGE Legal Rights Attorney Michael Pazder represented the case at arbitration. The VA Handbook says a director’s decision on a promotion following Board action is final, so HR did not have the right to reverse the decision since it was never brought back to the Board or the director for reconsideration. VA policy also makes clear that Hybrid Title 38 employees can be promoted beyond the full performance level of their position based on their qualifications and experience if so determined by the Board, as was the case here.
The agency refused to correct this when notified, claiming the Board had erred in approving the promotion and that processing an allegedly unwarranted promotion would “unjustly enrich” the employee. Testimony at the hearing revealed that HR personnel, and the director who now said his decision was incorrect even though he never formally reversed it, have an astonishing lack of knowledge of VA policies and how promotions are supposed to work for Hybrid Title 38 employees vs. Title 5 employees.
The employee will be retroactively promoted with back pay, including any subsequent step increases she would have received had the promotion been implemented at the time.

The Bureau of Prisons Federal Correctional Institution in Talladega, Ala., improperly vacated mission critical posts in violation of the Master Agreement between the agency and AFGE, an arbitrator has ruled.
Between 2004 and 2005, BOP instituted the “Mission Critical Roster” program, under which prisons were supposed to place posts on the roster only if they were mission critical. This resulted in a substantial reduction in the number of staffed posts at various prisons. However, even with this reduced number of posts, BOP regularly failed to fill mission critical posts at various facilities, including FCI Talladega.
Local 3844 believed the prison was penny pinching and didn’t want to pay Correctional Officers overtime to fill the positions. The Local filed a grievance, arguing that the failure to fill a mission critical post without good cause violated Article 27 of the Master Agreement, which requires BOP to reduce the inherent hazards of a correctional environment to the lowest level possible without relinquishing any management rights.
AFGE Assistant General Counsel Matthew Milledge represented the Local at the arbitration hearing, where the agency raised a number of procedural and substantive arguments that were struck down by the arbitrator. The arbitrator agreed with AFGE’s argument that Article 27 prevents the BOP from vacating posts without good cause and found that none existed. The arbitrator ordered the agency to pay overtime to any employee who would have received it but for the agency’s violation of the Master Agreement.
A D.C. Department of Consumer and Regulatory Affairs employee who had been removed without just cause in 2007 finally has been reinstated with full back pay and other entitlements, thanks to dedicated representation of AFGE Assistant General Counsel Leisha Self. An arbitrator in 2009 ruled that the employee, a member of AFGE Local 2725, had been removed improperly but left the remedy up to both parties to settle. DCRA appealed the case at this point, resulting in a long delay for the employee for a remedy.
The agency refused to settle on remedy even after it lost its appeal, so the case was returned to the arbitrator, who ordered the employee reinstated with all of the back pay and benefits requested – including authorizing the employee to use his substantial accrued annual leave without forfeiture. In addition, the arbitrator awarded attorney’s fees of $87,531, plus the amount that AFGE expended on the post-arbitration remedy reply.

An arbitrator has overturned a seven-day suspension against a Bureau of Prisons senior officer specialist that was ordered by the agency 16 months after the incident in question.
In March 2009, the officer at the U.S. Penitentiary in Leavenworth, Kan., shoved a fellow officer twice during a workplace dispute. In accordance with agency policy in such matters, a Threat Assessment Committee was convened within days of the incident and issued its findings several days later, ruling that the incident was an isolated occurrence that warranted no further action. The agency assigned an investigator to the case nearly a year after the incident and re-interviewed the key witnesses who had earlier provided statements to the Committee. Based on this investigation, BOP proposed a 14-day suspension against the officer in May 2010 that was subsequently reduced to a 7-day suspension by the prison warden in July 2010.
AFGE Local 919 then filed a grievance against the agency, contending the suspension was too harsh considering the circumstances and that the agency violated the terms of the Master Agreement, which requires the timely disposition of disciplinary matters. AFGE Legal Rights Attorney Hampton H. Stennis argued the case at arbitration. The arbitrator agreed with the union, stating, “While some discipline would have been justified had it been timely imposed, the delay in this case leads me to conclude that the grievance should be sustained in its entirety.” The suspension will be expunged from the officer’s record and the officer will be made whole for any earnings lost as a result of the suspension.
District 14’s newest National Representative Johnnie Walker recently settled a case for a D.C. Department of Health and Human Services employee and AFGE member. The member faced removal from his position after being charged with inappropriate conduct, negligence in the performance of his job duties, disruptive conduct and failure to complete tasks. Despite the evidence mounted against the employee, AFGE was able to settle the case in the employee’s favor. The member received triple the settlement initially offered and was able to retire early on disability after 30 years of government service. This enabled the member to save his home from foreclosure while also affording him enough money to pay his mortgage through December. DETAILS ON AFGE LEGAL VICTORIES AVAILABLE ONLINE For a full view of cases published in the Rep Wing, click here or go to Casetrack at https://www.afge-casetrack.org/. Back issues of the Rep Wing are available online. To receive printed copies for distribution, please email communications@afge.org.

The Office of Professional Responsibility Appellate Board (OPRAB) mitigated a removal to a 30-day suspension at Quad City International Airport near Moline, Ill. The TSO was charged with inattention to duty and failure to follow Standard Operating Procedures. The TSO at no time denied the charges and was honest about his unintentional violations, which did not cause any security breaches. AFGE sought a mitigated penalty due to his nearly 10-year service at TSA and prior military service. –Staff Counsel Bobby Walia
An Expert Security Training Instructor (ESTI) from George Bush Intercontinental Airport in Houston who was removed for off-duty misconduct, lack of candor and unprofessional conduct received a mitigated 14-day suspension with back pay after OPRAB sustained the unprofessional conduct charge. This unusual case stems from a February 2010 off-duty incident in which the ESTI was chased from an acquaintance’s apartment by a woman wielding a large butcher’s knife. No arrests were made and all witness accounts indicated the ESTI was not the aggressor. In October 2011, the ESTI was taken to a hotel by a TSA Office of Inspection agent, coercively interrogated and forced to take a polygraph. The ESTI then was removed from his position in August 2012. Thanks to GCO Intern Patrick DePoy for his great work. –Staff Counsel Gregory G. Watts
AFGE is making headway on appeals from terminations involving failure to pass recertification tests. In a series of recent decisions, OPRAB reviewed the cases of TSOs who failed the test and reversed the terminations due to, among other things, management’s failure to offer appropriate remediation. Recent wins include: O’Hare International Airport in Chicago, Newark Liberty International Airport and Bradley International Airport in Connecticut (Staff Counsel Julie Yeagle); Miami International Airport and Birmingham-Shuttlesworth International Airport (Staff Counsel Denise Duarte Alves); three cases at Los Angeles International Airport (Staff Counsel Bobby Walia); and two cases at Detroit Metro Airport (Assistant General Counsel Martin Cohen and Staff Counsel Julie Yeagle).
A TSO at Seattle-Tacoma International Airport who failed the Standard Operating Procedures Assessment (SOPA) three times got a last-minute reprieve. After an appeal was sent to OPRAB, AFGE reached agreement with management for the TSO to re-take the Assessment for a fourth and final time after 40 hours of remediation. The TSO was a nine-year exemplary employee who received a Level 5 PASS score in 2011. The TSO successfully passed the Assessment and will be fully reinstated. –Staff Counsel Bobby Walia

The Federal Labor Relations Authority has upheld an arbitrator’s ruling in a case brought by AFGE that found the Broadcasting Board of Governor’s Office of Cuba Broadcasting (OCB) illegally used a reduction in force action to fire union activists and other employees who had been outspoken critics of the agency. In a November 2011 decision, an arbitrator ruled that former OCB Director Pedro Roig had ordered the RIF and conducted it in such a way to target employees who had spoken out to Government Accountability Office investigators. The arbitrator discounted agency claims that the RIF was necessary because of budget shortfalls and lack of work, finding compelling evidence that Roig rejected attempts to explore cost savings in other areas before implementing a RIF, because he wanted to use budget shortfalls to target employees. The agency also refused the union’s demand to bargain over the impact of the RIF as required under the negotiated labor-management agreement. The agency had appealed the arbitrator’s ruling, but the FLRA rejected every argument made by the agency. AFGE Assistant General Counsel Leisha Self, who represented the AFGE Local 1812 members in their grievance, said that the decision should put every agency on notice that they cannot use budget shortfalls or funding cuts as an excuse to go after specific federal workers who the agency doesn’t like. The FLRA’s decision should have cleared the way for the 16 employees who were separated or otherwise affected during the RIF to be reinstated without loss of seniority or benefits. However, BBG has appealed the FLRA’s ruling to the D.C. Court of Appeals, which will result in further delay for the employees.
DO YOU OR YOUR LOCAL NEED REPRESENTATION? The Legal Representation Fund now refunds to AFGE local unions $2,000 from the Fund, in winning cases handled by AFGE attorneys in which attorney’s fees are awarded and deposited into the Fund. These refunds help to offset some of the costs incurred by the Local going to arbitration. For more information on this unique AFGE program, which provides a free attorney for your back pay arbitrations, email AFGE’s Office of General Counsel at backpay@afge.org.

AFGE Officers, Members and Staff Attend the Pride at Work Convention in Cleveland

AFGE was proud to be one of 18 unions that attended the Pride at Work Triennial Convention in Cleveland, Ohio last week.  Pride at Work is an AFL-CIO constituency group that gives a voice to the lesbian, gay, bisexual, and transgender (LGBT) community within the labor movement.

The 16 AFGE members who attended the convention were among more than 200 activists from 26 states and Ontario, Canada.  AFGE’s National Vice President for Women and Fair Practices, Augusta Y. Thomas, was among the union leaders who called for equal rights for the LGBT community at the convention; other leaders included Terry Melvin, President of the Coalition of Black Trade Unionists (CBTU); Gregory Cendana, Executive Director of the Asian Pacific American Labor Alliance (APALA); Clayola Brown, President of the A. Philip Randolph Institute (APRI); and Karen See, President of the Coalition of Labor Union Women (CLUW).

The program specialist for the Women’s and Fair Practices Departments, Caniesha Washington, participated on a panel to give strategies on how to organize and mobilize young workers through our own Young Organizing Unionists for the Next Generation (Y.O.U.N.G.) program.

During the convention, AFGE members held a caucus breakfast to discuss issues among the LGBT community within AFGE.  AFGE participants also discussed starting an “AFGE Pride” group within the union to make sure that AFGE is serving our members within the LGBT community.

The delegates of the convention passed resolutions supporting the efforts of striking Chicago teachers and the boycott of Hyatt hotels, where housekeepers and other hotel workers face dangerous workloads and risk replacement by low-paid temporary workers. Delegates voted to support annual participation in the Transgender Day of Remembrance and to expand efforts “to achieve full respect, dignity and justice for transgender and nonconforming workers,” including outreach activities, skills trainings and mentoring efforts. Additional resolutions called for support of organizing for racial justice, mobilizing young workers and increasing efforts to combat the spread of HIV/AIDS.

Delegates also voted to increase support for union-made products and union services; to develop new programs to increase support for LGBT workers internationally; and rally for passage of pay-check fairness legislation and for passage of the DREAM Act. They called for unions throughout the country to push for LGBT inclusive union contracts and transgender-inclusive health care.

In addition to convention business, NVP Thomas was the featured speaker for the Evening Banquet and received special honors at the Celebrating Solidarity dinner held during the convention.

The Women’s and Fair Practices Departments is committed to fighting for equal treatment for all members.  If you would like more information regarding the “AFGE Pride” group please send an email to washic@afge.org and we will keep you informed.

For more photos click here.

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Gabrielle Martin, president of the National Council of EEOC Locals, No. 216, AFGE, AFL-CIO, issued the following release Thursday in advance of Labor Day:


On the upcoming Labor Day Holiday, this nation will celebrate its workers.  However, workplace discrimination threatens the American dream for thousands of workers and their families.  In fact, the Equal Employment Opportunity Commission (EEOC) anticipates that it will receive over 100,000 charges of discrimination this year, according to its budget.  

Gabrielle Martin, President of the National Council of EEOC Locals, No. 216, AFGE/AFL-CIO, (“the Council”), which represents employees at the EEOC, says, “Labor Day is a sad reminder that EEOC, which exists to enforce laws enacted by Congress to protect workers against discrimination, is too dysfunctional to carry out its mission.”

The EEOC is facing an enormous backlog of almost a 100,000 cases.  Additionally, Martin points out, “Three new laws and record high filings have bottle-necked EEOC’s intake process.”  The Union has offered solutions, including an intake plan to get the EEOC back on course, as part of a top 10 list to the Chair.   However, Martin states, “The intake plan is still ‘under review,’ despite the need to implement by the start of the new fiscal year on October 1.”

For Martin, “Labor Day is a sore reminder that EEOC has still not done right by its employees two years after a Federal Arbitrator ruled that EEOC had willfully violated overtime laws.”  Based on the realities on the ground and EEOC’s poor results on the Government Employee Satisfaction Surveys, Martin suggests that EEOC’s help wanted ads should read:

HELP WANTED:  EEOC seeks talented, but fungible employees. Lack of benefits include:  minimal training; overwhelming caseloads and severe understaffing; restricted telecommuting.  Must be willing to work overtime without complaint or pay.  One third of your time will be spent performing your own administrative/support staff/IT functions.  Earned promotions rare and delayed.  Limited upward mobility.  Severe micromanagement.  Awards program: secret, sporadic and unfair.  Specifics for various positions –   Attorneys and Hearings Examiners:  Must be willing to pay for your own required bar dues, continuing education, and costs of attending national organization training seminars.  Demanding case loads and time constraints.   Limited paralegal, legal clerk or intern assistance.  Customer Service Reps (IIRs):  Must be willing to be overwhelmed with calls and e-mails, while remaining isolated from the office you serve.  Daily equipment failures will be standard.  Bathroom breaks will be monitored.   Mediators:  Overwhelming caseloads, limited travel funds.  Investigators:  Must be willing to spend 50% of your time in Intake while assigned more than 100 cases to investigate and extremely tight deadlines.  Support Staff and paraprofessional staff:  As endangered species, you are responsible for enough work to consume the work days of ten times the number of you. Due to overwhelming need, applications open next year.

Martin continues, “On this Labor Day, I must pay tribute to EEOC’s workers, who despite their own deplorable working conditions, work each day to try to make things better for others.”


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