Looking back at 2015, Looking Forward to 2016
The President’s Voice: Looking back at 2015, Looking Forward to 2016
As we enter 2016 it might be good to pause and reflect on the year which has just ended, 2015. Here are at least some of the notable events in 2015 which involved our union, AFGE Local 1658 and how those events may impact our union in the New Year of 2016:
1) Dues Increase Approved
Our union approved its first dues increase in many years in 2015, for both our ac-tive (non-retiree) and retiree members. This dues increase was approved in response to a per capita increase that the National AFGE Convention approved in August 2015 for the local unions, including our AFGE Local 1658. Both our local dues increase and the per capita increase which we will be paying to the national AFGE will be implemented in January 2016. Dues increases are always painful but the timely manner in which we were able to evaluate the impact of the per capita increase on our finances, come up with proposed dues increases for both our non-retiree and retiree members, and discuss and vote on these proposed dues increases in a democratic manner was an impressive accomplishment. Moreover, that timely response demonstrated the unity and strength of our union on a difficult and complicated issue. With the dues increases of $2.50 more per pay period for our non-retiree members and $15 more per year for our retire members our union’s finances are stronger and more stable than ever. We will also be able to effectively continue to serve our members and provide them the services they want as we enter 2016.
2) Delta Dental Contract
A new 2 year Delta Dental contract was negotiated and signed by our AFGE Local 1658 in 2015. This contract was negotiated based on the results of a survey of our members and included a variety of new or better benefits for our members in 2016 and 2017 including an increase in the maximum benefits cap for individuals of 25% and the elimination of the family benefits cap entirely.
3) Preparation for Contract Negotiations
Our union’s Pre-Negotiation Committee has been working hard through much of 2015 in surveying our bar-gaining unit membership regarding a wide variety of workplace issues, evaluating the input obtained from that survey and otherwise preparing for upcoming contract negotiations in 2016 to make desired and positive changes in our Negotiated Labor Management Agreement (NLMA). You can expect these contract negotiations to be a major event in 2016.
In summary, 2015 was a year of ups and downs and of major challenges. We were able to avoid a government shutdown which would have created financial hardships for our members but we are still struggling to overcome the legacy of pay freezes, furloughs and increased costs of our benefits which occurred in the last 3-4 years. The good news is that our AFGE Local 1658 remains financially strong and united as we enter into 2016 and the challenges that year will present to us.
Paul Veselenak
President, AFGE Local 1658
Running Out of Time…
By: Jessica Fields; Steward, AFGE 1658
New Year’s is a perfect time to talk about your leave, particularly Leave Without Pay (LWOP). Too often, employees are subjected to adverse or disciplinary action because they are out of leave. This article will help clarify the contractual provisions regarding LWOP, as well as the Command’s position on LWOP and what you can do to protect yourself and your career.
The contractual provisions for LWOP are extremely limited. Article 20, Section D of the Negotiated Labor-Management Agreement (NLMA) covers LWOP and outlines the three situations in which LWOP will be approved: Disabled veterans undergoing medical treatment for a service-related disability; Reserve or National Guard members called for military duty; and Bargaining Unit (BU) employees requesting LWOP under the Family Medical Leave Act (FMLA).
The Command takes a hard line regarding LWOP. Historically, if an employee has exhausted all paid leave, as well as their legally-protected 12-week FMLA entitlement, supervisors are encouraged to charge their employees Absent With-out Leave (AWOL) and discipline them accordingly, up to and including removal from Federal service. Obviously, not all management is created equal, and the Union has worked with several fair and reasonable supervisors who respectfully and compassionately assist their employees through difficult times and low leave balances. However, you should be aware that those individuals are the exception and not the rule.
If a medical condition (including that of a family member) is draining your paid leave, please ask the Union about FMLA, Reasonable Accommodation, the Voluntary Leave Transfer Program (VLTP), etc. These programs exist to protect your employment. You must remember that the Command – EEO, HR, the Disability Program Manager (DPM), your management team – is not your advocate. You are your best advocate. At the beginning of this New Year, please take a few moments to assess your paid leave balances. If they are low, please take proactive steps to increase your leave balances or invoke your entitlements. If your paid leave balances are high, please consider supporting your Brothers and Sisters through the VLTP.
Workforce Morale in the Cellar as Congress Continues to Target Feds
From AFGE National Website—8 October 2015
AFGE called on congress to cease mean-spirited cuts to federal workers’ pay and benefits today following the release of abysmally-low employee morale scores as part of the annual Federal Employee Viewpoint Survey.
“Public servants continue to suffer under a Congress that seems determined to make it harder for them to serve the American People,” said AFGE National President J. David Cox Sr.
“The constant thread of another pay cut, retirement give-back , or government shutdown is like a weight on the shoulders of every federal employee in this country, and morale will continue to suffer until that weight is lifted.”
With the threat of another shutdown looming near the holiday season, Cox said that federal employees were putting big purchases and major life decisions on hold until Congress could guarantee that the government would continue to operate past the December 11 expiration of the current continuing resolution.
“It[‘s] barely been more than a week since we were on the brink of another government shutdown,” Cox said.
“Congress has made all of us—from federal employees to the people we serve—live in a era of constant uncertainty.”
Cox said he was proud that 90 percent of survey participants resolutely reported that they were committed to going the extra mile despite slashed budgets, limited resources, and a meager 1% pay increase after three years of pay freezes, but enough is enough.
“Federal employees have important work to do like protecting our borders, inspecting our food and providing services to our veterans. Congress needs to give them the tools to carry out the promises we’ve made to the American people,” he added.
Cox also encouraged agencies to meet AFGE members at the bargaining table if they wanted to see a real spike in federal employee engagement.
“The survey results show that agencies consistently rank higher when employees have a real voice at the workplace,” Cox said. “Yet several agencies continue to stonewall our efforts to update contracts to improve working conditions for their employees. When it comes to boosting employee engagement, there is no substitute for a good collective bargaining agreement.”
