LATEST WORKPLACE NEWS
Workplace Freedom Coming Under Grave Attack!!!! Extreme right wing politicians and corporate CEOs are attacking our freedom to join together and negotiate by pushing anti-workplace freedom bills in Washington, DC. They’ve started with federal workers, and all working people are next on the chopping block. Three more bills attacking our freedom are on deck. These bills are designed to empower billionaires and CEOs, not working people.
Employee Rights Act (H.R. 2723) – Prohibits employers from voluntarily recognizing a union based on majority support, a practice known as “card check.” – Makes non-voters in union elections count as “no” votes – Requires union recertification election every time more than 50 percent of a workforce changes – Needlessly delays union elections and prohibits working people seeking a union from getting contact information for their coworkers.
Workplace Democracy and Fairness Act (H.R. 2776) – Unduly complicates and delays union elections.
Employee Privacy Protection Act (H.R. 2775) – Undermines the ability of union supporters to talk with employees, while doing nothing to rein in the employer’s anti-union campaign.
The above bills are in committee now, and will take a groundswell of working people talking to their members of Congress to defeat on the House floor. Stay tuned for updates.
Reduction In Force RIF Policy and Procedures QA
RELATED FED EMPLOYEE NEWS VIA GOVEXEC.COM White House Confirms It Will Propose 1.9 Percent Pay Raise for Feds Next Year
MARINE CORPS AIR STATION CHERRY POINT, N.C. ..... Col. Clarence Harper III (left) holds the Fleet Readiness Center East colors to assume command of one of the premiere aviation maintenance and overhaul organizations from Col. Vincent Clark during the change of command ceremony Feb. 24 in Building 137, Hangar 3. More on this can be found on the FRCE website http://www.navair.navy.mil/NAVAIRNewsStory
Republicans Defend Official Time...Say No One Full Time 2/16/17 Government Executive Lawmakers expressed at a hearing Thursday bipartisan acceptance for the utility of federal union members conducting representational activity on the taxpayers’ dime, but Republicans drew the line at those who do no government work whatsoever. Read More Here…Republicans-defend-official-time-but not-full-time
TEMPORARY INCREASE FOR VOLUNTARY EARLY SEPARATION INCENTIVES Temporary Increase to VSIP Payments ($40K)(February 2017)
What You Need to Know About Government Changes to RIF Procedures Feb 24, 2017 ... The policy is dated January 19, though you probably received it later. It was issued as a result of a change in law contained in the 2016 National Defense Authorization Act (NDAA). Against the wishes of our union and other DOD unions, the NDAA directed the Secretary of Defense to establish procedures so that the order of retention in a RIF is based primarily on individual employee performance. Want to know if portions of this policy might be negotiated? Some Examples Here...RIF_POLICY_NEGOTIABLE_EXAMPLES_2017
DOD LEADERSHIP UNDER THE TRUMP ADMINISTRATION Secretary of Defense
The Secretary of Defense is the principal defense policy adviser to the President and is responsible for the formulation of general defense policy and policy related to all matters of direct concern to the Department of Defense, and for the execution of approved policy. Under the direction of the President, the Secretary exercises authority, direction and control over the Department of Defense. The Secretary of Defense is a member of the President's Cabinet and of the National Security Council. More about Mattis..www.defense.gov-About James Mattis Message to the Department of Defense from Secretary of Defense James Mattis Jan. 20, 2017 It’s good to be back and I’m grateful to serve alongside you as Secretary of Defense. Together with the Intelligence Community we are the sentinels and guardians of our nation. We need only look to you, the uniformed and civilian members of the Department and your families, to see the fundamental unity of our country. You represent an America committed to the common good; an America that is never complacent about defending its freedoms; and an America that remains a steady beacon of hope for all mankind. Every action we take will be designed to ensure our military is ready to fight today and in the future. Recognizing that no nation is secure without friends, we will work with the State Department to strengthen our alliances. Further, we are devoted to gaining full value from every taxpayer dollar spent on defense, thereby earning the trust of Congress and the American people. I am confident you will do your part. I pledge to you I’ll do my best as your Secretary.
A look at the 2017 holiday schedule 2017 HOLIDAY SCHEDULE
WHAT YOU SHOULD KNOW
WHY UNION MEMBERSHIP MATTERS The adverse effects of the gop-platform Democratic Platform Fails to Advocate for Federal Workforce Group-Proposes-333-Billion-Cuts-Feds-Pay-and-Benefits
NEW U.S. DOL OVERTIME RULES PLACED ON HOLD BY FEDERAL JUDGE..THE ORIGINAL RELATED FACTS OVERTIME_FACT_SHEET
New Beginnings FAQs What is New Beginnings? Some Answers..... compliments of AFGE
New Beginnings is a new performance appraisal system for DoD civilian employees; it will be rolled out to different components in stages over the next three years.
Why are we adopting a new appraisal system?
After the National Security Personnel System failed, Congress authorized the development of New Beginnings in 2010. Unlike NSPS, this new system has been developed jointly by the Department of Defense and employee unions, led by AFGE.
What is the main goal of New Beginnings?
The main objective of New Beginnings is to develop and maintain a results-oriented performance culture that ties individual performance to organizational goals through a performance and appraisal system that emphasizes employee and supervisor interaction. It calls for employees to get more communication and feedback during the course of the year.
How is the system being deployed?
New Beginnings will be rolled out to different components in stages between now and the end of 2018. The first group of about 15,000 employees will transition to the new system in April 2016. About 3,500 bargaining unit employees will be in this first group, including about 3,000 AFGE members who work at the Defense Information Systems Agency (DISA). (See attachment for list of locals involved in the April rollout).
How is New Beginnings different from my current appraisal system?
Currently there is a multitude of appraisal systems in place throughout DoD. Generally, they are a pass/fail or a 5-tiered system. New Beginnings relies on a 3-tiered evaluation system: (1) unsuccessful, (3) fully successful, and (5) outstanding. All employees must have written performance plans, developed jointly with their supervisors, that detail the critical elements of their job and set goals for the year ahead. Performance goals will be established using the SMART criteria: Specific, Measurable, Achievable, Relevant, and Timely.
How are employees evaluated?
Employees must meet at least 3 times with their supervisor during the year to discuss progress toward meeting performance goals. Supervisors must notify employees early if they are not performing at the fully successful level and provide clear guidance on what employees must do to improve performance. Employee assessments and year-end supervisor appraisals will be submitted using a computer-based program called MyPerformance.
What should locals do?
Each component will be rolled into New Beginnings at different times between now and the end of the 2018. Each local will receive a notice from the agency before New Beginnings is implemented. Each local should submit a demand to bargain as soon as they are notified by the agency that employees are transitioning to New Beginnings. AFGE has developed detailed bargaining guidance to assist locals in negotiating specific provisions of New Beginnings.
What should employees do?
Employees should attend training sessions and informational meetings being conducted by the Department of Defense and AFGE to better understand New Beginnings. As employees move into the system, they will meet with their supervisor to develop a written performance plan that will guide their work during the evaluation period. At the end of the performance cycle, employees will have the opportunity to write a self-assessment that the supervisor will consider in evaluating the employee’s performance. Employees should raise issues related to the performance cycle process through the administrative or negotiated grievance process.
RELATED INFORMATION FROM NFFE.ORG..... Tuesday, March 29, 2016 (National Federation of Federal Employees) In the wake of repealing the disastrous National Security Personnel System (NSPS) in 2010, Department of Defense (DoD) officials were tasked with reforming its civilian personnel management system in collaboration with its labor stakeholders. Throughout the NSPS campaign, DoD fought vigorously to unilaterally impose the personnel reforms in the face of fierce union opposition. Because of the tensions developed in the NSPS campaign, collaboration of the two sides was a daunting task. But it was no secret that DoD desperately needed to update its arcane personnel management practices, so both sides came together to work on the aptly-named reform: New Beginnings. Representing NFFE in this collaboration was Pete Randazzo of Local 1690 (Naval Postgraduate School in Monterrey, Calif.). Randazzo frequently met with DoD and other union officials over a five-year period to outline a blueprint, program and rollout for the new Defense Performance Management and Appraisal program. And after years of work and collaboration, New Beginnings has finally begun its implementation phase at DoD installations around the country. So what does New Beginnings mean for NFFE-IAM members? New Beginnings' mission is to use employee performance plans to document the link between organizational mission and goals of DoD and the contributions of individual employees to realize increased employee engagement, morale, and effectiveness. New Beginnings does away with previous performance standards and implements what is known as the SMART criteria for performance standards. Within the SMART criteria, an employee's performance is evaluated using the following criteria: Specific, Measurable, Achievable, Relevant, and Timely (SMART). Another reform outlined in New Beginnings is a focus on streamlining the hiring process. Reforms include: Enhancement of existing automated hiring tools, training for supervisors and managers, providing training to improve the skills and advisory capabilities of DoD's human resource practitioner workforce, and implementing effective means of recruiting, compensating, and incentivizing the workforce. Additionally, there is a significant focus on strategic workforce planning to shape an effective workforce for today and into the future. The Defense Performance Management system and Appraisal Program has incorporated a three-level system to rate employee performance. The three levels are: Level 1 (unacceptable), level 3 (fully successful), and level 5 (outstanding). The three-level system allows for a more objective method to distinguish between levels of performance, which will allow for more-informed discussions between the employee and supervisor to occur throughout the year. At a minimum, performance discussions will include an initial performance planning meeting to discuss performance expectations, a mid-year performance review and a final performance appraisal. While much tension continues to be present between labor and management within DoD due to the agency's past scorched earth campaign to institute NSPS, NFFE played a key role in developing and advising the New Beginnings System. The system will be largely positive for NFFE-IAM members and brings much-needed reform to DoD's Performance Management and Appraisal program.
Updating-information below by Kellie Lunney dated February 1, 2016
2017 pay increase upped 1 percent “Civilian federal employees will see a 1 percent increase to their expected pay raise for 2017, Government Executive reports.“In a “surprise move,” President Obama increased the pay raise to 2.1 percent, up from the 1.6 percent he had already proposed earlier this year, according to the report.“ The move comes after pressure from federal employee unions and members of Congress who expressed concern that the civilian pay increase beginning January 1 should match that of the military personnel, which it now does, the article notes below.” federalsoup.com/-pay-increase-upped-by-1-percent 1.6 Percent Pay Raise for Service Members in 2017? By Kellie Lunney February 1, 2016 GOVERNMENT EXECUTIVE www.govexec.com/ President Obama will request a 1.6 percent pay raise for service members next year, according to a Feb. 1 report in Military Times. The administration’s fiscal 2017 budget proposal, scheduled for release on Feb. 9, reportedly will include the pay bump, which is slightly higher than the 1.3 percent boost service members received in 2016. Still, the 1.6 percent figure is smaller than the expected 3.2 percent growth in private-sector wages. Federal civilian employees also received a 1.3 percent across-the-board pay increase for 2016. The formula for determining service members’ annual pay increase is based on the Employment Cost Index and the growth in private-sector wages. But under the law (Title 37, Chapter 19, Section 1009) the president has the authority to set an alternate pay raise for military personnel, citing a national emergency or fiscal concerns, if Congress doesn’t pass legislation adjusting the amount or canceling it. The House wanted to give service members a 2.3 percent bump in 2016, but Congress ultimately went with the 1.3 percent figure supported by the Senate and Obama. Service members received a 1 percent raise in 2014 and 2015, after more significant bumps in the years following the 9/11 terrorist attacks. In 2002, for instance, service members received a 6.9 percent pay raise. Between 2011 and 2013, when the across-the-board pay raise for federal civilian employees was frozen, service members received pay increases between 1.4 percent and 1.7 percent. The White House also will propose increasing the amount military retirees pay in TRICARE fees, according to Military Times, a recommendation the administration has made in previous budgets.
WAGE GRADE PAY SCHEDULES FOR 2016
The Department of Defense (DOD) is the lead agency responsible for conducting Federal Wage System (FWS) wage surveys and issuing wage schedules. DOD’s Civilian Personnel Advisory Service maintains a website with all FWS wage schedules. FRC East employees whose worksite is located in North Carolina will normally be able to receive pay adjustments which are effective in March with the actual pay increase appearing on the 1st payday in April. Those employees whose worksite is located in Beaufort, S.C. would normally receive the pay adjustment in September of the applicable year.
We will post the wage schedules on this page as they become available.
FRCE and DLA WAGE AREA BELOW 2017_AC_101R_PAY_SCHEDULE BEAUFORT. S. C. WAGE AREA BELOW BEAUFORT SC-AC-119R SEPT-2017
FEDERAL PAY GS EMPLOYEES (RUS) IN 2017?
MY MEETING 2017 CALENDAR
The next regularly monthly meeting will be held on Monday October 16, 2017. The meeting will begin promptly at 4:00 PM at the District Lodge 110 business office located at 331A West Main Street in Havelock, N.C.UNION_MEETING67
Links to Government Sites Below;
•Defense Finance and Accounting Service (DFAS) •Defense Logistics Agency (DLA) •Department of Defense (DOD) •Department of Labor (DOL) •Federal Labor Relations Authority (FLRA) •Merit Systems Protection Board (MSPB) •National Labor Relations Board •Navy (USN) •Occupational Safety & Health Administration (OSHA) •Office of Management and Budget (OMB) •Office of Personnel Management (OPM) •Social Security Administration •THOMAS: The Library of Congress
Federal employees work under a constrained system of rules, regulations and executive orders that severely limit their scope of bargaining.GOVERNMENT EMPLOYEES DEPARTMENT. Job Security is at best tentative with outsourcing, down-sizing and a convoluted maze of laws affecting how they must deal with hundred of agencies for lay-offs, promotions and other personnel matters. The Government Employees Department is responsible for responding to the volumes of changes that occur and we meet with agencies through National Consultation Rights and seats on National Partnership Councils. It is our job to keep Federal Employees, their elected leadership, and our full-time staff abreast of those changes and to provide the requested services to insure their economic well being and quality of work life.
Government Employees Department Director James E. "Jim" Price Office Manager Terri Kenealy
WE ALSO RECOMMEND YOU CHECK OUT NFFE.ORG
Established in 1917, the National Federation of Federal Employees is the oldest union representing civil service federal employees. NFFE represents 110,000 federal employees in 35 departments and agencies government-wide, including the majority of federal wildland firefighters. NFFE is affiliated with the International Association of Machinists and Aerospace Workers, AFL-CIO.
NEW NFFE LEADERSHIP
MORE 2016 NFFE CONVENTION PICS