* Denotes New Issue
There are sweeping changes on the horizon for Federal Unions and employees. The Bush
administration is achieving it's goals of weakening federal unions and promoting the good ole boy
system with a new pay and performance plan. The government has no funds to spare and the
Agency has a Reduction In Force looming over our heads. Recently a new personnel system was
unveiled at the DHS that weakens the unions ability to bargain over certain issues and also
weakens the employees ability to appeal unjust personnel actions taken by management. Proposals
are being made as we speak to bring the rest of the government on line with the Presidents
personnel initiatives. These are trying times to say the least. If we are to get through this we must
stick together and watch each other back.
On January 20, 2005 the union had an arbitration case scheduled concerning the RIF notice given
to the union last summer we were able to settle this case without a hearing. We reached the
objective we had in the grievance and were to get the Agency to agree to issue proper notice to us
locally. The local will be receiving a copy of this case shortly. The agreement was read into the
record and taken by the court reporter who was present at hearing.
Forty posts were removed from the custody roster recently and all the positions were moved to
sick & annual to stop the agency from having to pay overtime. Not only does this mean more staff
will be placed on sick & annual but will increase the frequency in which an officer is placed on sick
Non-Custody staff working custody posts. Unit team will more than likely be placed in custody
positions more often to save money by not having to pay overtime. For safety reasons these staff
should not be working as an officer in the same unit they are a counselor or case manager in. In
addition these staff should not be penalized for non-custody work that is not getting done because
the staff involved are working custody posts. You should not allow your evaluation to suffer
because of this.
Promotions- This is an ongoing issue if you feel you were not treated fairly in a promotion process
contact your union representative and find out what can be done about it.
Overtime- The agency will not be paying hardly any overtime. Overtime is not guaranteed and the
union cannot by law force the Agency to pay overtime. If you are relieved late or are ordered to
stay late you are entitled to overtime or comp time (employees choice). Every staff member needs
to stand up for your rights in this matter and make sure you are compensated for work you
performed. Overtime- We the union do not anticipate that overtime will open back up as it has in
the past. All indications from Management are that overtime will be very limited in the future.
This is due to new budget constraints. Although it can never be totally alleviated it can and will be
greatly reduced. Remember that what type of compensation is accepted is up to the employee. If
you want comp time than take comp time but don't cry about it later. If you choose to accept comp
time that is your business.
***Compressed schedules- We have received letters from the Warden to terminate compressed
schedules in the Recreation department as well as CMS. The union will take the agency through
the process on these and attempt to save these for the staff who are benefitting from them.
Workplace Violence- This is an issue that can not and should not be tolerated when line staff or
supervisors are involved. Bureau Policy takes a dim view of this type of activity and the union will
work with in the system to insure that staff involved in this type of activity are dealt with in a just