The Answers to All Your Questions
MEMBERSHIP
Employees can verify Bargaining Unit status by reviewing Box #37 of their SF-50. If your SF-50 contains any code, other than “7777” or “8888” then your position is included in a Bargaining Unit. If you are assigned to the HQs and your SF-50 includes a “7777” code, it is likely a mistake and your position should be eligible to be in the Bargaining Unit. Inform your union representative to get it corrected. If your SF-50 reflects a “8888”, and your position is non-supervisory and outside of the HR office, then contact your Modal Vice President to get it corrected.
Anyone HR designates as “in the BU” will automatically be considered a part of the Bargaining Unit and may be represented by the Local. Membership requires the payment of dues and thus is not automatic. The Local represents all Bargaining Unit Employees, but AFGE dues-paying members receive priority support and access to full representation resources including consideration for arbitration expenses and professional legal services.
Our membership dues are $19.75 per pay period and payable to the Union via electronic dues or payroll deductions. Please contact a Union Official if you have questions about payroll deductions for Union dues.
By becoming an AFGE member, you’ll join the 800,000 government employees represented by AFGE, which fights for better pay, job security, and the retirement benefits you’ve earned. AFGE Local 3313 is the exclusive representative authorized by law to negotiate on your behalf. We represent you, the Bargaining Unit Employee, whether you require assistance with professional development, grievances, mediation, arbitration, or discriminatory practices, the Local is here for you. Members also have access to discounts, education benefits, and retirement planning services among others. Review AFGE’s brochure for more information on benefits.
COLLECTIVE BARGAINING
Collective bargaining is a legally recognized mechanism essential for effective governance. It involves the Union and management coming together to negotiate on matters of professional development, conduct practices, and employee quality of life. The union seeks to secure better working conditions and fair and equal treatment for its members. Collective bargaining concludes with the signing of a collective bargaining agreement (CBA). A Collective Bargaining Agreement (CBA), also known as a labor agreement or Union contract, is a written legal agreement between the union and management that governs the terms and conditions of workers’ employment. You can review AFGE Local 3313 CBAs here.
REPRESENTATION/ WEINGARTEN RIGHTS
It depends. If your meeting is about your job and expectations, then the Union has no “rights” to attend, and your manager is under no obligation to allow us to attend. If the meeting involves an alleged conduct violation or a proposed adverse action, then yes, you are entitled to have Union representation. If you are asked to attend an investigatory interview, you may invoke your Weingarten Rights. In the landmark case NLRB v. J. Weingarten, Inc. (1975), the Supreme Court ruled that union-represented workers have the right to representation during an investigatory interview with supervisors or managers when questioning is part of an investigation into your performance or work conduct and may require you to defend, explain, or admit performance issues or misconduct where that may form the basis for discipline or discharge, you reasonably believe that the investigation may result in discharge, discipline, demotion, or other adverse consequence to your job status or working conditions. Click here to locate your Union Representative(s).
No, the law (5 U.S.C. § 7102) allows employees to “form, join, or assist any labor organization, or refrain from any such activity, freely and without fear of penalty or reprisal.” Retaliation is the most frequently alleged basis of discrimination in the federal sector and the most common discrimination finding in federal sector cases. Any attempt by management to willfully hinder your participation in a Union will be treated as a form of retaliation.
RETURN TO IN-PERSON WORK
We do not have an answer for this. Currently, the Department is trying to develop new policy on telework. We will address any new policy in accordance with our bargaining rights.
The law is clear, telework is voluntary, therefore, management cannot require you to have a telework agreement.
Currently you will remain at status quo, until such time as the agency has identified and coordinated a federal facility within a 50-mile agency established commuting distance. The Union does not know what the Agency will do if there is no facility or agreement for you to go to. Our proposal will be to allow you to work from home.
No. Your reasonable accommodation is not part of the return-to-work requirement. However, you may need to update your reasonable accommodation if required.
No. If your supervisor tells you to come into the office, you must comply, and if you think it is unfair or otherwise inappropriate, then contact the Union. We will work with you to ensure you a fair outcome.
