Tense Negotiations Over Union Contract

     From Federal News Network:

After more than a year of tense negotiations, the Social Security Administration and the American Federation of Government Employees have finally reached an agreement on a new, six-year contract.

The new collective bargaining agreement, which SSA management and AFGE representatives signed late last week, settles months of disagreements between the two parties and offers both some stability days before the injunction on the president’s May 2018 executive orders was lifted. ...

The Federal Mediation and Conciliation Service (FMCS) in September brought AFGE representatives and SSA management together to begin discussing how the two parties would move forward after a June decision from the Federal Service Impasses Panel.

In total, the impasse panel ruled on four provisions for management, six with slight modifications for management, one provision for AFGE and another for the union with slight modifications. ...

SSA wanted to allow five days for negotiations with the union. AFGE proposed four weeks, the union said.

Both parties struggled to agree on a bargaining process — specifically how long they could negotiate and what specifically they should negotiate over.

In the end, the union faced a decision: drop all ongoing litigation related to the SSA bargaining agreement, which included two court cases and nine grievances, and negotiate with the agency — or have the impasses panel rule on the remaining articles of the existing AFGE contract. SSA, meanwhile, said it would begin to implement the provisions of the president’s workforce executive orders under the second option. ...

“We had two options available to us. Neither option was particularly good,” Rich Couture, president of AFGE Council 215, which represents employees at SSA’s Office of Hearings and Appeals, said in an interview. “One was a choice between a certain annihilation of representation at SSA, as well as long-held employee rights and benefits and privileges, versus a chance at continued survival.” ...

The new agreement gives a bank of 125,000 hours of official time — half of the official time bank AFGE representatives had under the previous contract but 75,000 more hours than what the impasses panel granted in its recent decision. ...

The agreement allows 20 union representatives to use no more than 840 hours of official time a year, meaning those employees could spend about 40% of their time on union activities and the remaining 60% of their time performing the functions for which they were initially hired.

All other union representatives have a limit of 400 hours of official time a year, meaning these employees can spend as much as 19% of their time on union activities. Both of these scenarios give AFGE representatives more official time to work with than what’s described in the president’s executive orders. ...

“The fight is not over, but at least we will have some time and resources to conduct a fight,” AFGE wrote in a summary of its new contract to its members. “There will no longer be any union officials who on 100% official time, 75% official time or even 50% official time. Every union official will be doing production work and we will be feeling, first hand, the same pains and abuses that every other worker feels.” ...

“The commissioner had stated to us that he wanted to have a strong and positive relationship with the unions at SSA, that he wanted to improve working conditions for employees,” Couture said. “Everybody is pretty well aware that SSA’s Federal Employee Viewpoint Survey scores for the last few years are pretty poor. Also, the commissioner wanted to really bring in employee ideas and engage employees in labor in finding ways to address, tackle and solve a lot of SSA’s service delivery issues.” ...

Maintaining the status quo with telework was one of the top priorities for the union, Couture said, but it was one of the few areas where AFGE and SSA couldn’t compromise. ...

The union said it’s concerned SSA component leaders may make their own changes now to existing telework policies. ...