1 GAO Master Contract: Overview GAO Employees Organization, IFPTE, Local 1921 2010 Annual Membership...

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GAO Master Contract: Overview

GAO Employees Organization, IFPTE, Local 1921

2010 Annual Membership Meeting

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Collective Bargaining Agreement

Between

The Government Accountability Office

And

The GAO Employees Organization, IFPTE, Local 1921

This is an excellent contract for employees!

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Why is the Master Contract Important?

• Establishes agreement regarding terms and conditions of work

• Provides guidance and stability• Articulates employee, union, and agency rights• Provides framework for labor-management

relationship

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Union’s Goals for Master Contract

• Preserve flexibilities in workplace• Maintain local autonomy• Assure recognition of professional standing and

fair treatment of employees• Level the ‘playing field’ in due process• Establish and improve relationship with GAO

management

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A Representational, Democratic Process

Full Assembly and work groups• Met through 2009• Reviewed master contracts, GAO Orders• Identified, discussed concerns

Assembly elected bargaining committee• Obtained training in collaborative negotiation approach• Surveyed employees• Sought legal review with counsel

* Core Bargaining Team 6

Bargaining Committee

• Susan Etzel

SI/Boston• Leo Acosta

NRE/San Francisco• Steve Robblee

HC• Jonathan Tumin

HSJ• Jenny Chanley

ARM

• Dan Meyer,* VP Field

EWIS/Chicago• Jacqueline Harpp,*

EWIS• Steve Berke

SI• Lise Levie,* VP Griev

EWIS• Ron La Due Lake,* Pres

ARM

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Further Preparation

Management and Union teams• Participated in joint training• Negotiated ground rules, Oct. 2009• Agreement on expert facilitatorBargaining committee identified interests• Negotiations conducted:

January - October, 2010

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Bargaining Committee’s Role in Negotiations

Bargaining committee

• Did research, core team FT

• Consulted with internal and external expertise

• Briefed Assembly, sought input, during each session

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Nature of Negotiations

Management and Union:– Generally met full days, 3-5 day sessions– Each committed resources– Were equals at the table– Respected expert facilitator– Listened carefully– Both made compromises

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Ratification

Union members have an opportunity to:

• Review tentative agreement

• Consider big picture

• Check for ‘fatal flaws’

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Contract Topics

• Employee, Union, and Management rights

• Workplace policies– Hours of work, OT, telework, leave, transfers

• Health and Safety– Disability and Reasonable Accommodation

• Merit Promotion/Placement

• Performance Management

• Awards

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Contract Topics

• Discipline/Adverse Actions • Dispute Resolution, ADR, Grievance• Arbitration • Reorganizations• Renovations/relocations• Reduction in Force• Framework for Union operating at GAO• Mid-term Bargaining

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Hours of Work

• Standard Business Hours, limited exceptions

• Core Hours• Maxiflex• Credit Hours• Changes to Schedule• Termination of Approved Schedule

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Hours of Work

Highlight:

Vary arrival/departure time• Up to 1 hour without approval• Up to one additional hour w/notification

With consideration of • standard business hours• core hours• previously scheduled meetings

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Overtime & Compensatory Time

• Overtime– Agency initiated– Employee initiated

• Exempt employees

• Non-exempt employees

• Compensatory time

• Approval process

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Overtime & Compensatory Time

Highlights:

Revised Form 535• Includes description of application process

When OT is initiated by Agency:

Management responsible for Form, authorization, and approval

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Telework

• Employee eligibility

• Work appropriate for telework

• Types of telework

• Application process

• Availability while teleworking

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Telework

Highlight:

– Teleworking employees may request approval for a temporary alternate location to their usual telework worksite, rather than submitting a separate application

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Merit Promotion & Placement

• Application process

• Minimum open period for internal applications

• Option to include additional information

• Right to copy of application

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Merit Promotion & Placement

Highlight:

– Union will collaborate with GAO HCO on developing guidance to correctly answer required core questions in USAJobs promotion/placement application

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Grievance, Arbitration

• Scope of grievance process

• Filing process, time frames

• Institutional grievances

• Alternative dispute resolution

• Invoking arbitration

• Selecting arbitrator

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Grievance, Arbitration

Highlights:– Consequences for the Agency if it misses time

frames– Vast increase in scope of process– Union may file grievance on behalf of

employees– Final decision is outside of GAO

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Reduction in Force

• Union input in advance of RIF decision

• Content of notification of RIF

• Priority placement

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Reduction in Force

Highlights:– Employees who are terminated in a RIF are

eligible for priority placement Agency wide for a period of two years

– Agreement that RIFs may not be designed as narrowly as in current Order (contract notes)

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Duration of Contract

– Contract is for a four year term– Either party may open up to two articles for

renegotiation at mid-point (two years)– At end of four year term, either party may

reopen contract for negotiation– If not reopened, renewed for additional one

year term

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Ratification Activities

• Tentative master contract released before voting begins

• Voting time period Dec. 10 – Jan. 10

• Informational brown bag sessions before and after holidays

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Contract Ratified?

• If ratified, master contract undergoes legal review

• Signed and executed

• Training for managers and employees conducted jointly and separately

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Ratification

• Bargaining Committee and Assembly recommend ratification of tentative agreement

• This is an excellent contract for employees!

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Questions?

Contact your local delegate, any member of the bargaining committee, or email

gaoanalysts@ifpte.org