Afge Master Agreement 2011 Va


Under the AFGE agreement, supervisors must identify an employee`s performance flaws and develop, with the employee and a local union representative, a performance improvement plan (PIP). However, the PIP should describe specific measures that the employee should take to improve, and other provisions regarding the continuation of specific advice or training contain VA states that under the new liability law, he is not required to comply with the AFGE agreement. According to a VA press release, the new collective agreement would reduce the agency`s official time use from about 1 million hours of work per year to 10,000 hours of official time, a 99 percent reduction. David Bump, AFGE vice president for VBA in Portland, Oregon, pointed to the Department of Education`s recent decision to end negotiations and implement its own terms, without the union`s approval. The Department of Veterans Affairs on May 2 proposed a new collective agreement with the American Federation of Government Employees, which Agency officials say will improve medical care, customer service and employee accountability. The Liability Act notes that its provisions “supersede any collective agreement to the extent that such a contract is inconsistent” with the new act. The inter-union and the VA will appear before an arbitrator at a hearing in April to try to resolve disagreements over the interpretation of the law. The new agreement would also strengthen frontline supervisors, streamline the recruitment and training process and ensure that the collective agreement does not intervene in the Agency`s modernization legislation, according to the VA press release. “It`s time to restart VA`s approach to the relationship between labour relations and management. A reluctance to challenge the status quo has led to the current agreement, which has many benefits that favor the union and not the veterans we are supposed to serve,” VA Secretary Robert Wilkie said in the statement. Recent VBA guidelines do not mention any performance improvement plan. And according to the memo, the Agency will give employees up to four pay periods or two months to address performance deficiencies – less time than the 90-day PIP outlined in the AFGE agreement, AFGE is also ready to bring this battle to the bargaining table.

VA told AFGE in December that it wanted to reopen and renegotiate its current collective agreement. The two sides are currently discussing ground rules for the negotiations, McQuiston said. “The VA Accountability and Whistleblower Protection Act expressly states that proceedings involving distances, downgrades or suspensions of more than 15 working days replace all collective agreements that are inconsistent with the procedures outlined in the new law,” ministry spokesman Curt Cashour said when asked about the discrepancies between the current practice of the VA and the AFGE framework contract. PPIs should give the employee “an appropriate opportunity of at least 90 calendar days” to resolve specific performance-related issues identified, the agreement says. During this period, employees and their supervisors should maintain ongoing communication. AFGE`s framework contract with VA describes how both parties agreed to measure employee performance and hold workers to account according to these standards. AFGE, which represents more than 220,000 employees, said the department`s new performance guidelines contradict the collective agreement it signed with the agency in 2011. The current collective agreement between AFGE and VA has existed since 2011 and the union and agency must now begin negotiations on the new contract proposal.

However, union representatives say the proposed agreement provides substantial protection measures offered under the current agreement, which covers around 250,000 workers within the Agency. . . .