HUD AFGE COUNCIL 222 Home Page

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Biden Signs Executive Order to Promote Collective Bargaining

April 26, Govexec.com - President Biden on Monday signed an executive order aimed at identifying new and existing policies across the federal government to encourage workers in both the public and private sector to organize and form labor unions and reaffirming that agencies should act as a "role model" for employers. The Executive Order on Worker Organizing and Empowerment establishes a task force, which will be led by Vice President Kamala Harris and Labor Secretary Marty Walsh and made up of more than 20 federal agency heads, and tasks the group with identifying existing policies that can be leveraged to encourage labor organizing, particularly in states with "hostile" right to work laws and in industries that are considered "hard to organize." It also instructs the agency heads to recommend a series of policy changes that can be made via regulations or legislation to make it easier to organize workplaces. Biden wrote that the task force marks the start of an effort to, for the first time, fully implement the policy provisions of the 1935 National Labor Relations Act. read executive order

Biden Executive Order Protecting the Federal Workplace

Jan 22, 2021 - President Biden issues Executive Order. "It is the policy of the United States to protect, empower and rebuild the career Federal workforce. It is also the policy of the United States to encourage union organizing and collective bargaining. The federal government should serve as a model employer." read executive order

2018 Trump Executive Orders Reference Page

Articles from various news sites on the 2018 Executive Orders are on their own page for reference. 2018execorders.htm

Council Forms, Miscellaneous

Grievance Form - HUD-25016 (fillable word document)
ULP Form (fillable pdf)
Voucher for Reimbursement (fillable pdf)
Join AFGE Form
2010 Official Time For Training Memo

Contracts and Constitution

CURRENT CONTRACT | CONSTITUTION AND BYLAWS
- 1998 Contract (Yellow) Supplements for 1998 Contract
- 1990 Contract (Orange)
- 1983 Contract
- 1979 Contract

E:Alerts

Eboard/Private Area

Job Postings

Training Materials (more materials are found in the private area)

5 USC Chapter 71, Federal Service Labor-Management Relations Statute
Adverse Action Misconduct, Douglas Factors For
Appropriate Arrangements Proposals, Pt 1 (Fedsmill)
Appropriate Arrangements Proposals, Pt 2 (Fedsmill)
Arbitration, Guide On (FLRA,Sept 2016)
FLRA Channel on YouTube: https://www.youtube.com/channel/UChxZxAWRochHxTLjRPWmuoQ Grievance Drafting Tips 1-6 (Fedsmill.com)
Information Requests, Guide On (FLRA, 2011)
Just Cause, Arbitrator Daugherty´s Seven Tests of
Just Cause, Efficiency of Service & Progressive Discipline for Inappropriate Conduct, DOJ & NAU (66 FLRA No. 41, 9-30-11)
Meetings, Guidance On (FLRA, Sept 2015)
Negotiability, Guide To (FLRA, June 2013)
Negotiability Regulations (FLRA, 2-17-21)
Plain Language & Ambiguous Contract Interpretation Standards
Request for Information, Model for Union (FLRA)
Request for Information (under 5 U.S.C. § 7114(b)(4)) to get copies of supervisors'/management officials' disciplinary/adverse action records agency-wide if you are representing a Union member or bargaining-unit employee in a disciplinary/adverse action case to see if HUD is treating employees disparately/unfairly and inequitably in the imposition of the disciplinary/adverse action penalties compared to supervisors/management officials.
ULP Case Law Outline (FLRA, Sept 2020)
Witness Rights! (FedSmith 04.20.21)

What Every Union negotiator should know...
- About Past Practice by Frank Ferris
- About Changes in Working Conditions
- Negotiability - 20+ FLRA Precedents

Why Do People Still Say Impact and Implementation?
Please Note and utilize the five criteria identified what makes a union proposal a negotiable appropriate arrangement by Mr. Swerdzewski in the FLRA's precedential case. In writing your bargaining proposals (article from the FLRA's former General Counsel under the Clinton Administration, Joe Swerdzewski).
PLEASE NOTE: Note that the adverse effects can be reasonably foreseeable to be a negotiable appropriate arrangement. Often, management is making a proposed change in conditions of employment that have not been implemented yet, but the adverse effect can be reasonably foreseeable. For example, if the Agency wants to change how job hiring or promotions are announced, no longer wants to use usajobs.gov, and instead wants to use the hud.gov website to advertise jobs, it is reasonably foreseeable that employees will continue to go to the usajobs.gov website because it has been used for about 15 years now and they would not find any jobs or promotions to apply for; they would miss hiring and promotion opportunities. Therefore, procedures and appropriate arrangements can be tailored to notify and market to employees the change in web site to apply for HUD jobs and promotions. An appropriate arrangement would be that employees who have evidence that they searched the usajobs.gov website for a job promotion and missed the deadline to apply, that their paper applications would be evaluated and considered after the application closing deadline to be emailed or faxed to the HR Specialist listed in the vacancy announcement within a certain number of days of the announcement closing. Hope this example helps.

FedSmith Do You Know What Sexual Harrassment Is? - Sexual Harrassment as defined by law.

Union Manuals

Bargaining Manual (pdf)
Bargaining Manual (doc)
Basic Training Guide
06/2008 Local Pres Guide
Steward Manual (pdf)
Steward Manual (doc)

Management Forms, Manuals, Etc.

HUD EEO Report 2006
Performance Management Plan for the Performance Management System (aka the RED BOOK, dated 10/90)
Performance Based Reduction in Grade and Removal Actions Policy, 432.1 Rev-1, May 2019 (OCHCO Draft)
Succession Mgmt Plan FY 2006-09 (dated 09/2006)

COUNCIL 222 LIBRARY