AfGE, however, called the agreement a “great contractual victory,” during which the union saw improvements to 13 items over the contract unilaterally imposed last year. Over the past year, CEPOL has attempted to implement a new contract for its workers without union agreement. “These dictations are not a step forward, or even adaptations to the current or preliminary agreements at stake, they are significant reversals of employees` ability to work effectively with EPO leaders, to assess their performance appropriately or to maintain a modern work-life balance.” “We are pleased that AFGE has agreed to enter into a transaction agreement that requires contract negotiations on a number of important issues such as working time, telecommuting and trade union rights. These negotiations are expected to be concluded by 15 April,” the EPO spokeswoman said. The move has shaken CEPOL staff, prompting protests by AFGE residents of the Agency and outside pressure on Capitol Hill to rethink it. The Agency and the union have returned to the negotiating table since last month to draft a new agreement. These discussions could be concluded this spring. The agreement requires staff to telework from their local suburbs. It also confirms telework as part of the EPA Operating Plan (COOP) and describes positions that simply cannot do remote work, including those that require access to classified information, have personal interactions with their superiors and members of the public, or must be physically present in a laboratory or test site. Last summer, the EPA unilaterally imposed a new contract on workers without the union`s approval.
The original document contained the reduction of telework and official time, as well as restrictions on the union`s use of government and office property. “Regardless of telework programs or alternative work schedules, employees are expected to physically register at work and official service at least three days a week,” the new collective agreement states. “Maxi-flex planned days off, compressed days off and regular telework days count for this requirement as a day outside the official site. Every leave, every day of paid leave (for example. B annual leave, sickness, credit hours, etc.) or official travel is not considered a day aaway from the official site for the purpose of this requirement. “With the restriction in afGE`s bargaining contract, I can no longer telework two days a week, which will likely lead me to withdraw from the EPA in the coming months,” the person said in an email. AFGE, which represents 7,500 EPO staff, first announced in June that it had agreed with the EPO on these issues. The Environmental Protection Agency (EPA) and a large workers` union signed an agreement Thursday after years of litigation. EPO staff must also maintain a “fully successful” or superior performance assessment to meet their telework agreements.
Perhaps especially for EPO staff, the new collective agreement allows workers to telework up to two days a week – an improvement over the one-week one-day limit that the Agency unilaterally implemented last summer. The collective agreement provides that employees can have up to two days of telework per week, allowing the union to use the conference rooms without the agency`s permission, and the agency requires individual protective equipment and indoor air quality tests. In July, the EPO and AFGE agreed on a new contract. Both the Agency and the union have called the new collective agreement a victory in their own way. If you would like to become a local 704 member, contact email@example.com. This is a great time to get involved. “The EPA and AFGE are moving forward and the Agency believes that the negotiations will result in important agreements and