VA management and AFGE began negotiating a new collective agreement in May 2019, but the agency twice declared an impasse in October and December of the same year. On December 19, 2019, the VA asked the Federal Services Impasse Panel to intervene, a situation that has been going on ever since. Tom Temin: And what are some of the elements of an agreement that you think are the most important, that have been withdrawn or that are no longer included after what the panel has decided? Tom Temin: It will take longer than recounting the votes. Which brings me to my next question, and that`s, the union just hopes that when the Obama administration finally gets, I can`t believe I just said that if the Biden administration is sitting, you could just come and say, let`s throw it all out and start new negotiations? Is this legally possible and does the union hope so? C. For any management body of a county, city or city that has not adopted a by-law or collective bargaining decision, that management body must, within 120 days of receipt of the certification of a majority of public employees in a unit deemed suitable by those employees for the purposes of collective bargaining, a collective bargaining settlement or decision by those public employees. accept or not say goodbye. and all other public employees deemed appropriate by the management body. This subsection does not oblige any management body to adopt a regulation or decision authorising collective bargaining. But a va spokesman told the Federal Times that the changes they want to implement are aimed at improving care: “Whether by condemning the MISSION Act or working to repeal the VA Accountability and Whistleblower Protection Act, afGE has consistently fought for the status quo and opposed making VA work better for veterans and their families.
It is not surprising that AFGE has taken the same approach by refusing to accept reasonable improvements to its collective agreement. Va`s collective bargaining proposals aim to put Veterans first and foremost what we do and we look forward to working with AFGE to achieve this goal. ” no state, county, municipality or government official, agent or management body has a trade union or other workers` association as a negotiator of civil servants or employees or such an association, or has such power to recognize them as negotiators of civil servants or employees or to negotiate with such a union or association or its representatives, or a collective agreement in respect of a matter; that concern them, their employment or their service. Ibidun Roberts: Of course. I think with respect to the Accountability Act, what is interesting is that the panel has ruled on the issues relating to the Accountability Act. Unfortunately, they have interpreted the law in their judgments, which they should not do. We therefore have some proposals imposed by the body that actually violate the law. For example, the Agency proposed that employees should only be able to provide oral answers, because that is all that is allowed by the Accountability Act, which is simply not true. So we had these kinds of things in the agreement, which absolutely had to be cancelled because it is a false testimony of the law. But as far as official time is concerned, yes, they use executive orders to do so.
And so that`s something we hope it will be canceled. The panel gave us six or five hours per bargaining unit, which is much less than even the executive order of one employee per bargaining unit. And the VA, as we just discussed with the Accountability Act, is particularly unique. Other authorities do not deal with the Accountability Act and this reduced period. . . .