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- What Your Contract Covers
What Your Contract Covers
This agreement was negotiated by working people like you. Every article exists because AFGE Council 270 fought for it at the bargaining table.
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Your Rights on the Job You have the right to union representation during any examination you reasonably believe could lead to discipline. Management must annually notify all employees of this Weingarten right. You can join or support the union free from interference, and your personnel records stay private. Article 3 – Employee Rights |
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Hours of Work and Schedules You can request a compressed work schedule (CWS) such as a 4/10 or 5-4/9 plan, or a flexible schedule with a range of start and end times. Management must approve or deny schedule requests in writing within 15 days, and any denial must include a specific reason. Schedule changes require 7 days’ notice except in emergencies. Article 9 – Hours of Work |
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Leave and Time Off Your annual leave requests get a fair review, and approved leave won’t be cancelled without good reason. Sick leave covers you, your family members, adoption, bereavement, and medical appointments. You also have access to the Voluntary Leave Transfer Program and can receive donated leave during medical emergencies. FMLA protections are built right in. Article 11 – Leave |
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Telework If your position is eligible, you have the right to request a telework arrangement. Denials must be in writing with a specific, mission-related reason. Two types of telework are available: core (recurring, scheduled days) and situational (weather, appointments, special assignments). The agency will provide necessary equipment, and teleworkers get the same treatment as on-site employees for appraisals, awards, training, and promotions. Article 31 – Telework & Appendix A |
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Hold Management Accountable When management violates your contract, you have a clear path to fight back. Step 1 goes to your immediate supervisor. If that doesn’t resolve it, Step 2 goes to the Superintendent or higher. And if management still won’t make it right, the union can take it to binding arbitration. You have 30 calendar days from the date you became aware of a violation to file. Article 14 – Grievance Procedure |
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Performance and Promotions Your performance standards must be in writing, communicated at the start of each appraisal period, and based on objective, measurable criteria. If management puts you on a Performance Improvement Plan (PIP), you get at least 90 days to demonstrate improvement. For promotions, vacancy announcements must be posted for at least 14 calendar days, and selection criteria must be job-related and applied consistently. Articles 17 & 20 – Performance & Merit Promotion |
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Safety and Health The agency must maintain safe working conditions that comply with OSHA standards. You have the right to report unsafe conditions without fear of retaliation. Joint labor-management safety committees meet regularly, and the agency must provide required personal protective equipment at no cost to you. Injuries on the job are covered under the Federal Employees’ Compensation Act (FECA). Articles 24 & 25 – Safety, Health & Workers’ Comp |
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Training and Development You have the right to request training that will help you do your job and advance your career. The agency will make a reasonable effort to fund training tied to your official duties. When mandatory training is required, the agency provides it on duty time. New employees get orientation that includes information about your union and your rights under this contract. Article 23 – Training |
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Discipline Protections Discipline must be for just cause, applied consistently, and progressive in nature. Before any suspension of 14 days or fewer, you get at least 15 days’ advance written notice and the right to respond orally or in writing. For more serious actions like removals or demotions, you get 30 days’ advance notice. You have the right to union representation at every step. Article 18 – Disciplinary and Adverse Actions |
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Reduction in Force Protections If the agency plans a RIF, AFGE Council 270 must be notified as early as possible and at least 90 days before effective dates when feasible. The union has the right to negotiate the impact and implementation. Affected employees get priority placement assistance, and the agency must use reassignment, attrition, and voluntary measures before resorting to involuntary separations. Article 19 – Reduction in Force |
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Equal Employment Opportunity The agency and AFGE are committed to a workplace free from discrimination based on race, color, religion, sex, national origin, age, disability, sexual orientation, or gender identity. Article 26 |
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Position Clarification You can request a desk audit if you believe your position is misclassified. The agency must review your duties against your position description and provide a written decision. Article 21 |
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Child and Elder Care The agency recognizes that working people have family care responsibilities. Leave may be granted for unexpected changes in care arrangements, and the EAP can help you find local childcare and elder care resources. Article 37 |
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