What AFGE Local 2113 Has Done for You

Through our negotiated Labor Management Agreement (LMA) employees have the right to:

These and many other rights can be found in more detail in the Labor Management Agreement (LMA) on the Corporate Web Server under the Human Resources Office web page.

Employee rights by virtue of Union representation include:

What employees would lose without Union representation:

Every right mentioned above. Without a Union, employees have no right to negotiate anything. They would stand alone as individuals. While it is perhaps reasonable to presume that some of the policies codified in the LMA would remain in effect if the union was dissolved, without the Union, Management would no longer be obliged to abide by the LMA. Employees would no longer have any right to any of the conditions or procedures outlined in the LMA beyond those which are also specified by regulation or law. Any such policies could be changed or terminated by Management at any time, for any reason or no reason, without employee input, and there would be no mechanism under law by which Management could be compelled to negotiate such matters.

If you believe having Union representation is good insurance, you don't need to sign a petition to keep a Union at NAWCTSD - you already have representation in AFGE Local 2113!

Other Local 2113 accomplishments include:

If you would like to discuss any of the above at length, or would like to address any rumors, or other issues, your Union officials will be happy to oblige. Please contact us at 381-8721 or by calling our employee phone numbers.

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Security and "Violence" in workplace arbitration In accordance with security guidance, an employee challenged someone who appeared to be entering a controlled space without badging in. The challenged person, a member of Management, balked at the requirement, and the challenger reiterated it and blocked the challengee's path. Instead of commending the challenger for enforcing security policy, the challenger was charged with commiting "violence in the workplace," and was ultimately escorted from the premises by security guards, even though he had never even touched the challengee. After exhausting all internal levels of the negotiated grievance procedure, the Union chose to invoke arbitration of this matter. The case was ruled in favor of the challenger. Without Union representation, the charged employee would have had no right to 3rd-party arbitration of this matter.

Choice of RDOs The first Compressed Work Schedule (CWS) negotiated with Management provided for employees to work in each pay period: eight 9-hour days and one 8-hour day and take one Regular Day Off (RDO). An employee was able to chose either the first or second Monday or first or second Friday of each pay period. This schedule made it difficult for teams which did not coordinate their RDOs to work together on Mondays and Fridays. Because of this difficulty, Management unilaterally decided to eliminate three RDOs and force all CWS employees to take the first Friday as their RDO. Local 2113 repeatedly requested information from Management justifying the requirement for a single RDO schedule so that we could negotiate a settlement based on facts rather than conjecture. After Management repeatedly failed to provide such information, Local 2113 filed an Unfair Labor Charge (ULP) over the unilateral change (a change in working conditions without negotiation). In settlement of the ULP, Management and Local 2113 agreed to allow employees to choose either first or second Friday RDOs. The CWS schedule negotiated in the LMA (Article 20) further allows employees to change their RDO, with supervisory approval, for personal reasons if there is no work impact. Without a union, there would have been no mechanism by which to compel management to negotiate on this issue.

Eliminated surveillance of men's restroom. A video system was discovered surveilling a stall of one of the men's restrooms. Upon the insistence of Local 2113, the system was removed. The Command's official explanation of this matter was that someone had been defacing the walls in that restroom, and the Commanding Officer (CAPT Hixson) had authorized installation of a video camera for the purpose of surveilling the area. CAPT Hixson said that his authorization had been only for surveillance of the common area of the restroom and not for the stalls. However, when the camera was discovered by employees, it was surveilling a stall.

Saved employee's job from firing due to personal use of computer Local 2113 successfully defended an employee who was fired (1996) for personal use of his desktop computer. The arbitrator decided that Management's policy was unclear and was inconsistently enforced and that punishment by termination was disproportionate to the offense charged. The employee was reinstated and awarded back pay with interest. The Union paid for his share of the arbitration costs (approximately $3000). Without Local 2113's support, this employee would have had to depend upon a privately retained attorney to present his case, or represent himself. Subsequent to this case, Local 2113 negotiated the right to limited personal use of e-mail and Internet access (LMA, Article 37).

Local 2113 has also successfully defended other employees in disciplinary cases in which the discipline was changed from letters of reprimand to letters of caution. Local 2113 was successful in many of these cases because Management had not applied the principle of progressive discipline as negotiated in the LMA (Articles 9 and 10).

Removal from BRAC list. Military Activities across the United States were scrutinized for closure during the Base Realignment and Closure (BRAC) process during the early nineties. The two Locals at NAWCTSD each paid travel expenses for Union officials to travel to Washington D.C. to lobby on behalf of employees for our continued existence. The Locals had reason to believe that we were to be closed and our work given to other portions of NAVAIR. The Union representatives briefed both White House officials and the Office of the Undersecretary for Defense on the significance of our work, our National training stance, and our relationship with the Army. The OSD official, convinced of the importance of our work, removed our name from the list during the final scrub of the DoD Activities on the chopping block. As employees we were not allowed to lobby the Navy or DoD in our defense. As Union representatives we are allowed to express our opinion and to lobby at the appropriate level on behalf of the employees we represent.

IT Raise for NAWCTSD Engineers. On November 3, 2000, the Office of Personnel Management announced a pay increase for certain Information Technology (IT) federal employees. Series receiving the raise included: GS-0334 (Computer Specialists), GS-0854 (Computer Engineers), and GS-1550 (Computer Scientists). Many NAWCTSD engineers at that time had position descriptions which were titled as "GS-0855/1550 Interdisciplinary," but the engineers were classified as GS-0855 Electronics Engineeers (not included in the IT raise). Many of their position descriptions had been written before the GS-0854 series was created. Because the PD was multidisciplinary, employees filling the position could be classified as either 0854 or 0855. After implementation of the IT raise, many 0855 engineers found themselves being paid less than 0854s and 1550s who were doing substantially the same work. Local 2113 brought this to the attention of Management and suggested that such GS-0855 employees should be converted to 0854s and thus receive IT pay raise. Management concurred, and beginning with the pay period ending 14 January 2001, most GS-0855 employees were converted to GS-0854's and benefitted from the IT raise.

Receive 9-hour Holiday pay: The union negotiated enforcement of the Code of Federal Regulations guidance of 9 hours vice 8 hours of holiday leave for employees on the Compressed Work Schedule. Prior to negotiations, when a holiday occurred during a pay period, that holiday was considered to be an 8-hour day, even if it fell on an employee's 9-hour day. Employees were forced to switch their 8-hour day to the holiday. That meant the employee had to work 9 hours on their alternate RDO day.

Headed off display of SSN and DoB on CACs:Management had asserted that the Geneva Convention required "in-the-clear" display of Social Security Numbers and Birth Dates on ID cards. The Union team that was negotiating CAC implementation researched this claim and found it to be exagerated. The Geneva convention describes a standard for identification cards which includes clear display of information including identifying numbers and says that personnel working in areas where there is a risk of being taken prisoner have a right to such a card. Personnel not working in such areas do not have that right, and simply traveling to Germany on TDY does not qualify one to exercise this right.


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This page was last updated on December 1, 2006