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AFGE Local 524 - Union Points of Contact
EASTERN REGION - Raytheon/GD/BAE - Northrop Grumman CADs
REGIONAL VICE-PRESIDENT - Debra Laney
CENTRAL REGION - Lockheed Martin CAD
REGIONAL VICE-PRESIDENT- Contact: Nancy Peterson
WESTERN REGION - Boeing/Honeywell CAD
REGIONAL VICE-PRESIDENT - Contact: Mario E. Benavides
AFGE Local 524 - What we can do for you !!!
Union Services
· Representation
We can speak on your behalf to the Agency about any personnel policy or practice or other general condition of employment.
· Collective Bargaining
“Telework” and “Work schedules” are some benefits bargained through the Union. We are responsible for representing the interests of all bargaining unit employees in the Agency.
· Security Clearances
The Defense Office of Hearings and Appeals (DOHA), is a component of the Defense Legal Services Agency. We can assist you with hearings and advise you on decisions in connection with personnel security clearance cases.
· Investigatory Examination
We can help you with representation in any Agency or DCAA IG investigatory examination.
Union Services
· Interpretation of Agency/Gov't Laws, Rules and Regulations
We can help you with in “translating” any issued Agency or Gov't personnel action.
· Grievances – Arbitration
Performance appraisals, disciplinary actions, promotions, Agency settlements are some areas where we can support you.
· Proceedings
Some of the assistance we also offer but not limited to proceedings before the Federal Labor Relations Authority, Federal Mediation & Conciliation Service, the Equal Employment Opportunity Commission, Merit System Protection Board, etc.
· Legal Representation
Should your case become complex, we can assist you in obtaining legal counsel.
AFGE LOCAL 524 - INFORMATION
VACCINE MANDATE
AFGE LOCAL 524 EFFORTS REGARDING VACCINATIONS:
AFGE Local 524 will file a demand to bargain with the Agency to initiate bargaining of the policies to be followed by DCAA to enforce the Coronavirus Disease 2019 vaccination requirement for Federal Employees (Executive Order 14043). Bargaining will be a joint effort between the Union and the Agency, with consideration of the U.S. Office of Personnel Management (OPM) guidelines (see below).
AFGE Local 524 will also assist employees in preparing and filing exemption requests for medical or religious reasons. Further information will be provided after negotiation of Agency policy.
AFGE Local 524 continues to work for you to ensure your Federal bargaining rights are upheld.
OPM GUIDELINES:
U.S. Office of Personnel Management’s (OPM) “Guidance on Enforcement of Coronavirus Disease 2019 Vaccination Requirement for Federal Employees – Executive Order 14043” provides the following information:
- Agencies should require all of their employees, with exceptions only as required by law, to be fully vaccinated by November 22, 2021. That means employees must complete required vaccination dose(s) by November 8, as they will not become “fully vaccinated” until 2 weeks after their final dose (the second of 2 doses for Pfizer and Moderna, and the first dose for Johnson and Johnson).;
- Agencies may initiate the enforcement process as soon as November 9, 2021, for employees who have not received their required vaccination dose by November 8, 2021, unless the employee has received an exception or the agency is considering an exception request from the employee.
- OPM recommends agencies initiate the enforcement process with counseling and education. Agencies should use the counseling period to remind the employee again of the vaccination requirement, emphasize that failure to comply will lead to discipline up to and including removal or termination, address any questions, and inform the employee that they will have a short period of time (e.g., 5 days) to submit documentation establishing either the initiation or completion of vaccination, as applicable, or request an exception.
- If, after the recommended counseling and education period ends, the individual continues to refuse to comply, the agency should pursue disciplinary measures, up to and including removal or termination from Federal service. In pursuing any disciplinary action, the agency must provide the required procedural rights to an employee and follow normal processes, including any agency policies or collective bargaining agreement requirements concerning disciplinary matters.
- Agencies are strongly encouraged to consider whether lesser disciplinary penalties are adequate, as an initial matter, to encourage an employee to be vaccinated, such as a short suspension of 14 days or less.
- If a short suspension proves inadequate in encouraging an employee to become vaccinated, agencies should then consider a greater disciplinary penalty, such as removal or termination from the Federal service.