Grievances
AFGE Local 3570 is affiliated with the National VA Council which works on issues nationally that effect locals within the VA. NVAC is responsible for negotiating and developement of our Master Agreements. Our latest agreement was signed in August 2023.
As union representatives it is our responsibilty to ensure that the agency follows the Master Agreement in day to day activites.
Grievance is defined as a real or imagined wrong or other cause of complaint or protest, especially unfair treatment. An official statment of a complaint over something believed to be wrong or unfair.
When do we file a grievance? If an employees brings us an issue they feel is inviolation of thier rights under the Master Agreement we will first try to resolve at the lowest level and then take the issue through the grievance procedure. If not resolved through that process we then invoke arbitration.
Employement Opportunity Employment (EEO)
As a member of AFGE we have access to legal representation through the Women's and Fair Practices (WFP) Department in AFGE.
WFP addresses civil rights violations through member representation, education, and mobilization.
Members may request representation in thier EEO cases from the attorneys in the Fair Practices Department.
AFGE represents members only in this process.
Equal Employment Opportunity (EEO) s the concept that employment decisions are required to be based upon valid job related requirement without regard to protects statuese, such as race, color, sed, national origin, religion, age, disability, genetic information, or reprisal for protected EEO activity.
More information regarding the EEO process can be found at www.eeoc.gov.
Unfair Labor Practices (ULP)
"The participation of employees in the formulation and implementation of employee policy and procedures affecting them contributes to the effective conduct of public buisness." - President John F. Kennedy
The Federal Labor Relations Authority (FLRA) is governed by 5 U.S.C. Chapter 71 - Federal Service Labor-Management Relations Statute.
- Unfair Labor Practice: The FLRA Statute protects federal employees' rights to organize, bargain collectively, and participate in labor organizations of thier choosing. ULP's are conduct by agencies or union violationg the rights that the Statute protects or rules that it establishes.
- Negotiability: A union may file a petition to challenge an agency's claim that bargining proposals are contrary to law, rule, or regulation, or an agency head's disapproval of negotiated contract language.
Collective Bargaining
The term "collective bargaining" refers to the negotiation of employment terms between an employer and a group of workers. Employees are represented by AFGE during the collective bargaining process.
Under that FLRA Statute it is required that both agencies and labor organizations, which have a collective bargaining relationship, bargain in good faith.
A labor organization has the right and duty to act for and negotiate on behalf of all employees in the bargaining unit for which it has been recognized as the exclusive represtative. The collective bargaining obligation of both parties extends to "conditions of employement."
Conditions of employement is defined under 5 USC 7103(a)(1) as "personnel policies, practices, and matters, whether established by rule, regulation or otherwise, affecting working conditions."
Merit Systems Protection Board (MSPB)
The Merit Systems Protection board (MSPB) is an independent, quasi-judicial agency in the Execuive branch that serves as the Federal merity systems. The board was established under the Civil Service Reform Act of 1978, Pulbic Law No. 95-454.
The mission of the MSPB is to "Protect the Merit System Principles and promote an effective Federal workforce free of Prohibited Personnel Practices."
AFGE represents members only in this process.
- MSPB Appellate Jurisdition per 5 C.F.R.: Adverse Action - Part 752
- Unacceptable Performance - Part 432
- Reduction in Force - Part 351
- Denial of within-grade increase - Part 531
- Suitability - Part 731
- Restoratoin to duty - Part 353
- Retirement - Parts 831, 837, 838, 839, 841 to 847
- IRA - Part 1209
- VEOA, USERRA - Part 1208
- Other - See 1201.3
Worker's Compensation (OWCP)
The office of Workers' Compensation Programs (OWCP) was established in 1916 to administer claims under the Federal Employees' Compensation Act.
Federal employees have the right to a workplace free from recognized hazards. When employees get hurt or become ill as a result of thier job exposures, they are entitled to workers' compentation benefits, including medical care, wage loss replacement, and vocational rehabilitation, among others.
Federal employees also have responsibilities—reporting injuries and illnesses, filing claims for compensation in a timely manner, and returning to work when medically cleared.
These rights and responsibilities are not always communicated to employees, and if they are, the information may be inaccurate or misguided. Sometimes employees are denied the right to file, transmittal of their claims is delayed, claims are controverted, and employees are forced to return to work too soon for fear of losing their jobs. AFGE has an OWCP Department to represent members in thier cases.
These rights and responsibilities are not always communicated to employees, and if they are, the information may be inaccurate or misguided. Sometimes employees are denied the right to file, transmittal of their claims is delayed, claims are controverted, and employees are forced to return to work too soon for fear of losing their jobs. AFGE has an OWCP Department to represent members in thier cases.