I am pleased to announce that we settled an institutional grievance where ORA Southwest Region management agreed to rescind an order for regional employees to report in writing all their accomplishments on a weekly basis.
Regional management originally ordered daily accomplishment reports for teleworking employees. After the Union informally reminded regional management that the Telework Enhancement Act of 2010 requires employers to treat teleworking and non-teleworking employees the same, regional management rescinded the daily accomplishment report order and replaced it with the weekly accomplishment report mandate for every regional employee. These weekly accomplishment reports were troublesome because regional management failed to notify the Union of this change in working conditions and refused to bargain with the Union upon request. Although Title 5 of the United States Code, Section 7106, grants management the right to assign work, it also gives the Union the right to bargain over impact and implementation on changes in working conditions. As part of the settlement, regional management also agreed not to use the reports previously submitted against employees in any disciplinary, performance, or personnel action.
This settlement also rectified an email, sent by a regional manager, that interfered in the relationship between the Union and bargaining unit employees. The regional manager will retract the offending email, admitting it was inappropriate, by Friday.
I thank those of you who brought this issue to my attention, those of you who shared documentation related to this case, those of you who spoke with us, those of you who agreed to testify on this case, and every one of you who make this happen by being members and paying dues, the Union’s primary source of income.