1. 1 GAO Master Contract: Overview GAO Employees Organization, IFPTE, Local 1921 2010 Annual Membership Meeting

2. 2 Collective Bargaining Agreement Between The Government Accountability Office And The GAO Employees Organization, IFPTE, Local 1921 This is an excellent contract for employees!

3. 3 Why is the Master Contract Important? Establishes agreement regarding terms and conditions of work Provides guidance and stability Articulates employee, union, and agency rights Provides framework for labor-management relationship

4. 4 Union’s Goals for Master Contract Preserve flexibilities in workplace Maintain local autonomy Assure recognition of professional standing and fair treatment of employees Level the ‘playing field’ in due process Establish and improve relationship with GAO management

5. 5 A Representational, Democratic Process Full Assembly and work groups Met through 2009 Reviewed master contracts, GAO Orders Identified, discussed concerns Assembly elected bargaining committee Obtained training in collaborative negotiation approach Surveyed employees Sought legal review with counsel

6. * Core Bargaining Team6 Bargaining Committee Susan Etzel SI/Boston Leo Acosta NRE/San Francisco Steve Robblee HC Jonathan Tumin HSJ Jenny Chanley ARM Dan Meyer,* VP Field EWIS/Chicago Jacqueline Harpp,* EWIS Steve Berke SI Lise Levie,* VP Griev EWIS Ron La Due Lake,* Pres ARM

7. 7 Further Preparation Management and Union teams Participated in joint training Negotiated ground rules, Oct. 2009 Agreement on expert facilitator Bargaining committee identified interests Negotiations conducted: January - October, 2010

8. 8 Bargaining Committee’s Role in Negotiations Bargaining committee Did research, core team FT Consulted with internal and external expertise Briefed Assembly, sought input, during each session

9. 9 Nature of Negotiations Management and Union: –Generally met full days, 3-5 day sessions –Each committed resources –Were equals at the table –Respected expert facilitator –Listened carefully –Both made compromises

10. 10 Ratification Union members have an opportunity to: Review tentative agreement Consider big picture Check for ‘fatal flaws’

11. 11 Contract Topics Employee, Union, and Management rights Workplace policies –Hours of work, OT, telework, leave, transfers Health and Safety –Disability and Reasonable Accommodation Merit Promotion/Placement Performance Management Awards

12. 12 Contract Topics Discipline/Adverse Actions Dispute Resolution, ADR, Grievance Arbitration Reorganizations Renovations/relocations Reduction in Force Framework for Union operating at GAO Mid-term Bargaining

13. 13 Hours of Work Standard Business Hours, limited exceptions Core Hours Maxiflex Credit Hours Changes to Schedule Termination of Approved Schedule

14. 14 Hours of Work Highlight: Vary arrival/departure time Up to 1 hour without approval Up to one additional hour w/notification With consideration of standard business hours core hours previously scheduled meetings

15. 15 Overtime & Compensatory Time Overtime –Agency initiated –Employee initiated Exempt employees Non-exempt employees Compensatory time Approval process

16. 16 Overtime & Compensatory Time Highlights: Revised Form 535 Includes description of application process When OT is initiated by Agency: Management responsible for Form, authorization, and approval

17. 17 Telework Employee eligibility Work appropriate for telework Types of telework Application process Availability while teleworking

18. 18 Telework Highlight: –Teleworking employees may request approval for a temporary alternate location to their usual telework worksite, rather than submitting a separate application

19. 19 Merit Promotion & Placement Application process Minimum open period for internal applications Option to include additional information Right to copy of application

20. 20 Merit Promotion & Placement Highlight: –Union will collaborate with GAO HCO on developing guidance to correctly answer required core questions in USAJobs promotion/placement application

21. 21 Grievance, Arbitration Scope of grievance process Filing process, time frames Institutional grievances Alternative dispute resolution Invoking arbitration Selecting arbitrator

22. 22 Grievance, Arbitration Highlights: –Consequences for the Agency if it misses time frames –Vast increase in scope of process –Union may file grievance on behalf of employees –Final decision is outside of GAO

23. 23 Reduction in Force Union input in advance of RIF decision Content of notification of RIF Priority placement

24. 24 Reduction in Force Highlights: –Employees who are terminated in a RIF are eligible for priority placement Agency wide for a period of two years –Agreement that RIFs may not be designed as narrowly as in current Order (contract notes)

25. 25 Duration of Contract –Contract is for a four year term –Either party may open up to two articles for renegotiation at mid-point (two years) –At end of four year term, either party may reopen contract for negotiation –If not reopened, renewed for additional one year term

26. 26 Ratification Activities Tentative master contract released before voting begins Voting time period Dec. 10 – Jan. 10 Informational brown bag sessions before and after holidays

27. 27 Contract Ratified? If ratified, master contract undergoes legal review Signed and executed Training for managers and employees conducted jointly and separately

28. 28 Ratification Bargaining Committee and Assembly recommend ratification of tentative agreement This is an excellent contract for employees!

29. 29 Questions? Contact your local delegate, any member of the bargaining committee, or email gaoanalysts@ifpte.org