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Vba Master Agreement

The two sides agreed in April on ground rules for future negotiations, after months of differences of opinion. The Federal Service Impasses Panel during this process, after VA initially said both sides had reached a breakestill. «The department will not implement a permanent department-wide number of days per week for employees on telecommuting contracts, in order to report to their official workplace,» va`s proposal says. «However, staff should expect to report at least four days a week to the construction site and the official service. For employees with a compressed work plan, the employee`s regular days off for the purposes of this language are counted as a day outside the official construction site. «It`s time to restart VA`s approach to labour relations and management,» Minister Robert Wilkie said in a statement last week. A reluctance to challenge the status quo has led to the current agreement, which contains many benefits that favour the union and not the veterans we are supposed to serve. The existing VA-AFGE agreement did not mention that employees had to work in the office for at least four days. According to an article in the 2011 AFGE framework contract, employees should be given at least 90 days to improve their performance before their superiors can begin disciplinary proceedings. The AMF`s decision follows a complaint filed by afge in 2017 regarding VA`s implementation of the Accountability and Whistleblower Protection Act. The union argued that the Ministry had applied parts of the act in a manner inconsistent with its collective agreement.

VA, according to AFGE, should have negotiated with the union for the implementation of the performance management changes. Colleen Duffy-Kiko, president of the FLRA, however, disagreed in part with Ross` opinion on the Accountability Act and said the law had effectively replaced the sections of the AFGE collective agreement. Any performance improvement delay that prevents VA from taking an adverse action within 15 days is a violation of the Accountability Act, she said. The proposals would also eliminate 28 articles of AFGE`s existing collective agreement with VA, meaning the union cannot bargain on a host of issues. Articles on telecommuting, moves, temporary redistributions, promotions, and other topics have been largely removed and optimized. «While the Agency is correct in asserting that management has the right to supervise and evaluate employees, it is wrong to claim that attribution excessively infringes on this right,» the AMF wrote. «Instead, the award requires the Agency to comply with [the collective agreement] – by making available to staff a PIP and 90 calendar days to improve before launching a performance-based measure. Since the award requires only the Agency to comply with a provision it has agreed, it cannot interfere excessively with its management right to supervise and evaluate staff. Earlier this month, the FLRA upheld a decision by an independent arbitrator who found that VA violated its 2011 collective agreement with the American Federation of Government Employees when it failed to give veterans` representatives to the Veterans Benefits Administration 90 days to improve their performance before being fired, demoted or suspended.

VA and AFGE signed their existing collective agreement in 2011, which has been in force ever since. The ministry announced more than a year ago its initial intention to resume negotiations. Similar divergences exist within the social security administration. However, when implementing the Liability Act, VBA informed its employees that they had 30 days to make the necessary changes to their performance. . . .


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