10/22/09 Union News

VP, Dispute Resolution and VP, Field Operations Begin New Terms

On October 7, nominations closed for the following Union offices:

• Vice President for Grievance and Dispute Resolution
• Vice President for Field Operations

Per the Union Constitution, because only one candidate nominated themselves for each seat, an election will not be held.  As a result, Dan Meyer, VP for Field Operations, and Lise Levie, VP for Grievance and Dispute Resolution, will begin new two year terms.

ASM Assembly Delegate Lorene Sarne takes new position and leaves the Assembly

Lorene Sarne, the ASM Delegate to the Assembly, has left the ranks of regular GAO Analysts to take a position with GAO's Learning Center.  Lorene accepted a position in the Learning Center as an Instructional Designer.  Because this appointment is a mission support position in the Human Capital Office, Lorene is no longer a part of the Union's bargaining unit, and therefore Lorene is leaving the position of Assembly Delegate for ASM.

In addition to her work as ASM Delegate, Lorene's contributions to the Union are vast.  For example, Lorene developed and presented a detailed training in the legal framework for unions that was used by the interim council, facilitated the Assembly’s preparation sessions for bargaining it’s master contract, and chaired the Communications Committee.

A new ASM Delegate will be elected in the coming weeks, but it will be impossible to entirely fill Lorene's shoes.  Luckily she has become an Associate Member of the Union so we need not say good-bye.  Good luck Lorene!

Union Negotiates Memorandum of Understanding with Management for Renovation of GAO’s Chicago Field Office

In an effort to resolve issues regarding the impending start of the Chicago field office renovation, Union representatives obtained critical information through a formal request and negotiated a memorandum of understanding to address staff concerns about working conditions and arrangements. The local Union representatives had previously worked in a less formal, collaborative manner with management on the actual renovation floor plan, which includes adding 10 new offices, and a new conference room, among other changes.  However, clear and complete information from management about working conditions and arrangements as the construction date approached were not forthcoming until the Union made a formal information request and started negotiations.  The negotiations took place over two days, Thursday and Friday, October 1 & 2 and were completed in time for construction to start on schedule on Monday, October 5.

Through the Union’s information request and negotiations with management, the Union was able to obtain additional information important to better assess the potential health impact on staff during the renovation, as well as to obtain agreement on various aspects of alternative working arrangements, both for staff who choose to continue to work in unaffected space within the office and for staff who choose to telework during the renovation. 

Because of concerns of potential air quality issues, the Union was able to obtain information about the type of barriers that would be used, that drywall would be cut outside of the workspace, and that wet sanding would be used, as efforts to reduce airborne particles.  We also obtained a list of the materials that would be used and obtained assurance that their use will not pose health hazards.

We were also able to obtain agreements on alternative working arrangements whereby:

• employees can use their docking stations, keyboards, and monitors while working in other work areas within the office;
  
• displaced employees will be notified at least a week in advance of where they can work in the office;
  
• employees can retain access to their rolling cabinet during the renovation;
  
• and that at least one ad-hoc meeting room would be available for meetings, among other agreements. 

• employees can use episodic telework pending approval of short-term telework;
  
• cell phones will be available for any employee needing one; and
  
• employees can be reimbursed for reasonable teleworking expenses they might incur.

Although the planned four and one-half month renovation started on schedule with the first of ten phases, within a few days the renovation was put on hold pending GSA completing its review of a change order related to change to the electrical system.  Construction resumed on October 20.

Although it is important that the Union is able to invoke its right to bargain over the impact on bargaining unit employees when necessary, and although the Union participants were pleased with the outcome of the negotiations, we would prefer to work out such issues in a less formal, more collaborative approach with management when possible. As part of the agreement, management will hold weekly meetings with the Chicago Union representative and advise the Union representative of any changes to the renovation as soon as possible. 

For more information, see the Memorandum of Understanding and the response to the Union’s data request at the Union website.  You can also contact Stephen Ulrich, (312) 220-7605 Chicago’s Union Delegate, or Dan Meyer, Union VP of Field Operations (312) 220-7683  for more information.