WHAT'S THE DEAL WITH OUR UNION?
Q&A on the GAO Union for Newer Staff
PDP and Newer Staff,

We understand that some of you are wondering what’s the deal with the GAO Union. When most of us started, we were thinking the same thing. Back in 2005-2006, Analysts were in the process of calling for a vote to create a union and there was no easily accessible source of information about why the union was needed. To resolve this issue, we have developed the following Q&A to share with you some of the major questions regarding our union we asked or heard from other PDP and newer staff at GAO.

In addition to answering your questions, we hope the information below will encourage you to make an investment in the future of GAO. By working together through this democratic process, we can help shape the future of the GAO and our union. However, this ability all depends on newer staff becoming members of our union. Only members have the ability to vote and run for a union office, as well as have a say on internal union policies and negotiations with management. Your union is only as productive and responsive as those who become involved, as with any democratic organization.

In Solidarity,

Chris Langford, EWIS HQ
Interim Council Representative - Nov 2007 to Feb 2009
Chair, Membership Committee

Stephen Ulrich, HC Chicago
Interim Council Representative - Nov 2007 to Feb 2009
Chair, Constitution Committee

Heather Rasmussen, FMA HQ
Interim Council Representative - Nov 2007 to Feb 2009
Chair, Finance Committee

John Bumgarner, DCM Norfolk
Interim Council Representative - August 2008 to Feb 2009
Communication Committee

QUESTIONS & ANSWERS

1. What is a union?

2. What is the bargaining unit? Is that the same as a union member?

3. What is IFPTE?

4. What is Local 1921?

5. How is our union different from other unions?

6. Who currently runs our union?

7. Why did a majority of the analysts vote to form a union at GAO?

8. Have PDP been involved with the union?

9. Is the purpose of the union to protect low performers?

10. Is our union made up of disgruntled employees?

11. What issues has the union addressed for PDP and newer staff?

12. What issues have PDP expressed an interest in resolving or improving here at GAO?

13. Will I be negatively impacted if I decide to join our union?

14. If I join, do I have to be active?

15. How much will dues cost?

16. How do I become a member of our union?
1. What is a Union?
  • If a colleague told you that a group of employees were getting together to approach management to resolve a certain issue and they would like your involvement, most of us would probably get involved, especially if we believed in the issue. A union is the same concept, but unfortunately some associate a stigma with the word “union.”

• The basic concept of a union stems from the idea that individuals who come together in a democratic process to resolve issues within their work environment will be more effective than if each person tried on their own with management. In the case with our union here at GAO, we are using negotiation and meditation as a tool to work with management to resolve issues we feel are important and that will improve our work environment, as well as the reputation of GAO.
2. What is the bargaining unit? Is that the same as a union member?
  • Bargaining unit refers to all employees in a given work setting who have union representation. For GAO, the bargaining unit encompasses all analysts (PDP, Band I, IIA, and IIB), which includes, but are not limited to: accountants, communications analysts, economists, methodologists, specialists, and statisticians.

• Union members are individuals within the bargaining unit who choose to be a member of their union. As union members, you have the ability to guide the union by voting, working on committees, and holding elected office. Follow this link for details to sign up; it’s easy.
   
3. What is IFPTE?
  • The International Federation of Professional and Technical Engineers (IFPTE) is a national union representing more than 75,000 professional, technical, administrative and associated occupations. The employees at GAO decided to seek their assistance and expertise in organizing a union here at GAO for two reasons. First, IFPTE represents our sister agency’s union, Congressional Research Service (CRS), and therefore understands our special needs for political independence in working with Congress. Second, IFPTE believes their Locals should manage their own affairs, which was ideal given our need for autonomy as auditors.

• IFPTE not only helped provide resources and funds during our organizing stage, such as providing attorneys and telecommunication services, they also helped guide us through the complexity of starting and running our own union and negotiating with management.
4. What is Local 1921?
  • GAO Employees Organization, IFPTE Local 1921 is our union’s official name. Specifically, Local 1921 is our official designation with the Department of Labor and the IRS. GAO was created in 1921, so we chose 1921 as our designation number to celebrate our admiration for GAO and its mission to the public.
5. How is our union different from other unions?
  • We are unusual compared to other federal and private sector unions. First, due to the nature of our work, we insist on accountability and transparency not only from management, but also from our elected GAO union leaders. Second, our union will not participate in partisan politics, nor will our union dues go toward such activities. Third, while we receive some legal counsel and other advice and support from IFPTE, we are expected to be a very independent local union. Our members will have control over the future of our union, including during negotiations with management.
6. Who currently runs our union?
  • Our union is run by GAO employees who were elected by members of our union; no outside third party runs our union. As laid out in our Constitution [link to PDF file], our governing body is divided into two branches—Officers and Assembly delegates. Officers are responsible for running the daily activities of our union, while the Assembly acts as Congress and is responbile for creating and passing internal union policies, as well as serving as direct links of access to our union. To see the current list of Officers and Assembly Delegates follow this link.
7. Why did a majority of the analysts vote to form a union at GAO?
  • Most people would agree that dividing the Band II analysts in 2005 into two groups, effectively demoting a large percentage of the staff, was the final straw toward the creation of a union here at GAO, but the underlying issue was that management was not listening to the concerns and issues of its employees. For example, GAO hired an outside firm before the Band II split to compare the work we do to those in private organizations, but GAO refused to share the methodology with employees, CRS, and even Congress, claiming it was proprietary. It became such an issue that Congress held a hearing to force management to release the data. Several experts, including those at CRS, reviewed the data and found major flaws in the methodology. [PDF] (see page 13-17)

• As analysts at GAO, we are tasked with ensuring that federal agencies are held accountable to the public. It’s only natural for us to expect the same from our management. Since creating our union, employee and management relations have actually improved – now we are able to work with management face-to-face to resolve issues through negotiations and open dialogue.

• How we got a union is not as important as what we can do with it to make GAO a better place. This is why PDP and newer staff involvement is so important! Together we can ensure our union addresses our issues and works with management on long-term changes.
8. Have PDP been involved with the union?
  • Yes! There have been a number of PDP and newer staff involved with our union, even during the organizing stage. As of January 2009, a total of six PDP have served as officials on our Union’s Interim Council, which was charged to develop our union’s structure and Constitution. Furthermore, three of those individuals had leadership positions as chairs of the Constitution Committee, Grievance Committee, Finance Committee, and the Membership Committee.

• Besides serving as officials within our union, a number of PDP and newer staff have helped out with various committees, membership, union education, social events, and even helped with organizing our union. This is one of the reasons why our union has been successful so far.

9. Is the purpose of the union to protect low performers?
  • Our union can play an important role in improving communication issues between managers and employees, regardless of their ratings, and ensuring that each employee is treated with dignity and respect, and is given their due process rights. For example, the Union can ensure management resolves mistakes they have made with pay or promotion opportunities, as well as ensure all sides of a particular issue are taken into consideration before judgment is passed. These issues could affect any employee, and in fact, the PDP who have served as union officials have worked to resolve a number of issues for mostly high performing PDP staff.

• Our union will not necessarily support the efforts of every employee who files a grievance, but will instead consider the circumstances and merits of each case. These decisions are delegated to a responsible union committee that is accountable to the union membership for their decisions. That’s another reason why your membership is so important!
10. Is our union made of disgruntled employees?
  • Several PDP and newer staff have expressed concerns that unions in general are started and run by disgruntled employees. Though we cannot speak for the whole labor movement, our union is made up of and supported by many dedicated individuals who put in a lot of their own personal time to make GAO a better place. More importantly, we believe the union’s actions speak louder than our words. In all of the dialogue and negotiations our union has held with management, we have always stayed professional and balanced by not demanding or requesting unreasonable changes. Ask Gene Dodaro or anyone on GAO’s Executive Council.

• In our experience, individuals not happy with the status quo usually are the focal points for positive change. Further, there have been a range of employees involved in the union, including many who were designated as IIB’s or are identified by management as high performers. Above all else, our union as a whole has been extremely professional and positive when it comes to expressing our concerns and carrying out negotiations with management, and with other employees. Please do not let one or two individuals, or your view of unions in the media, deter you from joining our colleagues in ensuring our union stays true to its mission of keeping management accountable to all of the employees here at GAO.
11. What issues has the union addressed for PDP and newer staff?
  • There have been a number of issues that PDP and newer staff have brought to our attention. In some cases we were able to work with management to resolve the issue, for others we worked to raise the awareness of management to ensure these issues do not occur again. Here are several notable examples:

i. Several PDP were hired under a non-competitive hiring authority, and some did not learn of this fact until they were told they could not apply for early promotion and had to wait 90 days after completing the PDP program, which delayed their ability to be promoted. Our union was able to bring this fact to light, and management admitted they incorrectly used this authority and will ensure that communications are clearer in the unlikely event that they would use this authority in the future. We were also able to work with management to find a solution to give these PDP the ability to apply for promotion with their peers.

ii. We found that the Human Capital Office had incorrectly evaluated someone’s prior work experience when considering their offer for employment, so the analyst was hired at a lower wage than her experience merited. We were able to work with management to resolve this issue, but we also saw an area were we might want to negotiate or work with management to create a review process for official offers for employment to ensure this does not happen to others.

iii. Numerous newer staff have reported to us they were told they could not take advantage of tele-working, part-time work, or Family Medical Leave Act (FMLA) because they were PDP. There is no rule in GAO Orders that states PDP are not allowed to use these benefits. With our union, we can work with management to ensure supervisors are properly trained, and that reasonable work accommodations are taken into consideration.
12. What issues have PDP expressed an interest in resolving or improving here at GAO?
  • Here are some issues PDP and newer staff have expressed an interest in resolving or implementing here at GAO:

i. Ensuring official offers for employment clearly state the details of the Professional Development Program (i.e., roles, expectations, rotations, etc.), how the student loan payment program works, and a checklist showing which prior experiences qualify for a higher starting salary and early promotion.

ii. Have GAO internships count as experience that can go toward a higher starting salary and early promotion.

iii. Setup a 360 feedback system so PDPers can anonymously provide constructive feedback on their supervisors (AIC, AD, and Director) after each rotation.

iv. Ensure a uniformity of standards and criteria for PDP and Band I ratings and promotions to ensure that “Best Qualified” and promotion decisions are based on consistent standards and reflect the ability of staff to lead jobs at the IIA level.

v. Change GAO Order 2432.1 to allow PDP to have the same protections and considerations when it comes to their PRG with regard to medical considerations.

vi. Develop a PDP advocate program within our union. Several PDP have expressed concern after learning that their PDP advisors, though very helpful, were not their advocates. PDP advisors are part of management and have little or no authority to address issues with supervisors and HCO.

vii. Ensure transparency in rotations and permanent placements. We have heard repeatedly from PDP their disappointment in being hired with the promise to work in a certain issue area and then not being allowed to do so for one reason or another.
13. Will I be negatively impacted if I decide to join our union?
  • No. Union leadership is not a career stopper. For example, one of the PDP officials who served on our union’s Interim Council was promoted to IIA. We work in a professional environment and the likelihood of a manager retaliating against an employee for simply getting involved with their union is extremely unlikely. If they do, you have protection since it’s against the law.

• One of the major reasons for a union is to ensure that no one has to bear the entire burden. We are “banding together” to create a balance within the GAO structure to ensure that the voice of the employees is heard. This is why membership is so important; with more numbers we can gain a stronger voice.

• If you are afraid to join your union for fear that your AIC, AD, or Director will find out, you probably need a union more than others. GAO is a great place to work; NO ONE should live in fear of retaliation just for being involved in our union, especially given our union has had a very positive impact on employee-management relations.
14. If I join, do I have to be active?
  • No. Not everyone is going to want to take on an active role, so you can be a dues-paying union member, while even keeping your union membership confidential. However, the simple act of voting as a member helps contribute immensely in letting your elect union leaders know where you stand, as well as GAO management. If you choose to become active, you might be surprised by the leadership and communication skills you will develop. It may give managers a chance to see how you handle yourself in negotiations or speaking in public, for example.
15. How much will dues cost?
  • We have a small dues structure of 0.3% of salary, which will apply to the salaries of bargaining unit members who choose to join the Union. To calculate the amount you would pay per pay period, take your salary and multiply it by 0.3 percent (0.003), then divide by 26. Here is a table with some examples below. As you can see, your dues will likely be less than the price of the gym membership at HQ.

Examples

Annual Salaries

Dues/Pay Period

Starting Salary

$40,850.00

$4.71

Mean PDP Salary

$61,582.74

$7.11

Mean Band I Salary

$70,207.55

$8.10

Mean Band IIA Salary

$94,287.89

$10.88

Mean Band IIB Salary

$109,918.17

$12.68

High End Salary

$149,000.00

$17.19
16. How do I become a member of our union?
  To join our union, click here.