GAO Analysts :: Join the GAO Analysts Organization

FREQUENTLY ASKED QUESTIONS

[download PDF]

GENERAL 1) What has changed since GAO employees became Union represented? 2) How are GAO Union decisions being made? 3) How can GAO employees get involved in Union decisionmaking? 4) Do I have to join the Union? 5) What does it cost? UNION BENEFITS/CONTRACT 6) What Benefits Do Union Members Receive and How Can GAO Employees Benefit from Union Representation? 7) Why do we need a union if we already have an Employee Advisory Council? 8) Why is a union needed at GAO when our agency has a process—the Personnel Appeals Board—for hearing and acting on employee concerns? 9) At GAO, employees benefit from flexibility with respect to certain types of work-rules, e.g. telecommuting. Would we lose this advantage under a union contract? 10) Will important benefits that GAO employees currently receive -- transportation benefits, student loan repayment, flexible workplace, telework, flexible hours, etc. -- still be available and not be up for later negotiation (recognizing that the annual appropriations process can result in changes to some of these benefits as well)? 11) How could a union help a member with concerns? (about pay, appraisals, staffing decisions, career development opportunities, as well as prohibited personnel practices?) 12) Will having a union create an adversarial relationship with management? 13) At other organizations where IFPTE has a presence, how many grievances has IFPTE filed on behalf of represented employees and how successful has IFPTE been? 14) If GAO employees can't strike, then what incentive does management have to bargain in good faith with employees? Basically, what can GAO Analysts do if the CG decides to lower pay or RIF people? 15) Since GAO increased its staff allocation in its field offices, has there been any instance where IFPTE has taken a position of increasing field staff at the cost of reducing HQ (DC) staff or has your position been to support HQ staff? 16) Will the union protect non-performers? 17) What is IFPTE’s view on pay for performance? Will the union try to get rid of pay for performance? 18) If you support across-the-board pay increases, how would this impact the amount of funds that are available for performance based pay? 19) IFPTE has gone on record opposing pay-for-performance provisions of the National Security Personnel System (NSPS) legislation covering DoD workers. If IFPTE supports merit pay and pay for performance, why the opposition to NSPS? UNION REPRESENTATIONAL ELECTION 20) How is the union elected? 21) Who's eligible to vote? 22) What if I’m in HQ but I can’t vote on September 19th? What documentation is required to vote by absentee ballot in HQ? 23) Who's NOT eligible to vote? 24) Why aren't other groups included in the bargaining unit? 25) What are the responsibilities of management regarding the union effort? UNION GOVERNANCE 26) If the union wins the election, do I have to join the union? 27) At other organizations where you have a presence, has there been any significant impact on representation or union dues if actual union membership is low (union membership is either at only 50% or less then 50% of employees)? Have there been past examples where the union has negotiated required union membership at federal agencies where there was low union membership? 28) Are any union dues used to support political parties and, if so, what has been the allocation of these fees? 29) Who would make the decisions in a GAO union? 30) What will be the role of IFPTE in GAO’s union? 31) Have there been examples at federal agencies that you represent where employees have changed unions or have de-certified the union? What is the procedure to accomplish this? WHAT CAN I DO TO HELP? 32) Why Band Together? 33) How can I help support the union?

1) What has changed since GAO employees became Union represented?

	GAO cannot unilaterally change any term or condition of employment without providing notice and an opportunity to bargain to the Union. Since the September 19 election, GAO has provided such notice directly to IFPTE. Proposed changes have been limited to team or office specific proposals and have been addressed through designated GAO employees in impacted teams or offices. GAO wide proposals, such as the proposed annual pay adjustment, is the subject of ongoing negotiations conducted by an elected union bargaining committee, with the assistance of IFPTE, and will be subject to a ratification vote by all GAO union represented employees. GAO must provide GAO Union represented employees with the opportunity to be represented at “formal meetings”, i.e. meetings at which working conditions changes are discussed and meetings that an employee reasonably believes might result in discipline. GAO provides notice to IFPTE regarding such meetings and IFPTE ensures that representation is provided. GAO employee-management work groups take on additional authority. GAO is notifying IFPTE of existing employee-management work groups. IFPTE in turn designates one or more existing employee members as the union’s designated representative. When the working group meets, to the extent the group’s work involves employee working conditions issues, the employees are authorized to bargain – not just advise management, and obtain relevant data and information. GAO must provide information and data related to the Union’s representational responsibilities.
	[back to top]
2) How are GAO Union decisions being made?

	Since the election, IFPTE has facilitated the efforts of GAO union represented employees to form a governing structure. IFPTE has been assisted by volunteers from each Mission Team and Field Office and Headquarters offices. These volunteers staffed several ad hoc committees to handle ongoing responsibilities such as communications, elections, and legislative advocacy. As of December 13, 2007 Union decisions have been made by a 39 member Interim Council elected from among GAO’s 1800 union represented employees. This Council will be responsible for representational activities until GAO employees adopt a Constitution and dues structure and elect permanent officers and other representatives. See Interim Governance
	[back to top]
3) How can GAO employees get involved in Union decision-making?

	Contact the Interim Council member for your Mission Team or Field Office, any At-Large member, or IFPTE and volunteer to serve as a communications representative. The union needs GAO union represented employees to help facilitate a one-on-one, two-way communications network regarding ongoing union activities.

	Share your ideas, suggestions, and questions.

	Vote! Every GAO union represented employee has been invited to vote on the Interim Council structure, run for Interim Council member, and vote for Interim Council representatives. In the coming weeks and months several more important votes will occur: Employees must ratify the 2008 annual pay adjustment, adopt a Constitution and dues structure, and elect permanent officer and representatives.

	Serve as a union officer or elected representative. These GAO employees will lead the GAO Employees Organization in the future.
	[back to top]
4) Do I have to join the Union?

	NO. No Analyst will be required to join the Union, once the Union is elected. However, the Union will be required to represent each and every Band I and II Analyst fairly and without discrimination in matters within the Union’s exclusive control, e.g. collective bargaining. Analysts will be encouraged to join the Union because our Union will only be as strong, as the Union’s membership support.
	[back to top]
5) What Does It Cost?

	The IFPTE has one of the least expensive dues structures of all major unions. Local Unions set their own dues based upon a minimum. For example, the CRS Union dues are less than $8 total per pay period for someone earning $100,000 a year. (Their dues are based upon a sliding scale, percentage of income). This is less than half as much as the next least costly Federal sector Union assesses its members. The GAO union will be accountable to its membership for how it spends the collected dues.
	[back to top]
6) What Benefits Do Union Members Receive and How Can GAO Employees Benefit from Union Representation?

	A Contract: The single most important gain that employees make when organizing a union is the right to negotiate a binding contract with their employer covering the terms and conditions of their employment. The Union will negotiate a comprehensive contract that provides substantive benefits and due process protections for all covered employees. The General Accounting Office Personnel Act of 1980 significantly increased the Comptroller General’s authority, granting the CG the right to appoint, pay, assign and direct employees as the CG deems necessary to carry out the agency’s duties.1 Because the CG has such considerable authority to set workplace terms and conditions, GAO employees will have more to gain by forming a union because these terms and conditions are all subject to negotiation. The Act also protected the right of GAO employees to unionize, giving employees the ability to ensure checks and balances and provide transparency in light of the CG’s significant, new discretion. When workplace rules and benefits are incorporated into a binding contract, management can no longer change or abridge the rules and benefits at will, without notice, and often without redress. Under a contract, employees attain an ongoing voice in the development of all future policies and procedures for pay, promotion, health and safety, training, reductions in workforce, and any other applicable terms or conditions. The contract negotiation process empowers employees to play a meaningful role in determining work rules and benefits based upon reliable data. Without the right to bargain a union contract, employees have, at best, an advisory role in the workplace at the discretion of the employer. Moreover, a contract will give employees a new grievance procedure that provides for independent third party resolution of disputes between the employees and management when disputes cannot be resolved informally. Without a contract, individual employee complaints are relegated to an internal administrative grievance procedure in which the final decision maker is designated by management. Also, because a union allows employees to pool their financial resources, union-represented employees can avail themselves of professional legal representatives to assist in negotiations and individual issue resolution. See Outline of Basic Collective Bargaining Agreement

	A Check on Management Initiatives: Management cannot unilaterally change our working conditions, without giving the Union advance notice, and the opportunity to bargain in good faith a mutual agreement regarding the proposed change.

	Access to Relevant Information: Management must disclose pertinent information to the Union regarding personnel policies, and terms and conditions of employment, as well as studies and evaluations upon which, management policies are based. In addition, the Union may conduct its own studies and employee surveys to support its bargaining positions.

	An Independent Voice in Congress: Through the Union structure, we will present employee interests and concerns to members of Congress. It is critical that GAO employees communicate directly with Congress on important personnel policy matters. GAO management cannot adequately convey our concerns or present our interests in proposed personnel policies, nor can GAO management adequately police its own compliance with existing personnel policies. The Union will fill this void.

	Professional Services: Professional union-paid staff will provide legal and legislative representation as well as accounting and communications support to our Local Union.
	[back to top]
7) Why do we need a union if we already have an Employee Advisory Council?

	The Employee Advisory Council has no legal standing, serves at the discretion of GAO management, and can be disbanded at any time. GAO management is not required to notify the EAC when it wants to make a change in the terms and conditions of work. The EAC recently surveyed staff but had to obtain management approval to do so. Because a union has legal standing, it puts employees in a stronger position relative to management. With a union in place, management can no longer make changes unilaterally without consulting the union. Also, the union will have the legal right to obtain information and independently survey staff without management approval. Further, management has no authority to disband the union.
	[back to top]
8) Why is a union needed at GAO when our agency has a process—the Personnel Appeals Board—for hearing and acting on employee concerns?

	The CG determines the PAB’s funding and resources. The PAB conducts union elections, and protects employees’ right to form a union and bargain collectively. It has no authority to assist employees proactively in improving their terms and conditions of employment. That is the essential and unique role of a union. In addition, the PAB is more limited than other federal agencies in what employee concerns it can address. For example, it cannot address employee concerns regarding the Family Medical Leave Act, leaving employees only the private right of action to sue in federal court. The union contract offers an alternative and, more often than not, speedier and less contentious means of resolving those individual employee complaints that do fall under the PAB’s jurisdiction. The union focus is on resolving problems quickly, informally and at the lowest possible management level. And the scope of complaints that can be resolved under a union contract is far greater than the scope of the PAB’s jurisdiction. For example, under the union contract employees can seek redress for the misapplication of all working conditions covered by the contract.
	[back to top]
9) At GAO, employees benefit from flexibility with respect to certain types of work-rules, e.g. telecommuting. Would we lose this advantage under a union contract?

	Once the employees choose to form a union, flexible work rules, appropriate procedures and arrangements are frozen and cannot be changed by the employer without notice and bargaining with the union. Therefore, whatever flexibilities that currently exist would stay intact unless we decide to negotiate otherwise. After GAO employees join together to form a union, the union will work in the interests of the employees. It will work to ensure that the flexibility employees currently enjoy and value are include in a binding contract and, therefore, cannot be removed or changed arbitrarily by management. Also, including the flexibilities in a contract will help ensure that the flexible work rules are applied fairly and consistently across units. The union will work to further increase employee’s flexibility if that is in the employees’ interests.
	[back to top]
10) Will important benefits that GAO employees currently receive -- transportation benefits, student loan repayment, flexible workplace, telework, flexible hours, etc. -- still be available and not be up for later negotiation (recognizing that the annual appropriations process can result in changes to some of these benefits as well)?

	In union contract negotiations in federal agencies, management is not in a strong position to retract the types of benefits you mention because such benefits have become prevalent and widely accepted as enhancing morale, improving productivity, and reducing overhead costs. When GAO employees establish a union, the employees will decide, as a group, their bargaining priorities. Also, the union will give employees a voice on Capital Hill to help ensure that funding for important benefits is adequate.
	[back to top]
11) How could a union help a member with concerns? (about pay, appraisals, staffing decisions, career development opportunities, as well as prohibited personnel practices?)

	The union would be proactive in the development of pay, appraisal, staffing and career development policies. The GAO union will bring the collective analytical skills of GAO employees together to develop and advocate the employees’ positions on these policies. Once these policies are negotiated and ratified by GAO employees, the union would monitor the application of the policies and ensure fair and consistent application of these polices. The monitoring function also aids the union in detecting systemic problems, or patterns that require a policy modification. The union must represent all GAO staff who are covered by the bargaining unit, regardless of their membership status. The union provides representation and counsel to employees who believe they have been disadvantaged by not only “prohibited personnel practices” but any violation of the collective bargaining agreement, or other employment rules, regulations or guidelines. The protection of individual employment rights benefits all employees’ interest in the integrity and credibility of their personnel management system. Moreover, the union will seek to resolve these individual complaints early and informally in an effort to minimize disruptions and acrimony in the work place.
	[back to top]
12) Will having a union create an adversarial relationship with management?

	By negotiating in good faith and making reasonable, innovative proposals to address problems that reduce morale and productivity, the union will work to develop a constructive, cooperative relationship with management. According to CRS’ union president, the relationship between the CRS union and management is collegial and they rarely resort to the grievance process because they help to ensure transparent, fair personnel practices and resolve individual issues informally. The President of SSA’s administrative law judge association has stated that the union provides an excellent means of systematically communicating and working with management. Also see response to Q. 9
	[back to top]
13) At other organizations where IFPTE has a presence, how many grievances has IFPTE filed on behalf of represented employees and how successful has IFPTE been?

	It is not possible to answer this question with a high degree of accuracy as grievances are handled primarily at the local union level and usually informally. IFPTE professional staff typically handle grievances for newly organized unions or in particularly difficult or complex matters. It also provides representation and assistance in the case of large-scale reorganizations of federal agencies in order to protect and mitigate the dislocation of the represented work force. Overall, however, IFPTE’s focus is upon building labor management relationships where openness and mutual respect can yield productive communications between employees, union representatives and managers. Where we succeed in negotiating contracts that provide for transparent personnel policies that are based upon objective, verifiable criteria and administered fairly, grievances are rare. Moreover, when individual employee issues do arise, IFPTE seeks to resolve the issues informally. The best labor-management relationships do not require formal grievances to resolve differences, and this is the sort of relationship that IFPTE seeks to build with management.
	[back to top]
14) If GAO employees can't strike, then what incentive does management have to bargain in good faith with employees? Basically, what can GAO Analysts do if the CG decides to lower pay or RIF people?

	In the federal sector, bargaining impasses are resolved by a third party dispute resolution process: Management and the Union are legally obligated to bargain in good faith – meet at reasonable times and places; appoint a bargaining committee that is authorized to reach a binding agreement. The parties must demonstrate a sincere effort to negotiate an agreement and provide relevant information needed to prepare and evaluate bargaining proposals. This obligation to bargain in good faith is enforceable through an unfair labor practice complaint process. And under a contract, management must notify the union if it makes changes to the terms or working conditions, such as a pay reduction or RIF. Even though the parties bargain in good faith, they may not be able to reach agreement on some issues. This is called a bargaining impasse. Once the parties have reached agreement or impasse on all issues, either party may invoke the impasse resolution process. Typically the first step in impasse resolution will be third party mediation. A mediator will attempt to bring the parties closer to agreement and help the parties isolate and identify outstanding issues. Outstanding issues are resolved by a third party impasse panel or interest arbitrator. In either event, the parties present their last proposal on each outstanding issue, as well as the rationale for the proposal and any factual evidence supporting the proposal. The third party will select between the parties' last proposals, and that selection will be binding on both parties for the term of the contract.

	Many attorneys and Administrative Professional and Support Staff (APSS) have expressed interest in joining the union organizing effort. Their support is welcome, and they may put Band Together stickers in their work area to show their support. As a practical matter, the plan is to proceed to form the Analyst union at the earliest possible date, and then broaden the community-of-interest to include other groups. At such time, those groups, such as attorneys and APSS employees, may join with the analysts either as separate bargaining units or as part of the analysts' bargaining unit,, depending on the circumstances and employee interests presented at the time they are ready to unionize. However, attorneys who work on GAO personnel or labor relations matters are not eligible for union representation.
	[back to top]
15) Since GAO increased its staff allocation in its field offices, has there been any instance where IFPTE has taken a position of increasing field staff at the cost of reducing HQ (DC) staff or has your position been to support HQ staff?

	GAO employees who form the union local, not IFPTE, will set the bargaining agenda and priorities. IFPTE-affiliated unions occasionally take positions on staffing, office locations, relocations, and even closures. These situations almost always arise in response to an employer initiative. Oftentimes employers make proposals that are intended to or have the affect of pitting one group of employees against another, e.g., Field Office vs. Headquarters employees. The union must be vigilant about finding solutions to budget problems that do not sacrifice the interests of any employee group. The union will have the advantage of reliable employer data about costs, and have the opportunity to make proposals that find creative ways to cut costs, where necessary, without sacrificing important employee interests, such as work location. We have found that once employees have all the relevant data, consensus positions can be achieved that the vast majority of employees can support so long as the union’s internal decision making process is inclusive, transparent, tolerant of dissent and debate, and compassionate regarding the interests of their co-workers.
	[back to top]
16) Will the union protect non-performers?

	The union does not seek to protect non-performers. A union can work to develop a valid process that fairly and accurately addresses poor performance. The union will, however, ensure due process for all workers represented by the bargaining unit.
	[back to top]
17) What is IFPTE’s view on pay for performance? Will the union try to get rid of pay for performance?

	GAO’s union – not IFPTE – will determine its priorities. Having said that, IFPTE does not oppose performance-based pay systems. In fact, most of IFPTE’s private sector contracts include pay for performance provisions, which allow for individuals to progress through the pay system and career ladder at their own pace. Nevertheless, IFPTE seeks to maximize transparency, objectivity and fairness in the design and application of these systems. Our union advocates appeals processes, “360 degree” performance reviews, and studies aimed at uncovering racial, age-based or other questionable disparities in the results of pay for performance systems to further employee interests in transparency, objectivity and fairness.
	[back to top]
18) If you support across-the-board pay increases, how would this impact the amount of funds that are available for performance based pay?

	There are two types of across-the-board pay increases that are critical to all GAO employees: 1) Annual inflation adjustments to base pay; and 2) adjustments to ensure that base pay keeps pace with the market for each job. There can be times where an employer’s economic situation cannot support even these types of wage increases, and the employees must sacrifice. However, if union-represented employees are required to make such sacrifices, they do so based upon solid data and with the promise that when the employer’s economic situation improves, these sacrifices will be recognized and repaid. Otherwise, IFPTE contracts covering white-collar professional workers, who are legally entitled to negotiate pay, provide for pay increases in accordance with a merit or pay-for-performance system.
	[back to top]
19) IFPTE has gone on record opposing pay-for-performance provisions of the National Security Personnel System (NSPS) legislation covering DoD workers. If IFPTE supports merit pay and pay for performance, why the opposition to NSPS?

	IFPTE’s opposition to the NSPS system is based upon the failure of the legislation to provide for meaningful checks and balances and employee input. Moreover, the legislative and legal positions taken by IFPTE reflect the will of the DoD employees represented by IFPTE, who currently are paid under either the General Schedule system or pursuant to pay-for-performance systems that were adopted locally with union/employee involvement, and with appropriate safeguards. IFPTE’s testimony before the Joint House and Senate Government Reform Committee oversight hearing on GAO in May 2007 clearly states IFPTE’s support for pay-for-performance at GAO, but points out significant flaws in the current system and the need for further oversight and corrective action.
	[back to top]
20) How is the union elected?

	A confidential secret ballot election will be conducted among the employees and supervised by GAO’s Personnel Appeals Board. If a simple majority of employees casting ballots vote in favor of Union representation, the GAO Employees Organization, IFPTE will be certified as the exclusive bargaining representative for the employees. The balloting process will be by mail, in the case of Field Office staff, and in person for headquarters staff in room 1N35/37. Headquarters staff will also be able to vote by absentee, if they cannot be present on Election Day -- September 19, 2007 – also in room 1N35/37. All ballots mailed, manual and absentee, will be thoroughly mixed together by PAB staff before they are counted so that it will be impossible to determine how any group within GAO votes. Mail ballots must be received by the PAB by September 19th.
	[back to top]
21) Who's eligible to vote?

	All permanent employees of the Government Accountability Office assigned to a position currently covered by the Analyst Performance-Based Compensation System (APBCS) and whose designated level is Band I or Band II, including those designated as Band IIA and Band IIB and all probationary employees and employees in the Professional Development Program (PDP) who are in these bands and pay system. These permanent employees include, but are not limited to, accountants, advisors, analysts, auditors, communications analysts, economists, investigators, methodologists, specialists, and statisticians. The unit is national in scope, i.e., all regions are included and includes approximately 1850 staff.
	[back to top]
22) What if I’m in HQ but I can’t vote on September 19th? What documentation is required to vote by absentee ballot in HQ?

	If you work at HQ but will not be there to vote on September 19th, you can vote by casting an absentee ballot between 11:00 and 1:00 on Thursday, September 6th; Tuesday, September 11th; Thursday, September 13th; and Tuesday, September 18th. You MUST bring documentation showing that you will be absent on September 19, such as a travel order, Annual Leave approval or email from a supervisor confirming you will be teleworking. Absentee voting is held in the bid protest room 1N35/37.
	[back to top]
23) Who's NOT eligible to vote?

	Supervisors or management officials, such as Band III and above, APSS staff, Visual Communication Analysts, attorneys.
	[back to top]
24) Why aren't other groups included in the bargaining unit?

	By law, to qualify for an election, at least 30 percent of the members of the bargaining unit must sign cards saying they want a vote for a union. However, to be viable, unions need much stronger support than 30 percent of the bargaining unit and are unlikely to file for an election without receiving authorization cards from a strong majority of bargaining unit members. The initial bargaining unit was defined to include an appropriate unit including the employee group that initiated the organizing effort. Many attorneys and Administrative Professional and Support Staff (APSS) have expressed interest in joining the union organizing effort. Their support is welcome, and they may put Band Together stickers in their work area to show their support. As a practical matter, the plan is to proceed to form the Analyst union at the earliest possible date, and then broaden the community-of-interest to include other groups. At such time, those groups, such as attorneys and APSS employees, may join with the analysts either as separate bargaining units or as part of the analysts' bargaining unit,, depending on the circumstances and employee interests presented at the time they are ready to unionize. However, attorneys who work on GAO personnel or labor relations matters are not eligible for union representation.
	[back to top]
25) What are the responsibilities of management regarding the union effort?

	To comply with the law and avoid interfering with organizing efforts, GAO must remain strictly neutral during a union organizing campaign. This includes Band III and above. Any statements made by management to GAO staff (or the press) that convey misinformation or imply that GAO employees don't want nor need a union are clearly not neutral and are misleading and discouraging. We ask that you vigilantly monitor the conduct of GAO management. If you witness any such inappropriate behavior that could interfere with our right to stand together and organize, please inform us of those circumstances.
	[back to top]
26) If the union wins the election, do I have to join the union?

	NO. No GAO employee will ever be required to join the Union. The decision to join the union is separate from voting in favor of union representation. Employees who do not participate in the election can still choose to become members. Likewise, employees who have voted yes in the election process may decide not to join the union. However, the Union will be required to represent each and every eligible employee fairly and without discrimination in matters within the Union’s exclusive control (e.g. collective bargaining). Analysts will be encouraged to join the Union because our Union will only be as strong, as the Union’s membership support. Widespread employee participation is critical to the union’s long term success. The union will represent the interests of all employees -- members and nonmembers alike. This will ensure an effective union that can speak credibly to management and Congress on the employees’ behalf.
	[back to top]
27) At other organizations where you have a presence, has there been any significant impact on representation or union dues if actual union membership is low (union membership is either at only 50% or less then 50% of employees)? Have there been past examples where the union has negotiated required union membership at federal agencies where there was low union membership?

	Dues are set by the local union membership – GAO employees will determine their dues amount, and dues increases must by law be the result of a membership vote. It is illegal to require the payment of dues in the federal sector, so no GAO employee can be required to pay union dues. Similarly, there are no situations where IFPTE has negotiated with a federal agency to require membership because such a contract is not allowed by law.
	[back to top]
28) Are any union dues used to support political parties and, if so, what has been the allocation of these fees?

	By law, union dues cannot be used to support political parties or causes. IFPTE maintains a voluntary federal PAC, but that is funded solely by voluntary individual contributions – not dues. The PAC makes donations to candidates from both parties. As the parent organization, IFPTE reflects and advocates the interests of all affiliated unions in the political and legislative arena without regard to partisan affiliation, and in deference to each local union’s public responsibilities when it comes to involvement in partisan politics.
	[back to top]
29) Who would make the decisions in a GAO union?

	GAO employees who choose to join the union will govern the GAO Employees Organization. IFPTE will assist GAO employees in adopting a constitution that will include rules for officer elections, financial management, membership meetings etc. An employee committee, elected by GAO employees, will bargain on behalf of the employees, and the contract they negotiate, must be ratified by all GAO union members. Day-to-day decisions are typically delegated to GAO union officers, however, the constitution will provide democratic processes whereby members can set policy, and where necessary direct or redirect day-to-day matters. IFPTE will continue to provide technical assistance and support, but GAO employees will make the decisions for the GAO union. GAO employees will also have the right to participate in forming the policy and directing the activities of IFPTE, together with the other IFPTE member unions. The GAO union will be accountable to its membership for how it spends the collected dues.
	[back to top]
30) What will be the role of IFPTE in GAO’s union?

	IFPTE will essentially serve as a resource by providing professional staff support (e.g., legal, legislative, research). For example, IFPTE’s legal and research staff will support contract negotiations, review and negotiate new GAO proposed orders or other working conditions changes, and help oversee the contract and GAO orders. It can also help the union during the initial steps for setting up the organizational structure, provide models for a constitution (based on its representation of other federal agency employees) and facilitate a mentoring relationship between our union and other IFPTE federal employee groups (e.g., Administrative Law Judges Association, Immigration Judges Association, CRS’ union). IFPTE will work closely with GAO’s Congressional Oversight and Appropriation’s Committees to make sure that GAO employees have a direct and independent channel of communications to Congress on GAO mission and budget issues. IFPTE can also assist GAO Employees Organization representatives in providing testimony and information to Congressional committees and offices on legislation or other matters affecting GAO employees. IFPTE’s robust legislative liaison office has a broad network of contacts on the Hill that will enhance the GAO union’s development of its relationships with Congress, including both the committees of jurisdiction, and the Senators and Congressional representatives who represent field office staff.
	[back to top]
31) Have there been examples at federal agencies that you represent where employees have changed unions or have de-certified the union? What is the procedure to accomplish this?

	It is rare to change views but it has happened. You can vote to end affiliation with IFPTE through a secret ballot vote in accordance with the local union constitution and by-laws. Employees can also vote to end union representation altogether through a de-certification vote by collecting signatures from one third of represented employees, filing a petition with the government body that oversees their union elections, and winning a secret ballot vote by a majority of those voting to decertify the union. This process is, in all material respects, the same as the process used to establish union representation in the first place.
	[back to top]
32) Why Band Together?

	GAO employees chose the slogan Band Together as a reminder that GAO works best when personnel management policy promotes an atmosphere of teamwork and collegiality. We recognize and celebrate our differences in talent, expertise, experience and point-of-view, and at the same time, we applaud individual achievement and rewards. Nevertheless, we believe teamwork and collegiality has suffered in recent years and through the union, we seek to reverse this trend.
	[back to top]
33) How can I help support the union?

	Urge your co-workers to vote for a union Display a Band Together sticker or sign on your door or office window Volunteer to assist with organizing activities by contacting your Team Coordinator at gaoanalysts@ifpte.org
	[back to top]


	Additional FAQs on the elections process from the Personnel Appeals Board are posted on the GAO intranet.