MASTER AGREEMENT TRAINING – ARTICLE 5. UNION RIGHTS and REPRESENTATION CBT LESSON 2 OFFICIAL TIME and TRAVEL Release procedures.
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UNION RIGHTS and REPRESENTATION
CBT LESSON 2
OFFICIAL TIME and TRAVEL
Amendment to Telecommuting MOU and agency policy letter dated October 26, 2005
Union representational functions – release procedures per Article 5.6
Although telework agreements and release procedures may have similar outcomes, they address totally different work needs.
Release procedures require communication.
Keep it simple!
Here’s a few example scenarios…..
Employee contacts Union Official and asks to meet with a Union representative. They agree to meet at a local cafe. The Union rep contacts their supervisor and provides the following information:
1. The General nature of the representational need – example – possible grievance issue.
2. The approximate amount of time - example – two hours, starting at 2 PM
The supervisor and the Union Official COMMUNICATE on the need through a general discussion. The Union Official is working on an assigned project with no immediate critical deadline that must be met, so release is approved. The Union Official and the supervisor discuss the concern of the appearance to the public and agree that it would be best if a personal car is used.
If a representational need comes up while a Union Official is on annual leave, the Union Official, must follow the release procedures as defined in Article 5, if they wish to claim official time.
For example, if a Union rep on a national team must participate in a conference call while they are on scheduled leave, they must COMMUNICATE with their supervisor regarding:
3. location - participate in the conference call from home or vacation location
Since the Union Official is on annual leave, ordinary workload is not an issue, therefore release for attending the conference call will be granted.
A Union Official on the Saber Tooth National Forest is working on a MSPB case, and intends to complete the work offsite. Therefore, the Union Official COMMUNICATES with their supervisor:
1. The general nature of the type of representational matter - MSPB case
2. the approximate length of time – the rest of the week
3. the location - home and / or the library
The supervisor and Union Official discuss the need in a general nature, there are no workload requirements that preclude release. The supervisor asks that the Union Official provide a number where they can be reached.
A Union Official serves both as a representative on the Union’s national grievance committee, and as a Local union steward. The national level representational work usually takes about 10 hours a week. The Official and their supervisor agree that as an ongoing arrangement for the national grievance committee work, the Rep may be released to perform representational duties for up to 10 hours a week. They communicate regarding:
1. The general nature of the type of representational matter – Grievances and ongoing LMR activities
2. the approximate length of time needed – ongoing, 10 hours per week
3. the location - at the Union Official’s duty station office.
The supervisor and Union Official discuss the need for additional release if the time exceeds 10 hours in a week.
An union representative at PSW is working on a grievance that is due next Wednesday. She COMMUNICATES to her supervisor:
The supervisor and Union Official discuss the need in a general nature. The supervisor (in writing) denies the request for Monday and informs the employee they may be released on Tues. and Weds. In the denial, the supervisor informs the employee that there will be important visitors onsite on Monday and the Union Official needs to be there. Grievance timeline is extended one day.