Professional Documents
Culture Documents
Joint Cba Training Final
Joint Cba Training Final
Presenters
For NCUA John Kutchey, Chief Negotiator Lucy Vargas, Director, Labor Relations Nathan Walker, Labor Relations Specialist For NTEU Heather Hammes, Chapter 303 President Melissa Fowler, Chapter 303 Representative Julie E. Decker, Chapter 303 Representative
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CBA Housekeeping
Location of CBA
http://ncuacentral/OHR/labor/2011%20Collective%20Bargaining% 20Agreement/2011Agreement%20all.pdf
Bookmarks Right click on CBA page, select Show Navigation Pane Buttons, then click on Toilet Paper icon for article bookmarks CBA supersedes all existing mid-term agreements and past practices that conflict
(Article 2)
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Negotiation Process
NCUA and NTEU (Parties) reached agreement on ground rules in March 2011 The Parties negotiated for 4 weeks between May and June 2011 The Parties met in August for 7 days with a mediator/arbitrator The Parties reached tentative agreement on Aug. 31st
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Employees may meet with a union rep, normally up to 1 hour, to discuss matters covered by the CBA (Art 4, Sect 9) Employees may request union representation during an administrative (Weingarten) or criminal (Kalkines) investigation (Article 4, Sect 10)
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Compensation Article 9
NCUA will comply with all statutory and presidential pay freezes (Sect 1) Adjustments to pay structure, merit pay, and locality will occur in the first pay period after January 1 (Sect 2) Pay structure adjustments will be equal to Federal General Schedule (GS) base pay table effective for most Federal employees (Sect 2) Merit increases will be based on performance rating issued September 30th of the prior year
(Sect 3.A)
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Pay Tiers
Merit Pay Tier
Tier I
Tier II
Tier III
Remaining employees rated at GS increase + 200 basis least fully successful points (2%) of NPR
Locality Adjustments
Locality calculations will continue to be based on the Presidents Pay Agent Report and, for Hawaii, the applicable U.S. Code and will be posted on the OHR intranet site (Sect 4) 2012 locality rates will be frozen, except for Hawaiis annual phase-in to a locality area (Sect
4.D)
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Promotion Increases
Non-competitive career ladder promotions will receive at least 8% increases in pay (Sect 5) Competitive promotions, including CU-11 to CU-12 PEs, will receive at least a 9% increase in pay (Sect 5)
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Health Benefits
Continue with Government-sponsored benefits Additionally, after the first pay period in January, employees may receive the up to following (Sect 7):
$50 additional contribution per pay period to FEHB $25 contribution to Federal Dental Plan $15 contribution to Federal Vision Plan
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1 2 3
Pay Frozen in Years 2 and 3 Maximum Maximum Employee Agency Voluntary Matching Contribution Contribution none none 1% 1% 2% 2% No Pay Freeze in Years 2 and 3 Maximum Maximum Employee Agency Voluntary Matching Contribution Contribution none none 0.5% 0.5% 1% 1%
CBA Year
1 2 3
401K Implementation
Existing FERS and CSRS benefits continue Current TSP contributions/matching is unchanged If a delay in implementation, NTEU and NCUA will meet to determine how to apply retroactively. (Sect 7.E)
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Overtime Article 10
All overtime must be approved in advance and in writing (Sect 1) Look at SF-50 to determine whether FLSA covered or exempt (Sect 2) FLSA Covered: OT = 1 x basic salary rate (5 CFR
551)
FLSA Exempt: OT = 1 x basic rate up to the CU10 midpoint or regular salary rate (5 CFR 550) Below CU-14: OT pay is default. Compensatory time must be requested by employee (Sect 6)
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Commute Time
Commute time definition from 2008 CBA still in effect time to travel up to first 40 miles to and from residence (Sect 2.8) Commute definition still in dispute with the Federal Labor Relations Authority Airport travel: commute time deducted to originating airport on first day and from terminating airport on last day (Sect 14.C.6) TCT Only: travel time to and from home terminal within official duty station is non-compensable. When terminal is outside ODS, deduct normal commute time (Sect 15.B.7)
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When management changes AWS, to the extent practicable, must give employees two pay periods advance notice (Sect 8)
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Only one entry necessary, if the primary work location is the same for consecutive days. (Sect 11)
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Travel to alternate locations is limited to continental US, upon completion of a cost comparison, unless otherwise approved by the supervisor (Sect 6) Approved emergency travel limited to cost comparison to the affected family members residence up to the cost of returning to employees residence (Sect 9)
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The Agency will reimburse up to a full size sedan when transporting three (3) or more employees If more than two (2) employees are traveling to the same location, additional rental cars will be authorized Refueling rental cars is compensable travel time
(Sect 13.D)
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Supply Allowance
Art 14, Sect 42.B Employees hired before July 1 will receive up to the total $500 supply allowance Employees hired after July 1 may receive up to $250 for a supply allowance Employees may request additional supply funds Supervisors are not required to grant the request and may question why the employee exhausted the supply allowance
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Leave Article 12
Included Domestic Partner relationships to participation in the leave article. Added definitions of Parents and Sons and Daughters, including loco parentis (Sect 2) If management rescinds annual leave, employees will be reimbursed for unavoidable losses (Sect 4) Employees are responsible for early or absentee voting. Training and multi-group meetings will not be held during the week of election-day (Sect
11)
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Veterans Rights
Adopted regulations for veterans participation rights for the following:
Leave transfer program, Administrative leave upon return from active duty, and FLMA entitlements when retuning from military service or employees caring for family returning from military service. (Sect 14, 17, 18, and 19)
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Covers dismissal procedures for Central Office, Regional Office and field staff in the event of adverse weather (e.g. snow, floods) natural disasters, and other disruptions of Agency operations (e.g. loss of power, water, closure of major transportation routes) When in doubt contact supervisor by phone or email to discuss workload and option of working at alternative worksite
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PE Certification
PE Certification Program was incorporated into the article, with the following changes (Sect 5):
CU-11s must have at least 6 months in grade before sitting for the certification test, Expanded information on test results provided to employees, Removed package submissions for employees requesting the structured interview, Removed holding times if employees do not pass the assessments or interview, and A Review Committee will be established to review the entire PE Certification process
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PE Promotion
Removed sufficient work in the SE group from conditions for a career ladder promotion
(Sect 4)
Employees will be promoted to the CU-12 PE position upon completion of the PE Certification Program (Sect 9)
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Relocation travel expenses should be claimed on a separate voucher (Sect 9) Agency has discretion to reimburse employees for voluntary reassignments (Art 22, Sect 2)
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Reimbursements
POV reimbursement will be paid at the IRS Rate for Relocation (Sect 13.A) Miscellaneous expense stipend increased to the lesser of one-weeks pay or $1000 without family, or lesser of two weeks pay or $1500 with family (Sect 21) Added explanation and computations for Withholding Tax Allowance (Sect 25)
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Housing
House hunting trips are authorized if old and new duty stations are greater than 75 miles apart (Sect 12) Involuntary directed reassignment are eligible to receive a market loss differential up to $150,000 (Sect
23)
Relocations due to promotions or competitive selections for CU-12 or lower positions may receive a market loss differential up to $25,000 (Sect 23) Relocations due to a promotion or competitive selection to CU-13 or higher positions may receive a market lost differential up to $50,000 (Sect 23)
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Progress Reviews
Completion of progress reviews shall be noted in emails to employee (Sect 5.A) Rating officials will advise employees of any decline in actual performance (Sect 5.C) Rating officials will advise in writing when the performance may lead to Does not meet rating Employees may request to discuss performance expectation with the rating official (Sect 5.E) Employees will receive a copy of the signed performance appraisal at least 2 business days prior to conferring with the rating official (Sect 9.E)
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Grand Finale
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