A majority of ERS and NIFA workers had voted in favour of creating tariff units before the announcement of an official website. AFGE had told employees at the time that they probably could not completely block the USDA`s move, but pledged to give staff more voice in the move. Tens of thousands of U.S. Department of Agriculture (USDA) workers will be forced to work under a “collective agreement” (CBA) imposed on them by the Trump administration. “The Agency agrees to continue existing RA agreements and consider extensions for temporary RA agreements if the current service is different from Washington, D.C.C. as long as housing remains efficient, medically necessary and if this pursuit does not interfere with the Agency`s mission,” he said. In recent weeks, FLRA has rejected a number of requests for “general policy or policy statements” aimed at reducing the bargaining obligations of the agencies most requested by the Ministry of Agriculture. This requirement appears to be different in that it does highlight a discrepancy in the interpretation of federal labour law by some independent arbitrators, in particular a “continuity provision. ” “AFGE is surprised and disappointed that the USDA is making this request.
It is not in accordance with the law or the facts. We are already negotiating a new contract for USDA food safety inspectors. The current treaty, approved by the USDA, clearly states that the existing agreement will remain in effect until a new agreement is signed,” Everett Kelley, national secretary of the American Federation of Government Employees, said in a statement. While the department calls it an agreement, it is not, it is rather a unilateral contract. In a letter from USDA Commissioner General Stephen Vaden, the department says the union does not want to agree on a succession contract, so it has no choice but to implement the new collective agreement. In a memo to be released Thursday in the Federal Register, the Federal Labour Relations Agency said it had been asked by the Department of Agriculture to clarify rules for an opaque part of the collective bargaining process, as third-party arbitrators cited various FLRA precedents on the issue. If a collective agreement is automatically renewed after expiry, the head of the agency still has the right to sign and enforce new rules that were contrary to the original agreement. The ruling could have potentially significant consequences for agencies trying to impose three-member executive orders signed by President Donald Trump in May 2018 that restrict the use of official time by federal officials, call for renegotiation of collective agreements and demand more comprehensive performance management.