Joint NTEU/NCUA2011 CBA Training

Presenters

For NCUA• John Kutchey, Chief Negotiator• Lucy Vargas, Director, Labor Relations• Nathan Walker, Labor Relations SpecialistFor 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 CBAhttp://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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Employee Access to Union Representation Articles 3 and 4

• Employees may meet with union reps after a formal meeting concerning reorganizations, relocations, or agency-wide working conditions (Art 3, Sect 2.D)

• 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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Dues WithholdingArticle 7

• Employees may elect to join the union and pay dues at anytime (Sect 3)

• Dues may be cancelled after one year (Sect 5)

• Requests will be accepted by OHR up to pay period 15 and take effect during pay period 18 (Sect 5)

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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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Merit Pay Pools

• Following merit pools are based on where the employee was located at the end of the performance rating period, (Sect 3):– each region;– Office of Consumer Protection;– Office of Corporate Credit Unions;– Office of Small Credit Union Initiatives;– Asset Management & Assistance Center;– Central Offices with twelve or more bargaining unit employees;– Combination of Central Offices with fewer than twelve

bargaining unit employees

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Pay Tiers

Merit Pay Tier

Percentage of Employees by Performance Appraisal

ScoreMerit Pay Increase

Tier ITop 25% of employees provided all are rated at least “highly successful”

GS increase + 400 basis points (4%) of NPR

Tier II Next 50% of employeesGS increase + 300 basis points (3%) of NPR

Tier IIIRemaining employees rated at least “fully successful”

GS increase + 200 basis points (2%) of NPR

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Locality Adjustments

• Locality calculations will continue to be based on the President’s 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 Hawaii’s 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)

11

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

12

Health Benefits Implementation

• If a delay in implementation, NTEU and NCUA will meet to determine how to apply retroactively. (Sect 7.E)

• Employees not enrolled in FEHB will receive equivalent in lump sum at end of the calendar year, prorated for new employees. (Sect 7.B.1)

• Employees not enrolled in Federal Dental or Vision Plans will not receive additional contributions. (Sect 7.B.2 and 3)

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New 401K Contributions

CBA Year

Pay Frozen in Years 2 and 3AgencyAutomaticContribution

MaximumEmployeeVoluntaryContribution

MaximumAgencyMatchingContribution

Year’s MaximumCombined Contributions

1 3% none none 3%2 3% 1% 1% 5%3 3% 2% 2% 7%

CBA Year

No Pay Freeze in Years 2 and 3AgencyAutomaticContribution

MaximumEmployeeVoluntaryContribution

MaximumAgencyMatchingContribution

Year’s MaximumCombined Contributions

1 3% none none 3%2 3% 0.5% 0.5% 4%3 3% 1% 1% 5%

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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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OvertimeArticle 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 ½ x basic salary rate (5 CFR 551)

• FLSA Exempt: OT = 1 ½ x basic rate up to the CU-10 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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Field Staff Office TimeArticle 11

• Field staff may carry over unused office time for up to one month (Sect 2.BB)

• Field staff may use up to 3 hours of carry over office time in any given week

• Supervisors must approve use of more than 3 carry over hours

• Office time cannot be carried over from year to year (Sect 2.BB)

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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) 18

Changes to Alternative Work Schedule

• Employees attending training, special assignments, or details may request changes to AWS in addition to 2x annual adjustment (Sect 8)

• When management changes AWS, to the extent practicable, must give employees two pay periods advance notice (Sect 8)

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Itinerary for Field Staff

• Field staff itineraries are completed in MS Outlook. (Sect 11) Field staff will include in the itinerary:– The primary and additional anticipated work locations, – Approximate start and end times for each location and

day of the week, – Eligibility for overnight travel per diem status; – Requests for anticipated credit hours; and – Planned breaks over two hours

• Only one entry necessary, if the primary work location is the same for consecutive days. (Sect 11)

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Travel IssuesArticle 14

• Vouchers must be submitted once each calendar month. Union reps and vouchers exceeding $1500 may be submitted as needed. Supervisors will promptly process vouchers (Sect 2)

• Travel charge cards must be used for all payments of expenses for official travel (Sect 18)

• Travel cards may be used for daily and weekend return home travel and for personal trips reimbursed via cost comparison (Sect 6 and 18.F)

21

Weekend and Alternate Travel

• Weekend return to the residence may be conducted after the completion of assigned work (Sect 6)

• 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 member’s residence up to the cost of returning to employee’s residence (Sect 9)

22

POV Reimbursement and Rental Cars

• Office employees will receive POV for travel to an alternate work location or from the office to an alternate work location (Sect 11.C)

• Approved POV payment and rental car activities (Sect 13.A):– Between common carriers' terminals, lodging and residence;– Between lodging and temporary assignments;– Between temporary assignments;– To obtain meals when the work or TDY location prohibits

suitable meals from being procured;– For sickness or emergency medical treatment;– To access other services including, but not limited to, grocery

stores, drug stores, and laundromats23

Rental Car Reimbursement and Authorization

• The Agency will reimburse up to a mid-size sedan when transporting two (2) or fewer employees (Sect 13.C)

• 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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Airports and Airfare• Employees are expected to use the airport closest to their

residence, regardless of available discount or contract rates. Employees should use this airport for cost comparison purposes (Sect 16)

• If no contract fare, purchase either discount or lowest unrestricted fares. Costs for changes at the Agency’s direction will be reimbursed

• Purchase of discount airfares at the employee’s option. Reimbursement for fees due to changes at Agency direction or personal emergency will be reimbursed (Sect 16.B)

• Costs for changes for personal convenience may be reimbursed up to the city pair contract rate (Sect 17)

• If no city pair contract rate available, then no reimbursement for change fees for personal convenience

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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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Veteran’s 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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Emergency Dismissal Procedures

• Procedures negotiated in a separate MOU and can be found at:http://ncuacentral/OHR/labor/Negotiated%20Agreements/EarlyDismissalMOU.pdf

• 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 e-mail to discuss workload and option of working at alternative worksite

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Emergency Dismissal – Office Staff

• Administrative leave will be granted when the office closes, opens late or closes early

• Staff on travel are expected to continue working in the event of an office closure, unless closure prohibits continuation of work

• Staff on travel to an affected area should contact their supervisor to discuss workload

• Employees scheduled for telework are expected to continue working at the alternative worksite and should contact their supervisor if prevented from working

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Emergency Dismissal – Field Staff

• Are expected to continue working when on official travel, unless in the same geographic area as a closed region or central office

• When working in the same affected area as a closed office, staff should contact their supervisor to discuss workload

• Staff should contact their supervisor to discuss workload when working in an affected area and the office is not closed

31

Early Dismissal – When in Doubt

• In any event, employees should contact their supervisor by phone or e-mail to discuss workload

• If insufficient workload, employees will be granted admin leave to the extent necessary to fulfill the work requirement for the day

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Career LadderArticle 18

• Supervisors should advise employees who are eligible for a career ladder promotion of promotion expectations during the mid-year and annual performance review (Sect 3.C)

• Sufficient work must be made available for CU-11 examiners to meet the minimum PE requirements within 30 months of becoming a grade 11 examiner (Sect 4.B)

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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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Details and Special Assignments – Article 23

• Employees involuntarily detailed to a TDY location will be given a 14 day advance notice (Sect 3.B)

• The Agency must solicit volunteers for non-developmental details or special assignments not involving examination or supervision duties in excess of 90 days (Sect 3.C)

• Employees returning after a detail of one year or more will be given time to re-familiarize themselves with the position. Applicable updates to the position will be provided (Sect 3.E)

• All detail in excess of 30 days will be noted on an SF-52 (Sect 5)

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Details to Higher Graded Duties

• Employees detailed to a higher graded, non-developmental position for more than 30 days will be temporarily promoted (Sect 6.A)

• Employees detailed to a higher graded, developmental position for more than 60 days will be temporarily promoted (Sect 6.B)

• Employees who are not qualified for a temporary promotion in the two scenarios may have their performance considered for an award (Sect 6.C)

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Relocation ReimbursementArticle 24

• Amounts identified in the article are maximum expenses. Employees are not automatically entitled to maximum amounts (Sect 1)

• Domestic partners now eligible as family member (Sect 2)

• 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-week’s pay or $1000 without family, or lesser of two week’s 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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Office RelocationsArticle 25

• Exterior/windowed offices will be reserved for analysts and management positions (Sect 4.A)

• CU-11 and lower will be assigned interior office space, but may request to temporarily occupy available windowed office space

• Office staff, regardless of telework status, have priority over remote duty employees (Sect 4.D)

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Performance EvaluationsArticle 26

• Performance appraisal period is from Oct 1 to Sept 30 (Sect 1)

• Performance ratings are based on the quality of the performance of the assigned work (Sect 2.C)

• Employees are not accountable for changed elements or standards until they receive a revised performance plan (Sect 3.B)

• Performance related feedback should be provided within 90 days of completion of the work assignment (Sect 4.B)

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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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Grievance Procedure Article 31

• Employees may take advantage of the Agency’s mediation program prior to filing a grievance (Sect 1.B)

• Employees may be granted up to 2 hours to prepare a grievance and up to 3 hours for performance appraisal grievances or unacceptable performance actions (Sect 8)

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Health, Wellness and Safety – Article 34

• For the first year, nursing mothers will be provided break time and a private location, with a privacy sign, to express milk. Nursing mothers assigned to credit unions also will be granted break time (Sect 3)

• Office employees, regardless of grade, without an on-site fitness facility shall receive up to $500 for health club memberships (Sect 5)

• Regions will implement buddy group systems as required by the NCUA COOP (Sect 9.B)

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Grand Finale

Q & ATime

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