NTEU News
January 2008

Your Contract Rights Remain – That’s the Law! 

No matter how many times your managers claim it is not so and no matter how many different ways he or she tries to tell you it is not so, the FACT is that the terms and conditions of your employment – along with your workplace rights – remain firmly in place. 

Despite the expiration in June of 2006 of the NTEU-IRS labor agreement, your contract rights remain.  You still have every right and benefit you had under the expired agreement. 

Hear is some examples: 

-You have the right to NTEU representation.

-You have the right to file a grievance.

-You have the right to alternative work schedules.

-You have the right to fair performance appraisals.

-You have the right to sick leave.

-You have the right to flexiplace.

-You have the right to an incentive awards program.

-You have the right to leave under the Family and Medical Leave Act. 

If you have issues within the workplace where your rights are not being recognized, please contact the Chapter President or a steward.

Legislation to Expand Telework

New legislation was introduced on November 8, 2007 by Representative Danny K. Davis (D-Ill) that will allow more federal employees to participate in telework programs. 

H. R. 4106 was introduced just two days after National Treasury Employees Union President Colleen M. Kelley provided testimony in support of expanded federal telework options to the House Oversight and Government Reform Subcommittee. 

The Telework Improvement Act of 2007 is co-sponsored by Representatives John Sarbanes (D-Md), Frank Wolf (R-VA) and Henry Waxman (D-Calif), chair of the House Oversight and Government Reform Committee.  It intends to spur the increased use of telework (or flexiplace) across the federal government and to create a reliable method to measure and track federal telework program. 

Under the legislation agencies would be required to: 

-Develop a teleowrk program that allows employees to telework at least 20 percent of every two-week work period. 

-Designate a senior level employee to serve as a ‘telework managing officer’; and 

-Incorporate telework into their continuious operational planning.