joint cba training final

7/28/2019 Joint Cba Training Final

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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 CBAhttp://ncuacentral/OHR/labor/2011%20Collective%20Bargaining%

20Agreement/2011Agreement%20all.pdf

Bookmarks Right click on CBA page, selectShow Navigation Pane Buttons, then click on

Toilet Paper icon for article bookmarks

CBA supersedes all existing mid-termagreements and past practices that conflict(Article 2)

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http://ncuacentral/OHR/labor/2011%20Collective%20Bargaining%20Agreement/2011Agreement%20all.pdfhttp://ncuacentral/OHR/labor/2011%20Collective%20Bargaining%20Agreement/2011Agreement%20all.pdfhttp://ncuacentral/OHR/labor/2011%20Collective%20Bargaining%20Agreement/2011Agreement%20all.pdfhttp://ncuacentral/OHR/labor/2011%20Collective%20Bargaining%20Agreement/2011Agreement%20all.pdfhttp://ncuacentral/OHR/labor/2011%20Collective%20Bargaining%20Agreement/2011Agreement%20all.pdf


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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 theCBA (Art 4, Sect 9)

Employees may request union representationduring an administrative (Weingarten) or criminal(Kalkines) investigation (Article 4, Sect 10)

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Dues Withholding

Article 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 andpresidential pay freezes (Sect 1)

Adjustments to pay structure, merit pay, andlocality will occur in the first pay period afterJanuary 1 (Sect 2)

Pay structure adjustments will be equal toFederal General Schedule (GS) base pay tableeffective for most Federal employees (Sect 2)

Merit increases will be based on performancerating issued September 30th of the prior year(Sect 3.A)

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Merit Pay Pools

Following merit pools are based on where theemployee was located at the end of the performancerating 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 unitemployees;

Combination of Central Offices with fewer than twelvebargaining unit employees

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Pay Tiers

Merit Pay

TierPercentage of Emplo yees

by Performance Appraisal

Score Merit Pay Increase

Tier ITop 25% of employees

provided all are rated at leasthighly successful GS increase + 400 basispoints (4%) of NPR

Tier II Next 50% of employees GS increase + 300 basispoints (3%) of NPR

Tier III Remaining employees rated atleast fully successful GS increase + 200 basispoints (2%) of NPR

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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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Health Benefits

Implementation

If a delay in implementation, NTEU and NCUAwill meet to determine how to applyretroactively. (Sect 7.E)

Employees not enrolled in FEHB will receiveequivalent in lump sum at end of the calendaryear, prorated for new employees. (Sect 7.B.1)

Employees not enrolled in Federal Dental orVision Plans will not receive additionalcontributions. (Sect 7.B.2 and 3)

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New 401K Contributions

CBA Year

Pay Frozen in Years 2 and 3

Agency

Automatic

Contribution

Maximum

Employee

Voluntary

Contribution

Maximum

Agency

Matching

Contribution

Years

Maximum

Combined

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 3

Agency

AutomaticContribution

Maximum

EmployeeVoluntary

Contribution

Maximum

AgencyMatching

Contribution

Years

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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Overtime

Article 10

All overtime must be approved in advance and inwriting (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 CU-

10 midpoint or regular salary rate (5 CFR 550)

Below CU-14: OT pay is default. Compensatorytime must be requested by employee (Sect 6)

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Field Staff Office Time

Article 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 ineffect time to travel up to first 40 miles to andfrom residence (Sect 2.8)

Commute definition still in dispute with theFederal Labor Relations Authority

Airport travel: commute time deducted tooriginating airport on first day and fromterminating airport on last day (Sect 14.C.6)

TCT Only: travel time to and from home terminalwithin official duty station is non-compensable.When terminal is outside ODS, deduct normalcommute time (Sect 15.B.7)

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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 locationis the same for consecutive days. (Sect 11)

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Travel Issues

Article 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 weekendreturn home travel and for personal trips

reimbursed via cost comparison (Sect 6 and 18.F)

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Weekend and Alternate

Travel

Weekend return to the residence may beconducted after the completion of assigned work(Sect 6)

Travel to alternate locations is limited to

continental US, upon completion of a costcomparison, unless otherwise approved by thesupervisor (Sect 6)

Approved emergency travel limited to cost

comparison to the affected family membersresidence up to the cost of returning toemployees residence (Sect 9)

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POV Reimbursement and

Rental Cars

Office employees will receive POV for travel to an alternatework location or from the office to an alternate worklocation (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 prohibitssuitable meals from being procured;

For sickness or emergency medical treatment; To access other services including, but not limited to, grocerystores, drug stores, and laundromats

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Rental Car Reimbursement

and Authorization

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

The Agency will reimburse up to a full size sedanwhen transporting three (3) or more employees

If more than two (2) employees are traveling tothe 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 theirresidence, regardless of available discount or contractrates. Employees should use this airport for costcomparison purposes (Sect 16)

If no contract fare, purchase either discount or lowestunrestricted fares. Costs for changes at the Agencysdirection will be reimbursed

Purchase of discount airfares at the employees option.Reimbursement for fees due to changes at Agency directionor personal emergency will be reimbursed (Sect 16.B)

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

If no city pair contract rate available, then noreimbursement 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 supplyallowance

Employees may request additional supply funds

Supervisors are not required to grant the requestand may question why the employee exhausted

the supply allowance

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Leave

Article 12

Included Domestic Partner relationships toparticipation 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 willnot be held during the week of election-day (Sect11)

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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 returningfrom military service. (Sect 14, 17, 18, and 19)

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Emergency Dismissal

Procedures

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

Covers dismissal procedures for Central Office,

Regional Office and field staff in the event of adverseweather (e.g. snow, floods) natural disasters, andother disruptions of Agency operations (e.g. loss ofpower, water, closure of major transportation routes)

When in doubt contact supervisor by phone or e-mail to discuss workload and option of working atalternative worksite

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http://ncuacentral/OHR/labor/Negotiated%20Agreements/EarlyDismissalMOU.pdfhttp://ncuacentral/OHR/labor/Negotiated%20Agreements/EarlyDismissalMOU.pdfhttp://ncuacentral/OHR/labor/Negotiated%20Agreements/EarlyDismissalMOU.pdf


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Emergency Dismissal

Office Staff

Administrative leave will be granted when theoffice closes, opens late or closes early

Staff on travel are expected to continue workingin 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 expectedto continue working at the alternative worksiteand should contact their supervisor if preventedfrom working

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Emergency Dismissal

Field Staff

Are expected to continue working when onofficial travel, unless in the same geographicarea as a closed region or central office

When working in the same affected area as aclosed office, staff should contact theirsupervisor to discuss workload

Staff should contact their supervisor to discussworkload when working in an affected areaand the office is not closed

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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 Ladder

Article 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 agrade 11 examiner (Sect 4.B)

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PE Certification

PE Certification Program was incorporated intothe 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 toemployees,

Removed package submissions for employeesrequesting the structured interview,

Removed holding times if employees do not pass theassessments or interview, and

A Review Committee will be established to review theentire 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 PEposition 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 willbe 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 of90 days (Sect 3.C)

Employees returning after a detail of one year or morewill be given time to re-familiarize themselves with theposition. 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 temporarypromotion in the two scenarios may have their

performance considered for an award (Sect 6.C)

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Relocation Reimbursement

Article 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-weeks pay or $1000 without

family, or lesser of two weeks pay or $1500

with family (Sect 21)

Added explanation and computations forWithholding Tax Allowance (Sect 25)

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Housing

House hunting trips are authorized if old and new dutystations are greater than 75 miles apart (Sect 12)

Involuntary directed reassignment are eligible toreceive a market loss differential up to $150,000 (Sect23)

Relocations due to promotions or competitiveselections for CU-12 or lower positions may receive amarket loss differential up to $25,000 (Sect 23)

Relocations due to a promotion or competitiveselection to CU-13 or higher positions may receive amarket lost differential up to $50,000 (Sect 23)

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Office Relocations

Article 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 Evaluations

Article 26

Performance appraisal period is from Oct 1 toSept 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 revisedperformance plan (Sect 3.B)

Performance related feedback should beprovided within 90 days of completion of thework assignment (Sect 4.B)

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Progress Reviews

Completion of progress reviews shall be noted inemails to employee (Sect 5.A)

Rating officials will advise employees of anydecline in actual performance (Sect 5.C)

Rating officials will advise in writing when theperformance may lead to Does not meet rating

Employees may request to discuss performanceexpectation with the rating official (Sect 5.E)

Employees will receive a copy of the signedperformance appraisal at least 2 business daysprior to conferring with the rating official (Sect 9.E)

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Grievance Procedure

Article 31

Employees may take advantage of the

Agencys mediation program prior to filing a

grievance (Sect 1.B)

Employees may be granted up to 2 hours toprepare 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 beprovided break time and a private location, with aprivacy sign, to express milk. Nursing mothersassigned to credit unions also will be grantedbreak time (Sect 3)

Office employees, regardless of grade, without anon-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

joint cba training final

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