The exit panel`s decision also removes employment services forums, paid training for both parties and paid travel for union representatives. Instead, employees can claim reimbursement for call expenses, according to the panel. In addition, the language of the Treaty, which provides guidelines for the Commission`s equal employment and equal opportunities rights for workers, has been abolished and the use of official time for EEO issues has been banned. And it has weakened the language in the occupational health and safety article, which the union says moves management tasks to individual employees to report potential safety issues. After nearly a year of negotiations and disagreements, the Federal Service Impasses Panel has made a much-anticipated decision in the ongoing wage dispute between the Department of Veterans Affairs and the American Federation of Government Employees. AFGE filed with FSIP on June 3, arguing that the Department of Veterans Affairs had proposed significant changes to its collective agreement with the union and then refused to negotiate in good faith with AFGE representatives for counter-proposals substantially similar to those of the current agreement. VA management and AFGE began negotiations in May 2019 for a new collective agreement, but the Agency twice declared a deadlock in October and December of that year. On December 19, 2019, the VA asked the Federal Services Impasse Panel to intervene, a situation that has been going on ever since. The body removed several articles from the agreement and removed others, said Ibidun Roberts, who represents NVAC. Coronavirus also heightened concerns about the safety of health personnel within the VA, with the slow introduction of coronavirus testing for VA employees being discussed at the June 3 hearing. In announcing the public, Wilkie said va`s negotiating proposals were a “reset” of the department`s approach to employment relations and were symptoms of the union`s “reluctance to challenge the status quo.” According to Weidman, union communication is essential to ensure the health and safety of the Veterans they serve, as AFGE has often reported to its organization problems or system changes that affect the Veterans they represent: in general, the collective agreement does not contain specific limits on the number of days employees can and can telework. He also added A Language that stated that the union could not complain about financial bonuses, step increases or incentives to hire, store and move employees. Instead, the passport panel turned to 44 articles in which the two sides failed to reach an agreement.

She made a decision on those articles last week. However, the AfGE disagrees. The union stated that VA had not dealt with AFGE since the beginning of the pandemic and that it had expressed concerns about personal protective equipment and other COVID 19 policies. The department issued an ultimatum earlier this year to leave or pay rent to use the offices of union officials. But some of the negotiating positions do not come directly from the Trump administration`s directives, although they have been used in collective bargaining between several agencies.