**OVERTURNED!!!** President Trump’s Executive Orders adversely affecting Federal Employees and their Unions – Update 8/25/18

UPDATE 8/25/18: Federal Union lawsuit OVERTURNS Executive Orders negatively affecting Civil Servants

A federal Judge ruled on Friday 8/24/18 that the Administration’s attempt to turn Civil Servants into “at will” employees via Executive Orders was INVALID and any implementations that had been carried out must be reversed!
These 3 Executive Orders, now ruled invalid, attempted to impose the following on Civil Servants:
1. Accelerate the process for terminating to a 30-day period;
2. Base RIFs on performance, and not on seniority;
3. Charge federal unions for facilities that they used to protect your rights;
4. Severely curtail “Official Time” in which union representatives are allowed to use a NASA WBS to represent employees in grievances, policy negotiations, and legislative advocacy.
This is a huge win for an independent civil service and was only achieved by means of a lawsuit that your union was a part of. So far, IFPTE, our “parent union” has paid $10,000 toward the expenses of this lawsuit, and all of this money comes from union dues. Whether or not the Administration will appeal the ruling is not clear yet, but be assured that they will not give up trying to turn the civil service into a political tool. Thus, more lawsuits will be inevitable and more cost will be incurred.
For more information, these news articles and press releases cover the overturning of these Executive Orders:
IFPTE’s Press Release announcing the judge’s ruling
Federal Worker’s Alliance Press Release announcing the judge’s ruling

 

Update: Wednesday 6/20/18 (Keep watching this blog post for expected updates on new related Executive Orders coming soon.)

Late Friday afternoon, May 25th, President Trump signed 3 Executive Orders that are aimed at limiting Federal Employees’ due process rights and taking steps toward destroying the effectiveness of Federal Employees’ unions. These signed Executive Orders take effect in 45 days (approx. July 8th), unless they are revoked or rescinded.

The three signed Executive orders are published under the May 25, 2018 date at: https://www.whitehouse.gov/presidential-actions/

AFEU and IFPTE continue to fight for you and your rights and interests. In reaction to these 3 Executive Orders, on May 30th, IFPTE leaders (AFEU’s “Parent union”) sent a response letter to House and Senate leaders (Paul Ryan, House Speaker; Nancy Pelosi, House Minority Leader; Mitch McConnell Senate Majority Leader; and, Charles Schumer, Senate Minority Leader), informing them that IFPTE believes that, “It would be a dangerous abdication of your congressional responsibilities to remain silent …”. Read the letter here.

In further action, on June 13th, 13 unions representing federal employees joined together to file a lawsuit challenging the legality of these 3 Executive Orders. In recent action, a federal judge announced June 18th that she is consolidating three different legal challenges brought against President Trump’s recent workforce executive orders, and has scheduled a hearing date of July 25.

For an update on Congressional responses, details about the Executive Orders, and other news articles, see the IFPTE page here.

What can you do?  Call or e-mail your local congressional representatives (off duty, off federal property, on your own phone/computer) now, before these Executive Orders take effect!

 

——–

From IFPTE HQ in Washington, DC:

Attached is a summary of three EOs that President Trump signed May 25th.  These can only be described as an attack on the due process rights of federal workers, and an effort to eliminate federal unions.
….

Here is a summary as we read this:

  • Allow agencies to consider an employee’s past misconduct, even when it’s not relevant to a current situation.
  • Remove progressive discipline.
  • Give employees no more than 30 days’ notice of proposed removals or disciplinary actions.
  • Lower the burden of proof for the employer to take disciplinary action against an employee.
  • Remove seniority as a factor when determining which employees are let go during a reduction in force.
  • Eliminate performance improvement plans, which give employees an opportunity to improve their performance before disciplinary actions are taken against them.
  • Remove the union’s access to all agency resources unless paid for by the union, including office space, meeting rooms, phones, and printers.
  • Cap the use of official time to one hour per bargaining unit employee (from up to three hours currently), requires the reporting of any overages to the President and OPM Director, and requires any overages to be deducted from next year’s allotment.
  • Call for all collective bargaining agreements to be opened for negotiations at the earliest legal date.
  • Prohibit reimbursements for any travel/per diem conducted on official time.
  • Prohibit all lobbying while on official time, even if current collective bargaining agreements allow otherwise.