Below is just a sample of the hard work done by union reps in Local 2366 this month; there are many things we cannot post due to privacy or security concerns. While there are plenty of good supervisors and managers in DRT, there is no shortage of nonsense from those among their ranks who don’t care about following policy or looking out for their subordinates.
The union sent information about the different available types of COVID-19 tests and what information the Department of Labor needs in order to accept an OWCP claim.
A local rep negotiated with the agency to save an employee’s job due to a proposed adverse action. The removal was mitigated to a lesser and more appropriate level of discipline.
An employee with COVID-19 was improperly ordered to return to the station. A local union rep resolved the issue.
The union published an email and article about what to tell the agency when employees or their family members test positive for COVID-19. It was written because there was an increase in the number of instances of supervisors asking all sorts of inappropriate questions about employees’ family members and their own diagnoses.
Local reps attended a continuing education course entitled “Understanding Probationary Employee’s Rights and Protections” as part of their efforts to represent the bargaining unit as much as possible.
Local reps attended a continuing education course entitled “Representation in OPR PSD LOIs and NOPAs” as part of their efforts to represent the bargaining unit as much as possible. Letters of inquiry (LOI) and notices of proposed action (NOPA) are letters from OPR’s Personnel Security Division (PSD) that could seriously affect an employee’s career, so some of our union reps attended the training to be better able to address these letters.
There was an increase in stations refusing to put on COP employees who tested positive for COVID-19 until their CA-1 was accepted. Since this is not how that works (do they make you take sick leave if you break your ankle at work?), the union investigated the matter. Del Rio Sector first claimed that COP starts with the day an employee gets their COVID-19 positive results, but that was also incorrect. Ultimately, Del Rio Sector finally understood that an employee’s COP begins on the first day the employee is away from a full day of work due to the COVID-19 diagnosis, just like any traumatic injury.
A union rep reported a privacy leak in which an employee’s personal medical information was left unsecured on the CBP intranet.
An employee who was forced to use sick leave instead of COP for a COVID-19 diagnosis had his sick leave converted to COP when the union intervened.
Employees were told that in order to take advantage of Paid Parental Leave, they must submit a form WH-380, in addition to the other paperwork. The WH-380 is specifically not required, so the union addressed the issue with HQ in DC and the form was no longer required in Del Rio Sector.
An agent who had previously been proposed removal had the proposal rescinded. A local union rep brought to light that the evidence used by Del Rio Sector and OPR was simply not accurate, and they had all completely misunderstood what happened. The employee had not done what was alleged and was immediately returned to full duty. A request for back pay was submitted and is pending.
The union was notified of a change in work conditions for a small work unit. The union and agency negotiated a few items regarding the change.
Local union reps toured the Border Patrol Academy to see firsthand the changes and updates to the curriculum and to discuss ongoing pandemic-related concerns with FLETC affecting our trainees.
The union completed bargaining over a new version of the national Operational Mobility MOU.
Union reps attended several investigative interviews with OPR and management inquiry.
Multiple requests for information were filed, dozens of agents were helped with their assorted memoranda, and several agents were assisted with their disciplinary or adverse actions.