Environmental Duty Pay

AFGE Local 910 received reports that employees were being exposed to hazardous materials without the proper Personal Protective Equipment and training. Through diligent efforts and negotiations, Local 910 has achieved significant outcomes for the affected employees that were exposed to asbestos, lead, and silica while working at the KCVA Medical Center.

As a result of AFGE Local 910's advocacy, the affected employees have been awarded environmental duty pay of 8%. This additional compensation recognizes the hazardous nature of their work environment and the risks associated with asbestos, lead, and silica exposure.

AFGE Local 910 has successfully ensured that the organization will provide the affected employees with appropriate personal protective equipment (PPE). This step aims to minimize the potential health risks associated with asbestos, lead, and silica exposure. The PPE will be tailored to the specific hazards encountered by the employees and will be regularly inspected and maintained to ensure its effectiveness.

Recognizing the importance of employee knowledge and awareness, AFGE Local 910 has secured comprehensive training and education programs for the affected employees.  By equipping the employees with the necessary knowledge and skills, we aim to mitigate the risks associated with their work environment and foster a culture of safety.

To address the managerial shortcomings that contributed to the exposure of employees to asbestos, lead, and silica, AFGE Local 910 has successfully advocated for the removal of the responsible manager from supervising the affected employees. This decision aims to prevent future lapses in safety protocols and ensure that competent and experienced supervisors are overseeing the affected work areas.

Moving forward, AFGE Local 910 will continue to monitor the situation closely to ensure that the provided measures are effectively implemented and maintained. We remain dedicated to safeguarding the health and well-being of all employees and will take proactive steps to address any emerging concerns or risks.

SSR Pay Case

It was brought to AFGE Local 910’s attention that one of our Bargaining unit employees had accepted a job with a different VA Hospital and wasn’t allowed to be released to her new position. Agency is only allowed to hold an employee for 2 pay periods. This is a violation of the Master Agreement.  AFGE local 910 investigated and found a pay coding error and attempt to withhold information.

The employee had been subject to a mispayment of their salary by the Department of Veterans Affairs. Moreover, it came to light that the VA had made deliberate attempts to withhold vital information from the employee, exacerbating the situation. Such actions demonstrated a violation of the employee's rights and the need for immediate intervention.

Upon learning about the employee's situation, AFGE Local 910 promptly initiated an investigation against the Department of Veterans Affairs and soon after filed a Step 3 Note 5 Grievance. Agency responded to grievance, agreeing to fix pay coding error and back payment. The employee was awarded a substantial amount of back pay.  Additionally, the employee was released to a new position, aiming to provide a fresh start and mitigate the negative effects of the previous situation.

Although the employee has received a favorable outcome regarding back pay and a new position, AFGE Local 910 continues to fight for further justice. The union is actively pursuing additional damages to compensate for the emotional distress, financial losses, and other hardships endured by the employee.

Proposed Suspension

AFGE Local 910 represented an employee who was issued a proposed suspension for conduct issues. Agency failed to follow procedure and sustained suspension.  Agency failed to follow proper disciplinary procedures during the process.

Upon discovering the procedural errors, Local 910 promptly filed a grievance with the director. The purpose of the grievance was to challenge the proposed suspension on the grounds of the agency's failure to adhere to established disciplinary procedures.

 Agency acknowledged its mistake and agreed to resolve the grievance in our favor. As a result, they have agreed to reimburse employees' pay for all five days missed during the suspension period.

It is important to note that the resolution of this grievance did not remove the disciplinary action from the employees record. However, the reimbursement of the missed suspension days serves as a recognition of the agency's error and a fair remedy for the procedural mishap.