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AFGE, Local 3937 - Local Membership Meeting September 10, 2025 Conference Call Present were: John Pfannenstein, Laura Novakoski, Tonya Boren, Janet Azinger, Denise Lamphere, Joyce Bybee, Katrina Ivanoff, Kristine Stolberg, Jem Ockey, and Jackie Walton. The meeting was held via Zoom conference call with dial-in information posted to the Members section of our Local website. The meeting was called to order at 5:33pm, chaired by John Pfannenstein, Local President. Agenda:
Jackie was not available at the beginning of tonight’s meeting, but reported to the Executive Board today that we have $109,422 in the checking account, and $177,439 in savings. Detailed Treasurer’s information is available on request. Many members are switching from payroll deduction of dues to the eDues systems. We want to avoid double-payment during the transition, and we will make it right if it happens, so please let us know. Old Business: Nationally, Council 220 is bargaining the implementation of Amazon Work Space (AWS). Our own Melanie Broady, the lead TSC and WSU rep, is part of the Union’s team. The Union’s interest includes limiting the recording or use of data collection on these calls from being used for discipline. The AI can purportedly pick out certain target words, and even pick up tone, such as if one of the parties on the call is “being rude” or unprofessional. Arbitration over the suspension of Telework should begin in mid-September. The arbitrator’s final decision could take weeks or even months after that time. We have heard that former Commissioner Martin O’Malley may be testifying for our side regarding the efficacy of Telework (on which he signed a Memorandum of Understanding prior to his departure). New Business: We have seen an increase by management questioning leave requests and usage. Our FOs have absorbed many ad hoc workloads that used to be handled by Regional Offices (ROs; now dissolved). These are now being completed by CSs and CTEs, often done via overtime on these targeted workloads. In terms of sick leave, some members of management have returned to a tired old pattern of requesting a doctor’s note for sick leave even when it is not required by Contract (Article 31). If they actually suspect that an employee is abusing sick leave, there is a process to put restrictions in place, but they often skip the required preliminary steps (documenting a pattern, investigating, notifying the employee in writing, etc.). There is normally no need for medical documentation for leave of 3 consecutive days or less, or if the employee has NOT been previously placed on a sick leave abuse plan. If their overly strict and illegal behavior continues, please notify us so that we can consider filing a Union-Management or individual Grievance. We need to stay alert to protect our rights. With the continual reassignment of FO employees to cover the 800#, FO workloads are being neglected through no fault of the employees. We have not seen a high volume of disciplinary cases against employees in recent months in our area, and we hope that this continues. There is no longer a real Labor Relations department, and local managers/supervisors often do not have the technical knowledge to document and initiate a proposal. There has, however, been an uptick in cases in other regions, so there are no free passes and we continue to encourage employees to ALWAYS follow management’s directives (that are not illegal or imminently harmful). AFTER the fact, you can certainly come to us to discuss clarification or a possible grievance. Even if the request seems to waste time or frustrate you, do not give them an excuse (e.g. send a brief email status reply by the requested deadline). The administration has announced it is considering sending a directive to the Office of Personnel Management (OPM) advising management to disregard the longstanding concepts of progressive discipline, among other employee protections. It would certainly be held up in litigation by various federal unions, but do not take chances. Try talking with management and make sure they understand your schedule, assignments, and time constraints. The administration seems to be flooding the zone with broad attacks on employee rights, but at least we at SSA still have a contract in place. Other federal agencies have summarily lost their collective bargaining rights; including EPA, NOAA, the patent office, VA and countless others that are now alleged to be “covered by” national security interests. Any complaints brought to the Merit Systems Protections Board (MSPB) will be in limbo for at least several years, as they have no quorum to hear cases. Reports: Local elections need to be held by the end of 2025, and we will be requesting assistance with the process from AFGE District 11. The process involves sending out notices for nominations and timeframes, sending out ballots, holding a meeting and counting the results. The officers hold their positions for a 3-year term, and in this cycle the Secretary position will open up. If one of our current officers wants to transition to Secretary, a new person could fill one of those officer positions. If anyone is interested, any of us would be happy to discuss our responsibilities and explain how it all works. Open Floor / Miscellaneous: We offered a Q&A session on issues that members brought up during open discussion. Q: Leave requests – can management limit how many people in an office or unit can take leave at the same time? A: In simple terms, yes. They are supposed to accommodate the greatest number of leave requests possible, while still considering business needs. In practice, this has normally meant allowing around 50% of unit members to be off on scheduled leave (normally annual); so for a small office with only 2 CSs, it may come down to taking turns being off. If one of those CSs then unexpectedly calls off sick, they should certainly not deny or intimidate to prevent other leave types as allowed by the contract. Q: MSS JEP – Does a CS in a management position lose Union representation during this JEP? A: Yes, even short periods in a non-bargaining position means that employee cannot concurrently be a Union member, with the associated contractual rights and protections. The promotion has some advantages and some disadvantages. Although the contract would not apply, Equal Employment Opportunity (EEO) and other federal/state protections would still apply for someone in a JEP. Q: CSs covering 1-800#? A: We have only heard rumors – there has not been official notice to the Union. If the overall phone time is also increased (from what we already spend answering the local GI line), it would obviously exacerbate our struggles with FO workloads. Minutes Review: Jackie made a motion that we accept the minutes as written and read; Denise seconded. Motion passed. You can stay informed about topics like these and much more by going to www.afge.org to sign up for Action Alerts to be sent via text or email so that you are informed of current legislative and political events – please do so on your personal computer or phone, not on duty time or on Agency equipment. Denise moved to adjourn; Laura seconded. Motion passed. The meeting ended at 6:42pm. Minutes written and submitted by Laura Novakoski. |
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