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AFGE/SSA National Day of Action –June 10

June 8th, 2026 | Posted by admin in Did you know? | Events - (0 Comments)

OUR MESSAGE TO CONGRESS IS CLEAR: SSA cannot meet public demand without adequate staffing. Field Office, Tele-Service Center, and Support unit workers are overwhelmed and stretched to the breaking point. The American public is waiting longer and harder for benefits they've earned — and that is a direct result of decades of cuts to our workforce and acute cuts last year. No algorithm or automated system can replace the judgment, expertise, and dedication of a federal Social Security worker. Congress has the power and the responsibility to fund and dedicate the staff this agency needs. We are here to make sure they hear it.


INTERNALLY, WE KEEP VOCAL TOO: Alongside our congressional push, we will continue the conversations that matter most to our members — including the workforce retention tools that keep experienced, dedicated workers on the job. Reasonable workloads, competitive pay and benefits aren't just a worker issue; they are what allows this agency to attract and retain the talent needed to serve millions of Americans. Telework is not a perk — it's a proven retention strategy, and we will keep bringing that message to Agency leadership in every meeting we have. So on your National Day of Action let's engage with our members on the issues they care about most.

June 10 is a day to stand together

Agency Notice on Policy Updates Regarding Religious Accommodations. Dated 04/16/2026

June 8th, 2026 | Posted by admin in Agency Notice | Did you know? | Religious Accommodations - (0 Comments)
AFGE Informational Notice - NUC C-2026-002681 AFGE - PPM S630_17 Religious Comp 04-16-2026Download

OPM Memorandum on Reasonable Accommodations for Religious Purposes

CPM 2025-11--OPM 07-16-2025 - RA for religious reasonDownload

National 800 Network Number (N8NN) Support — Memorandum of Understanding (MOU)

June 8th, 2026 | Posted by admin in 800 # | Did you know? | KNOW YOUR CONTRACT | Memorandum Of Understanding (MOU) | National Updates - (0 Comments)
N8NN Support MOU - Signed (2)04-30-2026Download

Agency Notice to AFGE on Notices (May 28 2026)

June 8th, 2026 | Posted by admin in Agency Notice | Did you know? - (0 Comments)
AFGE Informational Notice - NUC c-C-2026-003323 Interactive Communication Processing (ICP) 05-28-2026Download

Your Slogan could be on the next AFGE C-220 t-shirt!

June 8th, 2026 | Posted by admin in Did you know? | Events - (0 Comments)

Brothers and Sisters in Field Office & TSC,

Do you have a slogan that's catchy, creative, and something your fellow members would proudly wear?

The AFGE Council 220 Mobilization Committee is excited to announce the launch of the AFGE Council 220 Member Slogan Contest!

C-220 represents employees in the SSA Field Offices and TeleService Centers.

We're looking for original slogans that capture the pride, solidarity, strength, and spirit of SSA employees represented by AFGE Council 220. Whether your idea is inspiring, humorous, bold, or simply memorable, we want to hear it.

🏆 PRIZES

The Top 3 Winning Entries will each receive a FREE AFGE Council 220 t-shirt.

Winning entries may also be featured on future Council 220 merchandise, including t-shirts, sweatshirts, hats, stickers, buttons, banners, and more.

📅 CONTEST DATES

Contest Opens: June 9, 2026

Submission Deadline: June 22, 2026 (COB)

💡 WHAT MAKES A GREAT ENTRY?

We're looking for slogans that are:

• Catchy and memorable

• Creative and original

• Fun and relatable

• Representative of union solidarity and worker pride

• Appropriate for members across all 10 Council 220 regions

Most importantly, we're looking for something that makes a member say:

"I'd wear that."

📝 HOW TO ENTER

Submit up to five (5) original slogan ideas and include:

• Your name

• Local number

• Region

• Email address

Send your entries to:

c220slogancontest@gmail.com

Please note that this is a slogan contest only. Artwork, logos, and designs will not be considered. However if you have artwork that would work well with your slogan, you can send it (just know that it will not be part included with the judging for this contest. Only the slogan will be judged for the contest).

All eligible submissions will be reviewed by the AFGE Council 220 Mobilization Committee, and the Top 3 Winning Entries will be selected based on creativity, originality, memorability, Council-wide applicability, and suitability for merchandise.

We can't wait to see what our members come up with!

In Solidarity,

AFGE Council 220 Mobilization CommitteeChantel Kincaid | Jeremy Maske

Committee Chairs

Local 1395 had seven (7) elected delegates attend the AFGE 7th District Caucus May 16, 2026.

June 8th, 2026 | Posted by admin in Did you know? | Local 1395 | National Updates - (0 Comments)

AFGE Locals Elect Slate of District NVPs, Human Rights Officers

June 08, 2026

Categories: The Insider

AFGE is divided into 12 geographic districts, each of which is managed by a national vice president who is elected every three years.

AFGE local leaders gathered at district caucuses across the country in May to elect the federation’s 12 national vice presidents, along with representatives to serve on AFGE’s National Human Rights Committee.

Every current NVP was reelected except for in District 9, where former Local 906 President Shane Reedy was elected NVP.

Meet District 9 NVP Shane Reedy

Shane Reedy, who has been an AFGE member since 2012 and comes from the Department of Veterans Affairs, said he ran for NVP because he wanted to help ensure that future generations inherit a stronger union than the one his generation received.

“I’ve long believed that meaningful change cannot be created from the sidelines. I believe deeply in the labor movement and in the power that comes from working people standing together. Throughout my career, I’ve seen firsthand what strong unions can accomplish when members are engaged, leaders are empowered, and locals are supported,” Reedy said.

“There is power in solidarity, power in our mission, and power in the diversity of our membership. When we focus on what unites us instead of what divides us, we become a force that cannot be ignored,” he said.

Reedy, who spent years as a legislative political coordinator at his local before seeking higher office, said his primary focus as NVP will be building and supporting strong locals.

“Strong locals are the foundation of AFGE’s success, and they always have been. When local leaders have the tools, training, and support they need, they can negotiate better contracts, advocate effectively for their members, protect workplace rights, and grow their membership,” he said.

Part of building and maintaining strong locals hinges on developing the next generation of labor leaders – leaders who will build strong relationships, win meaningful improvements for employees, and continue strengthening the labor movement for years to come.

“My goal is not simply to grow membership numbers, but to grow engagement, leadership, and collective power,” Reedy said.

When asked what he thinks is the most pressing issue facing AFGE or the labor movement, Reedy said being able to tell our story and explain the role unions play in protecting workers, strengthening communities, and supporting the middle class.

“The reality is that labor unions remain one of the most effective ways for working people to have a voice in decisions that affect their lives. As economic challenges continue to impact families across the country, the labor movement provides an opportunity for workers to come together and advocate for fair treatment, economic security, and workplace accountability,” he said.

“For federal unions specifically, there is often a misunderstanding about our role. AFGE and other federal unions help ensure that agencies follow the laws, regulations, and procedures established by Congress. We advocate for employees, protect workplace rights, and help maintain accountability within government institutions.

“Federal employees carry out critical missions that serve the American people every day. Federal unions help ensure those missions are accomplished while also protecting the workforce that makes them possible. I believe we must do a better job communicating that value, not only to the public, but to future generations of workers who will carry the labor movement forward.”

Here are the complete caucus results (newly elected officers in bold):

District 2

  • National Vice President: David Gonzalez
  • National Fair Practices Affirmative Action Coordinator: Nicole Morio
  • National Women’s Advisory Coordinator: Deborah Toussant

District 3

  • National Vice President: Phil Glover
  • National Fair Practices Affirmative Action Coordinator: Karen Ford-Styer
  • National Women’s Advisory Coordinator: Eleanor Davis

District 4

  • National Vice President: Christine Surrette
  • National Fair Practices Affirmative Action Coordinator: Cadeidra Green
  • National Women’s Advisory Coordinator: Terri Heymann

District 5

  • National Vice President: Tatishka Thomas
  • National Fair Practices Affirmative Action Coordinator: Nzinga Deveaux
  • National Women’s Advisory Coordinator: Debra Cook-Rice

District 6

  • National Vice President: Arnold Scott
  • National Fair Practices Affirmative Action Coordinator: Marquita Kemp
  • National Women’s Advisory Coordinator: Tinita Cole

District 7

  • National Vice President: Jason Anderson
  • National Fair Practices Affirmative Action Coordinator: Yvonne Renee Evans
  • National Women’s Advisory Coordinator: Amber Westbrook

District 8

  • National Vice President: Ruark Hotopp
  • National Fair Practices Affirmative Action Coordinator: Miranda Kiwelu
  • National Women’s Advisory Coordinator: Ariel Ness

District 9

  • National Vice President: Shane Reedy
  • National Fair Practices Affirmative Action Coordinator: Jonay McCall
  • National Women’s Advisory Coordinator: Tiffany McPherson

District 10

  • National Vice President: Cheryl Eliano
  • National Fair Practices Affirmative Action Coordinator: Daphne Jackson
  • National Women’s Advisory Coordinator: Kelly Alexander

District 11

  • National Vice President: Tim Snyder
  • National Fair Practices Affirmative Action Coordinator: Alton McDonald
  • National Women’s Advisory Coordinator: Katherine Foley

District 12

  • National Vice President: Mario Campos
  • National Fair Practices Affirmative Action Coordinator: Rafael Rivera
  • National Women’s Advisory Coordinator: Angel Toral

District 14

  • National Vice President: Ottis Johnson, Jr.
  • National Fair Practices Affirmative Action Coordinator: Frank Silberstein
  • National Women’s Advisory Coordinator: Tyra McClelland

More online

Click here for a full list of AFGE’s National Vice Presidents

Click here for a full list of National Fair Practices Affirmative Action Coordinators and National Women’s Advisory Coordinators

URGENT- Submit Comments to OPM

March 12th, 2026 | Posted by admin in Did you know? | MAKE THE CALL | TAKE ACTION - (0 Comments)

Dear Members,
We are reaching out to ask for your support in protecting the integrity of the federal civil service and our ability to effectively serve the public.

The Office of Personnel Management (OPM) has recently introduced three proposed rules that could significantly weaken longstanding civil service protections. These changes may undermine the stability and independence that federal employees rely on to perform their duties with professionalism and integrity.

  1. The Suitability Appeals Rule
    This proposal would broaden management's authority to remove or discipline federal employees using loosely defined "suitability" criteria. Because these standards can be interpreted broadly, there is concern that they could be applied inconsistently or without sufficient safeguards.
  2. The RIF Appeal Rule
    The proposed rule would limit employees' ability to challenge layoffs and reductions-in-force. By narrowing the appeal process, the rule could make it easier for agencies to remove experienced public servants without adequate oversight.
  3. The Performance Appraisal Rule for General Schedule, Prevailing Rate, and Certain Other Employees
    While this proposal includes several updates to existing regulations, two of the most concerning changes are the removal of employees' ability to grieve performance ratings and the elimination of mandatory second-level reviews for Level 1 ratings. An overview of these proposed changes was recently covered in a FEDweek article.

See Attached for additional information.

Guidance from AFGE NVP Jason Anderson 03-11-2026-2Download
OPM proposed rule on reduction in force Appeals deadline March 12 2026Download

AFGE Grievance on “Badge In” and “Badge Out”

March 11th, 2026 | Posted by admin in Did you know? | KNOW YOUR CONTRACT | Uncategorized - (0 Comments)

On November 25, 2025, the Agency provided the Union with an “informational notice” stating that the Agency would begin requiring employees to “badge in” and “badge out” (or “BIBO”) of agency space using their HSPD-12 cards (also known as PIV cards), effective December 1, 2025.

On November 25, 2025, the Union submitted a bargaining demand and request for a briefing.

On December 9, 2025, the Agency provided a briefing on BIBO. The Agency clarified that it was implementing BIBO pursuant to Section 2302 (Utilizing Space Efficiently and Improving Technologies Act) of the Thomas R. Carper Water Resources Development Act of 2024, which requires federal agencies to implement technological methods to measure agency space usage.

On January 21, 2026, the Agency denied the Union’s bargaining demand and information request. In denying the bargaining demand, the Agency asserted that BIBO data is not intended to be used for discipline, but that should management decide to discipline an employee due to non-compliance with BIBO, they would follow Article 23 of the National Agreement.

REQUESTED RELIEF
1.
The Agency will engage in consultation and negotiations with the Union on mutually agreed-upon dates, ideally within 30 days. In advance of the consultation/bargaining, the Agency will provide the Union with a comprehensive notice explaining its planned BIBO policy, addressing issues raised by the Union, especially any abatement of known safety hazards.
2.
The Agency will provide the Union with the information requested on December 17, 2025, as amended above.
3.
The Agency will issue an electronic notice to all AFGE bargaining unit employees via email, with wording approved by the Union or ordered by an arbitrator.
4.
The Agency will make the Union and any adversely affected employees whole.
5.
Any other relief as mutually agreed upon, or as ordered by an arbitrator.

Review the full grievance below.

BIBO GC UMG 02-00-2026 badge in badge outDownload

Telework Decision & Award -03/11/2026

March 11th, 2026 | Posted by admin in Did you know? | TeleWork - (0 Comments)

Message from Richard Couture, Chairperson of General Committee:

This morning, the arbitrator issued her decision sustaining the Union's national telework grievance, stating that "temporarily" does not and cannot mean "indefinite", that any temporary suspensions or reductions must be time-limited and specific to conditions, and ordering a return to our past telework levels.

This is a positive step forward for SSA workers, who have had to pay thousands in commuting and child care costs at a time when most AFGE bargaining unit employees aren't making a living wage.

While SSA may appeal this decision to the Federal Labor Relations Authority (FLRA), the Union encourages the Agency to implement the award and reinstate our successful telework program.

AFGE bargaining unit employees have proven for three decades, and especially since our March 2022 re-entry after COVID, that telework is to the benefit of the public by boosting productivity, recruitment and retention, and morale.

Telework was, and remains, essential to preventing attrition at a time when SSA needs every employee it can hold onto; a point on which even the Government Accountability Office (GAO) agrees as stated in a recent report. Put another way, telework is in the public interest, the Agency's interest, and the employees' interests. 

MESSAGE from Jessica LaPointe, C-220 President:

We are pleased to inform you that an arbitrator has issued a decision sustaining our telework grievance in full.  The arbitrator has ordered the Agency to:

  • Restore telework to pre-March 16, 2025 levels (status quo ante)
  • Cease and desist from further violations of Article 41 of the National Agreement
  • Post notice of the violation at all workplaces for thirty days and electronically disseminate it by email to all bargaining unit employees

This outcome belongs to every member who endured the past year, every long commute, every rearranged childcare plan, every added expense, while continuing to serve the public with professionalism and dedication.

Beyond the legal obligation, the case for restoring telework has never been stronger, and we are calling on Agency leadership to do the right thing for this workforce, the public we serve, and SSA's own future. The Government Accountability Office confirmed this January that telework did not cause SSA's service challenges and that the loss of telework threatens the Agency's ability to recruit and retain the skilled workers it needs. The data is clear:

  • Telework aligns with how the public wants to be served, approximately 96% of field office work is portable, and teleservice center, workload support unit, and field office support unit work is 100% portable
  • Telework saves workers and the Agency real money, real money that is not discretionary for workers who do not yet earn a living wage 
  • In-person service and field office operations do not suffer under a voluntary hybrid work model, they are strengthened by it. Productivity is enhanced when employees can focus on portable work free from in-office distractions, in-person coverage remains fully intact on rotationally required in-person days, and continuity of service to the public is maintained and protected when an office must temporarily close for inclement weather or other health or safety reasons
  • Telework works, for productivity, for recruitment and retention, for cost savings, for continuity of service, and for meeting the public where they want to be served 

FMCS 25031704421 AFGE SSADownload

AFGE Settlement Agreement (Monetary Awards)

March 9th, 2026 | Posted by admin in AWARDS | Benefits | Memorandum Of Understanding (MOU) - (0 Comments)

Message from AFGE General Committee Spokesperson:

Please see attached, which is a settlement agreement between the parties to make changes to the awards system in Article 17 and to engage in settlement discussions over PACS and our GC union-management grievances in the near future. This agreement was made in connection with the latter issue, but no grievances were withdrawn as part of this agreement. The settlement agreement changes the names of the awards from “recognition of contribution” (ROC) to “performance award” and the “exemplary contribution or service award” (ECSA) to “on-the-spot award”.

The agreement expands eligibility for the performance award (formerly ROC) from an element average of 4.0 to 3.5, which will grant thousands more employees an award each year starting this year.

The agreement lifts the $800 cap on non-ratings based awards, meaning potentially higher on-the-spot (formerly) ECSA awards.

The agreement incorporates the Time Off Award MOU as a sidebar to Article 17, putting the MOU into the contract.

The agreement also changes the language in Article 17, Section 3.B, which previously initially allocated 75% of funds to ROCs and 25% to ECSAs, and then unspent ROC money would be transferred over to ECSAs. Each fiscal year, once the ROC awards were paid, millions were transferred to the ECSA pot months later. The intent of the language is to acknowledge the status quo and to speed up the processing of both types of awards by ensuring that the ROCs (now performance awards) get the funds they require and then allocating the awards to the on-the-spot awards.

The Agency has stated its intent to issues awards sooner than in past years, to grant awards to more employees, and to have the awards be meaningful. These are laudable goals and we will work to ensure those goals are realized.

In solidarity,

Rich Couture

Article 17 Settlement Agreement 02.23.26Download