NTEU Chapter 172 at a Glance
Statement of Principles
The National Treasury Employees Union Chapter 172 knows that strength lies not only in the members we stand by, but most importantly through our working together collectively. We know that to make advancements we need to collectively use pressure, pressure, more pressure, and still more pressure. Our numbers, combined with strong words and collective actions will overcome challenges and improve the working conditions for all.
Chapter NTEU 172
Work together to enforce Collective Bargaining rights
Work together to protect Bargaining Unit Employee due process
Work together to negotiate local agreements
Work together to achieve and obtain anything that we desire to accomplish.
Throughout history, the only answer to a powerful employer has been a powerful labor union. Power can go in two directions and our members and those we represent are our Responsibility.
NTEU 172 is not fighting for a "larger slice" of the pie... we are fighting for a Larger pie.
Saturday 09/10/2022 we hope to see everyone at T-5 O'Hare New Breakroom to vote on proposed changes to Bylaws... See below.
Check out the Questions and Answers Page By clicking the Link Below.
NTEU Chapter 172
Rights, Regulations and Policies
Policies, Laws & Regulations
NTEU Chapter 172 works with our members to strengthen and improve working conditions. The Collective Bargaining Agreement, policies and regulations are constantly arm wrestled over to ensure that things are done right. Pay, retirement planning, Workplace Rights and Protections a top concern. The Collective Bargaining Agreement (CBA) is a continuous process and does not end with the attached document. The CBA provides a mechanism for an understanding in the working relationship. The agency and the union are both required to abide by the agreement and we need to understand and be prepared to take action. Success is not guaranteed but with inaction we will guaranty failure.
Union Member Rights
Union Member Rights and Officer Responsibilities under the Civil Service Reform Act
The standards of conduct provisions of the Civil Service Reform Act of 1978 (CSRA), among other statutes, guarantee certain rights to Federal employees who exercise their statutory right to become a member of a union representing Federal employees. The provisions also impose certain responsibilities on officers of these unions to ensure union democracy, financial integrity, and transparency. The Office of Labor-Management Standards (OLMS) is the Federal agency with primary authority to enforce many standards of conduct provisions. If you need additional information, please contact OLMS at 1-866-4-USA-DOL. If you suspect a violation of these rights or responsibilities, you should refer to your union’s constitution and bylaws for information on union procedures, timeliness, and remedies. Complaints may be filed with OLMS after exhaustion of reasonable internal union remedies. See 29 C.F.R. §§ 452.135, 458.54.
Union Member Rights
Bill of Rights - Union members have (1) equal rights to participate in union activities; (2) freedom of speech and assembly; (3) voice in setting rates of dues, fees, and assessments; (4) protection of the right to sue, and (5) safeguards against improper discipline.
Collective Bargaining Agreements - Union members (and certain nonunion employees) have the right to receive or inspect copies of collective bargaining agreements.
Constitutions, Bylaws, and Reports - Unions are required to file an initial information report (Form LM-1), copies of constitutions and bylaws, and an annual financial report (Form LM-2/3/4) with OLMS. Unions must make these documents available to members and permit members to examine the records necessary to verify the financial reports for just cause. The documents are public information and copies of reports are available from OLMS and at www.union-reports.dol.gov.
Officer Elections - Union members have the right to (1) nominate candidates for office; (2) run for office; (3) cast a secret ballot; and (4) protest the conduct of an election within the time limits set by the union’s constitution and/or bylaws.
Officer Removal - Local union members have the right to an adequate procedure for the removal of an elected officer guilty of serious misconduct.
Trusteeships - A union may not be placed in trusteeship by a parent body except for those reasons specified in the standards of conduct regulations.
Protection for Exercising CSRA Rights - A union or any of its officials may not fine, expel, or otherwise discipline a member for exercising any CSRA right.
Prohibition Against Violence - No one may use or threaten to use force or violence to interfere with a union member in the exercise of his or her CSRA rights.
CBP Table of Offenses
This should be seen as a guide
Standards of Conduct
Each employee has a responsibility to the United States Government and its citizens to place loyalty to the Constitution, laws and ethical principles above private gain. To ensure that every citizen can have complete confidence in the integrity of the Federal Government, each employee shall respect and adhere to the principles of ethical conduct set forth in the Standards of Ethical Conduct for Employees of the Executive Branch, as well as the CBP Standards of Conduct.
As a bargaining unit employee, one of your most important protections is your Weingarten Rights:
"Unless you can assure me that the discussion I am being asked to enter into will not lead to disciplinary action being taken against me, I ask that my steward or another union representative be present."
Employee Weingarten Rights.
When any Agency representative is obtaining information from a bargaining unit employee, verbally or in writing that could lead to potential discipline or adverse action, the Agency representative shall advise the employee of his/her right to union representation prior to the commencement of questioning. This notice shall be on a form (see Appendix A-2) that the employee signs at the beginning of the interview and is witnessed by another Agency representative.
A. If the employee exercises his or her option to have union representation present, the employee will have a reasonable period of time to secure Union representation.
B. The arrangements made to accommodate Union representation in subsection A may not cause an unnecessary delay prompting an obstruction of the Agency’s investigation.
C. Where a representative of the Agency denies an employee the opportunity to be represented by the Union during an interview, the employee will, upon request, be provided with the reason for the denial in writing.
D. Interviews that begin before or continue beyond the employee’s regular duty hours shall constitute hours of work and be compensated.
E. The Agency will annually inform employees of their rights under 5 U.S.C. § 7114 (a) (2) (B)
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