Our First One Hundred Days: Our First 100 Days: DOT-Wide Initiatives

1. Teleworkers Bill of Rights:

Despite a liberal OPM and DOT policy governing telework, too many modal agencies and supervisors are violating the spirit of permissive telework:

Losing telework days because of meetings that do not require an in-person presence
Artificial limitation on telework days for reasons that have nothing to do with the agency mission
Arbitrary choices by supervisors - without adequate oversight - on who gets to telework and who does not.

We will sit down with DOT to draft a Teleworkers Bill of Rights to correct the widespread misunderstanding and lack of supervisor training on how to implement one of the more popular Federal worker benefits. This will also promote consistency throughout the Department.

2. Career Ladder Grievance:

Last year, under the leadership of NHTSA Modal VP Antonyio Johnson, our Local won a stunning victory for Federal workers - bargaining unit employees who were being unfairly denied career ladder promotions they had earned had their promotions retroactively applied and were awarded lost back pay with interest.
It's way past time to take the blueprint laid out by Antonyio and the NHTSA stewards and apply it to the rest of the Local. In our first one hundred days, we will initiate a DOT-wide grievance.
In addition, in our first one hundred days, we will give the long overdue credit to Antonyio and his team for winning a case that could have huge repercussions all across the Federal government. We need to let our brothers and sisters in other Locals know what they have accomplished and provide guidance to them so that they can begin their grievances at their agencies.

3. Labor Management Forum for all Modes:

The Labor Management Forum (LMF) is a joint union-management enterprise. It is designed to promote dialogue on ways to improve employee morale and to work jointly on the development of new policies and approaches to employee concerns.
Not all modes have an active LMF charter. Within our first 100 days, we will start the process to fix that.

4. Performance Management Task Force:

Few areas of Federal employment trigger more disputes between supervisors and employees than the performance management process. Vague performance plans, infrequent supervisor feedback, poor supervisory training, unclear rating objectives, out of date position descriptions, promotion objectives that change over time, and a lack of any real meaningful dialogue.
Within our first 100 days, we will demand that the Department join us in developing a task force to analyze these issues and make recommendations for changes in policy, training, and oversight.