{"id":20363,"date":"2022-08-11T15:38:06","date_gmt":"2022-08-11T15:38:06","guid":{"rendered":"https:\/\/one.sightlinemg.com\/federaltimes\/uncategorized\/2022\/08\/11\/union-takes-department-of-housing-and-urban-development-to-arbitration-over-remote-work\/"},"modified":"2026-08-08T04:53:17","modified_gmt":"2026-08-08T04:53:17","slug":"union-takes-department-of-housing-and-urban-development-to-arbitration-over-remote-work","status":"publish","type":"post","link":"https:\/\/one.sightlinemg.com\/federaltimes\/management\/2022\/08\/11\/union-takes-department-of-housing-and-urban-development-to-arbitration-over-remote-work\/","title":{"rendered":"Union takes Department of Housing and Urban Development to arbitration over remote work"},"content":{"rendered":"\n

Another labor union is bringing a U.S. federal agency through the legal process over allegations that officials restricted remote work options for employees.<\/p>\n\n\n\n

A council of the American Federation of Government Employees said it will seek arbitration over the Department of Housing and Urban Development\u2019s denial of a national remote work grievance.<\/p>\n\n\n\n

According to the union\u2019s grievance<\/a> filed on June 8, management excluded broad groups of employees from remote work without \u201cappropriate consideration of the employees\u2019 duties, assignments, and functions\u201d after it settled an agreement in April. The department, which employs roughly 9,600 staff members, denied the complaint, saying employees are allowed \u201cunprecedented workplace flexibilities\u201d and the maximum approved telework days per the Office of Personnel Management.<\/p>\n\n\n\n

\u201cWhen the pandemic started, our entire workforce was working at home,\u201d said Salvatore Viola, the union Council 22 president. \u201cThey were working remotely and successfully carried on the mission of the agency.\u201d<\/p>\n\n\n\n

The bargaining unit covers about 5,000 employees. <\/p>\n\n\n\n

According to union officials, while the department was rolling out a system to field applications for remote work and telework, it preemptively sent notices that certain employees were only approved for routine telework, meaning reporting to an agency office at least twice in a pay period.<\/p>\n\n\n\n

An email<\/a> sent by the Office of the Chief Human Capital Officer announcing applications for remote work and telework said \u201cnothing precludes employees from submitting a request for a different Flexiplace option (i.e., telework, remote work) than the one identified in the notification letter.\u201d<\/p>\n\n\n\n

Employees were then able to apply for a Flexiplace arrangement, according to the email. If employees were determined ineligible for the option they requested, they would be provided with a reason for the denial, said union officials.<\/p>\n\n\n\n

\u201cIt seems to be a managerial preference,\u201d said Ricardo Miranda, the council\u2019s chief steward.<\/p>\n\n\n\n

\u201cAs agreed to in HUD\u2019s supplement with AFGE<\/a>, eligibility for Flexiplace arrangements \u2013 including remote work, mobile work, and telework \u2013 is being determined \u2018based on objective, equitable guidelines, function-based criteria, and shall not be arbitrary and capricious,\u2019\u201d said a HUD spokesperson in an email.<\/p>\n\n\n\n

The union collected sample applications as evidence of denied requests that lacked reasoning behind the decisions, despite each application having a designated blank section to provide elaboration.<\/p>\n\n\n\n

Some of the applications<\/a> merely cite previous determinations from the department that a position was excluded from fully remote work. Others simply included a variation of the \u201cYour position is not eligible for remote telework\u201d message.<\/p>\n\n\n\n

\u201cThe boilerplate exclusion of eligibility for remote work and eligibility for only routine telework without providing any reason why employees cannot work remotely failed to consider individual employee requests and the specific position, duties, and assignments of employees,\u201d the grievance said.<\/p>\n\n\n\n

Viola said exclusion from remote work fails to consider how reentry imposes commuting costs amid soaring gas prices and hardships on employees who are caregivers.<\/p>\n\n\n\n

In a written response to the grievance,<\/a> the agency denied the allegation, saying most employees were approved for a Flexiplace arrangement of either remote work or expanded telework based on objective, equitable guidelines, function-based criteria, and not arbitrary and capricious reasons.<\/p>\n\n\n\n

Ricardo and Viola say that while they recognize a 100% remote environment for every HUD employee is unreasonable, more employees should be eligible for remote work than the agency determined. They said HUD employees are well-equipped to do so because of successful remote work during the last 26 months.<\/p>\n\n\n\n

How was hiring impacted by the pandemic?<\/h2>\n\n\n\n

During the pandemic, HUD hired more employees than the number who retired, a first in many years.<\/p>\n\n\n\n

Initially, HUD deployed mandatory telework for its employees nationwide as part of an evacuation order<\/a> on March 20, 2020.<\/p>\n\n\n\n

Since then, a report issued by the HUD Office of Inspector General found that \u201cmost processes were only slightly impacted or not impacted at all by mandatory telework.\u201d<\/p>\n\n\n\n

Unsurprisingly, the report found that processes dependent on physical paper records and facility access were most disrupted, though as of fiscal year 2018, 91% of HUD employees were eligible for telework participation and 82% were already teleworking.<\/p>\n\n\n\n

Made possible by the Telework Enhancement Act of 2010, flexible work preceded the pandemic, said Miranda.<\/p>\n\n\n\n

\u201cWith this existing telework experience and capacity in place, HUD employees are maintaining a high level of service continuity during the COVID-19 pandemic,\u201d the audit found. \u201cAlthough employees encountered some difficulties and processes were impacted as indicated above, HUD was generally able to quickly adapt and continue performing its essential functions.\u201d<\/p>\n\n\n\n

Nevertheless, the report\u2019s findings still allow for office reentry. It encouraged prioritizing plans for reopening offices to account for work processes that are canceled or suspended during telework.<\/p>\n\n\n\n

OPM has also advised agencies to leverage telework where possible.<\/p>\n\n\n\n

\u201cEmployees were able to continue to meet the challenges of their jobs head-on from locations other than their regular duty station, apart from their managers, supervisors, and colleagues,\u201d said OPM Director Kiran Ahuja in a 2021 memo.<\/a> \u201cAgencies demonstrated that they have been able to continue to carry out their missions effectively.\u201d<\/p>\n\n\n\n

Though work flexibility appears to be greenlit at the top of government, agency implementation has not been as smooth.<\/p>\n\n\n\n

\u201cHUD management refuses to comply with the President\u2019s agenda of working in partnership with the labor movement to bring the federal government into the 21st century,\u201d the union said in a release. \u201cHUD\u2019s top leadership prefers to manage based on employee attendance in the office rather than focusing on productivity and reducing office space.\u201d<\/p>\n\n\n\n

\u201cPresident Biden has claimed we\u2019re in partnership, and that we do things as partners,\u201d Viola said. \u201cBut in the meantime, it\u2019s not happening.\u201d<\/p>\n","protected":false},"excerpt":{"rendered":"

Union leaders said exclusion from remote work fails to consider how reentry imposes commuting costs amid soaring gas prices and hardships on employees who are 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