DCMA Labor Management Relations Generally
Summary of the Situation
DCMA pretends to cooperate with AFGE (the employees exclusive representative), but in reality, DCMA only goes through the motions of providing notice of proposed changes to AFGE, then DCMA simply implements the change while completely ignoring all of its bargaining obligations and oblivious to the harm that is causing DCMA employees. DCMA acts like the play ground bully, always intent on having everything their own way, caring little for the feelings or the adverse impact their actions have on the workers. DCMA has shown time after time that they have no intention of engaging the union in meaningful negotiations on any topic. DCMA is intent on having everything their own way. DCMA would rather deny their employees a benefit, rather than have to negotiate with the Union over it. DCMA's latest tactic is to claim that all bargaining (and grievances) must be conducted at the DCMA Headquarters level between DCMA and AFGE Council 170. DCMA is attempting to completely nullify AFGE (the Union) at all levels below the DCMA Headquarters level.
To make the situation even worse, DCMA cannot be trusted to keep their word. DCMA wants to follow the Collective Bargaining Agreements that they have with AFGE only when they can take advantage of the Union or the workers. DCMA talks about maintaining the "stability" of the bargaining relationships, but then DCMA takes actions designed to completely nullify the bargaining relationships that have existed for years. When AFGE files a grievance and is successful in negotiating a Grievance Settlement Agreement with DCMA, DCMA does not keep their word. When AFGE files Unfair Labor Practice charge against DCMA with the Federal Labor Relations Authority that results in a ULP Settlement Agreement, again DCMA does not keep their word. Even when AFGE goes to final binding Arbitration on a grievance and wins, DCMA refuses to implement the arbitrator's ordered remedy. DCMA consistently fails to keep their word and DCMA takes undue advantage of DCMA workers.
Labor Management Relations between AFGE and DCMA is about as low as it can be. Labor Management Relations and cooperation between DCMA and AFGE are practically non-existent. This problem starts right at the very top of DCMA and it is reflected and repeated at every level of the agency down to the local level.
The Details
About four years ago, DCMC split off from DLA and became DCMA, a separate agency under DoD. AFGE already had a "consolidated" nation wide bargaining unit established and that portion of the agency that split off from DLA continued to be recognized as a consolidated AFGE nation wide bargaining unit within DCMA. AFGE even created a new AFGE Council of DCMA Locals for the AFGE Locals who continued in existence for DCMA employees. With the split and the creating of the new agency, DCMA agreed to continue honoring and following the existing AFGE Collective Bargaining Agreements until the FLRA certified the new DCMA bargaining unit, but that has pretty much been a sham.
Almost immediately, DCMA began to make changes because they did not want to continue following the old DLA regulations. DCMA created the "Onebook" where they began to formulate new policy and to make changes to existing policy and procedures. DCMA basically "informed" AFGE of these changes, but AFGE was unable to negotiate anything related to these agency changes nor was AFGE able to slow the agency down in generating and implementing these changes. In the last four years, DCMA has bullied every single change into existence without allowing AFGE to negotiate anything. AFGE has not been allowed to negotiate substance of the changes, nor has AFGE been allowed to negotiate over the Impact and Implementation (Procedures and appropriate arrangements) of those changes. These DCMA changes have occurred non-stop on almost a daily basis for the past four years. DCMA bullied through and implemented changes to Merit Promotions, RESUMIX, Job Opportunity Announcements, Incentive Awards, the Buddy System, Emergency Employees, the Intern Program, the electronic OPF, a multitude of Reorganizations, several consolidations, DFAS pay changes and several office relocations, to name only a few. During this four year period, the only change that DCMA did not implement immediately was Telework. DCMA refused to negotiate Telework with AFGE and then DCMA sent out a message designed to give AFGE a black eye by telling DCMA workers that AFGE negotiations were preventing them from participating in Telework.
When AFGE abolished the DCMA West Council (a "Council within a Council" that was unsupported in its existence by the existing Master Agreement), DCMA immediately discontinued recognizing the representational and bargaining rights of the individual AFGE Locals. For two solid years, DCMA West Headquarters refused to even communicate with the individual AFGE Locals, let alone engage them in giving notices and bargaining with them per the terms and conditions of the Master Agreement. It was only after AFGE went to arbitration and won that DCMA West again engaged the Locals in any discussions. DCMA West still has not fully re-engaged the Locals and recently DCMA Headquarters has again taken the position that there is no longer a relationship between the agency and the union below the headquarters level. DCMA has taken this position in an attempt to completely nullify and invalidate all existing agreements and arbitration awards that have been won by AFGE Locals. DCMA is attempting to destabilize and nullify all Labor Management Relations and bargaining relationships with AFGE at all levels.
DCMA and AFGE have Collective Bargaining Agreements in existence that DCMA constantly refuses to follow. DCMA enters into Grievance Settlement Agreements and Unfair Labor Practice Settlement Agreements, but then they refuse to carry out the terms of those agreements. DCMA gives AFGE their word, then DCMA goes back on it. It's not bad enough that DCMA won't keep their word or that DCMA is acting like a bully, DCMA is being led by individuals who are self serving and greedy. When it comes to a conflict between DCMA managers/supervisors and DCMA workers, the workers always come out on the short end. Looking out for the interests of the workers is the last and lowest priority for DCMA. Having everything their own way is priority one for DCMA. If you have doubts of this, then you have not read any of the other articles linked from the Employer of Choice??? web page.
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