To Do For All That Which No One Can Do For Oneself

winter storms

Employees with Mobility Impairments



Article 31, Section 3. G. Employees with Mobility Impairments


During emergency conditions, employees with disabilities, whether temporary or permanent impairments, may be unable to report to work.  Management may grant excused absences even when their respective office is open.


Other Weather Delays or Absences..



The Agency has began releasing, on a staggered basis, $654.00 to employees included in this grievance settlement effective May 2016.


Click below to Read the Final IVOLSettlement Agreement between AFGE and Social Security Administration.


Know Your Contract

Know Your Contract

Well it is almost time for your FY 2015 final rating and just in case you did not know you have the option of “tooting-your-own-horn”.   Sometimes your manager might not remember all the things you have done over the last twelve (12) months, so why not remind them…

Our AFGE/SSA National Agreement states:

Article 21, Section 6. G –Optional Employee Self-Assessment

“Employees will be provided the option of completing an end-of-cycle self-assessment, highlighting their accomplishments relating to the performance plan.  Employees, who wish to submit a self-assessment,must do so no later than 10 days after the end of their appraisal period.  A reasonable amount of time will be provided for this activity.  Self-assessments should be maintained in the SSA-7B Extension File or electronic equivalent.  Management will inform employees of the above self-assessment option fifteen (15) days prior to the end of the appraisal period.”

Deadline: Saturday October 10, 2015, if your appraisal year ends 9/30/2015

NOTE: All appraisals will not end on 09/30/2015.


Amendment Targets Official Time

Employees who are union representatives use official time to help address labor-management issues, and to aid employees in cases of alleged discrimination or retaliation, and disciplinary actions. Critics charge that official time is too expensive, while labor groups maintain that it saves time and money by avoiding litigation and time-consuming procedural avenues for settling disputes.

“Federal unions are legally required to provide full representation to all members of a bargaining unit, whether or not the worker elects to pay voluntary union dues,” Junemann wrote. “In exchange for being forced to provide representation to dues payers and non-dues payers alike, the Civil Service Reform Act of 1978 permits federal unions to bargain official time arrangements to the mutual benefit of labor and management.”


AFGE Local 1395 would like to remind our members of our MOU with the agency concerning  Religious Compensation:

Employees must repay advanced Religious Compensatory Time (RCT) before the end of the prescribed time frame, normally within eight (8) pay periods after the time is used.
When employees do not have eight (8) pay periods in advance of the approved time off, supervisors will grant employees 10 pay periods following the time off to repay the time. Supervisors will change any leave not repaid by the expiration date first to annual leave.
Click below to read the entire MOU: