Imagine you had a crystal ball that gives you the ability to see how the future for the CBP workforce plays out over the next five years. If you are looking into management’s crystal ball you will see a very different future than what you will see in the NTEU crystal ball.

When management gave NTEU its bargaining proposals in mid-March, it effectively did give you a crystal ball to see the future as the agency wants it to be. So, take a look at what rules management wants for making major workplace decisions every day.

Returning from Pre-clearance

Management’s Proposed Future: Those returning would not have “preference” for any location in the United States; not a single one. All management wants to do is make a “reasonable effort” to put you somewhere near any of your top 10 choices.

Swap Overtime Assignments

Management’s Proposed Future: It is up to the manager’s “judgment” as to whether it will impair the work flow or adversely impact effectiveness.

Overtime Back Pay

Management’s Proposed Future: There will be none. Should management officials violate any right you might have in the future they envision all they need do is give you “first consideration” for the next overtime assignment.

Bid and Rotation

Management’s Proposed Future: They will only do it for GS-11 and above employees, and only from time to time, and only give an assignment to the single person they consider the “best qualified” for any reason at all, including the employee’s “characteristics” and the manager’s judgment about how much she or he “needs” the rotation assignment.

Work Hours

Management’s Proposed Future: Your manager can demand that you work different hours every day of the week and pick any two non-consecutive RDOs he or she wants to give you each week.

Sick Leave and Overtime

Management’s Proposed Future: You cannot volunteer for overtime if you are on sick leave, but management can require you to come in to work overtime when you are out sick.

Incentive and Performance Awards

Management’s Proposed Future: Management has total discretion to give incentive and performance awards to whomever they want, in any amount they want, for any reason they want, and at any time they want.

By now most of you have probably decided that the future at CBP is dim if management’s demands are implemented. Most of you also are probably insulted that management would even think that this is a fair way to treat you for all your effort and risk. We agree. If management has its way, CBP will have to install revolving doors because people will be leaving soon after they are trained. The skills you possess will be much more valuable and better respected almost anywhere else.

NTEU has a different vision of the future. If you want to see the details of NTEU’s crystal ball, click here for specific contract proposal for each of these topics. What you will find is that NTEU is demanding that only objective and valid qualifications be used to fill assignments, that employees be given long-term predictable schedules, that all decisions be based on purely objective and well-known criteria, that seniority play an appropriate role in these matters, and that employees be given as much control over their work life as is possible while accomplishing the mission.

As contract talks continue, NTEU will keep you updated on the latest developments. To find out more, consult a steward or visit your union office.