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July 20 Bargaining Progress Update

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  Union proposal
CFPB Flex: We Work Where We Want		 Management proposal
CPFB Next		 June 21 bargaining progress update
 Jul 20 update
Location 100% Flexible Locations, Anywhere in the U.S. Work where Management allows or orders you to work ‼️ Still in dispute!
CFPB Management's counterproposal still has NO objective criteria for which positions will be able to work from home

‼️ Still in dispute!

  • Management does not want to allow people to work remotely from Hawaii, Alaska, or Puerto Rico.
  • The limitations management has proposed on where examiners can live is very restrictive and their proposed list of approved airports is not based on any objective criteria (including their own).
  • Employees who do not have a position that is designated as remote-eligible and who do not live within the locality pay area of their assigned office are ineligible for 100% Telework.
  • Management wants them to report to the office twice per pay period.
  • ✅ Progress! Management adopts NTEU's proposed objective criteria for designating positions as remote, telework primary, or office primary.
  • ✅ Progress! Management adopts NTEU's proposed objective criteria for evaluating telework requests and determining how many days a person is eligible to telework.
  • ✅ Progress! Management proposed a streamlined process for examiners to transfer to another region.
Work schedules TRULY Flexible Hours, New option for 4-day Work Week Eliminates 5/4/9 Flex schedule option! ✅ Progress! Management adopts NTEU's proposed objective criteria for approving work schedules; restores 5/4/9 Flex schedule.
‼️ Still in dispute! Management refuses Union proposal to provide data on race/gender/age of employees whose work schedules are denied approval, claiming illogical "privacy" concerns.		 ✅ Progress! Management agrees to regularly provide data to NTEU on race/gender/age of employees whose work schedules are denied approval
Who decides? 100% Employee Freedom: You decide where to work, and when 100% Management Discretion: Full supervisor control over where & when you work ‼️ Still in dispute!
Management counterproposal still maintains 100% management discretion to control your location
 ✅ Progress! Management agrees that decisions about who can be remote, who can telework and how frequently, and whether someone who is not eligible for remote work can get temporary approval for remote work will be based on objective criteria spelled out in the agreement. The limited number of duties which management may require to be done in person are clearly defined in the agreement.¹
Privacy & surveillance Protects our privacy. No new surveillance! Trusts & respects employees to KEEP doing our jobs BIG BROTHER in your house: gives Management right to “audit” your “compliance” & Micromanage you through Teams ✅ Progress!
Management removed new overreaching "audit" authority from its proposal		 ✅ Progress!
Management removed new overreaching "audit" authority from its proposal and language implying managers could use Teams to determine whether you were working.

 

¹ Download the latest proposals here; the language for required in-person duties currently lists the following position duties (Remote Work Telework and Hybrid Program, Section 5E):

  1. Compliance with Privacy Act, security, or health/safety requirements that cannot be adequately addressed at an alternate worksite (e.g., access to material that is only available at a Bureau Facility, may not be removed from the Bureau Facility, and/or is not accessible by computer from the alternate worksite);
  2. Responsibility for security or building operations of CFPB Facilities;
  3. Facilities or equipment to perform the job that cannot be made available at the alternate worksite (e.g., hands-on contact with machinery, high-volume printing or photocopying);
  4. Face-to-face contact (with other employees, internal Bureau customers, external stakeholders, etc.).

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