Transportation Security Administration workers (TSOs) with AFGE have ratified a new contract this week that includes better rights on the job, better pay, and a more powerful voice at their airports and with the agency itself. After months of collective bargaining between the agency and the union, a seven-year contract was agreed upon on March 5. The new contract is likely to take effect in mid-April.
“It’s the best contract we ever had. There’s some stuff that I wish was in there, but that goes with any contract,” said Bill Reiley, an Alfred resident and Regional Vice President of AFGE Local 2617, which represents TSA officers in Massachusetts, Maine and New Hampshire. “It is very different than what we had before, but better. Instead of having 15 articles we have 38. I’m especially excited about the new grievance policies, which to me are the best part of the contract.”
Some of the highlights of the new TSO contract include:
1. A negotiated grievance and arbitration procedure to make it easier to resolve cases
For the first time in TSA history, TSA officers can now file a grievance with TSA over adverse actions such as removals, involuntary demotions, and suspensions of 15 days or more. A two-step grievance process—up from one under current TSA policy—also gives the grievant another opportunity to get the relief they are seeking.
If the case is not resolved during the grievance process, the union has the right to proceed to arbitration before a neutral third-party arbitrator. Previous rules that prevented arbitrators from mitigating discipline in cases where the penalty was too harsh (but was consistent with TSA’s Table of Offenses and Penalties) have been removed, making it easier for employees to get fair review over unfair discipline.
While some cases must go to standard arbitration and some go expedited, in many cases the union will now have the choice of which procedure it wants to use.
2. New language on progressive discipline
This new language will protect members from unfair discipline. It makes sure that discipline is designed primarily to correct or improve employee behavior rather than punish.
3. New uniform rights
TSOs now have the right to wear polo shirts during the summer, shorts when temperatures are above 70 degrees, and a $966 uniform allowance per employee per year.
4. Better leave conditions
Sick leave restrictions have now been reduced to three months from four months, and absences supported by medical documentation cannot be considered as indicators of sick leave abuse.
5. Ability to bargain over local issues
Another key factor in the new contract is the ability for locals to bargain over localized issues like parking. Different locals obviously have different issues at the local level, and these new rights will allow AFGE TSA locals to negotiate with management on issues affecting their airports.
6. Historic wins for union power
AFGE Council 100 now has unilateral selection of Committee members and contracts now have a seven-year duration. Local unions can also now negotiate over certain subjects there are now labor-management forums at the national and local levels to include workers' voices in decision making. The union also has more official time positions for union representatives with additional hours to help us represent and empower members.
In addition, Reilly said the contract also establishes a working group to come up with plan to create a child care program for workers. Last year, President Biden issued an executive order to expand child services and improve child care subsidies for federal employees.
“We’ll actually have some type of day care probably in a year or two," said Reilly.