AFGE Local 476

Furlough 2018

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For information regarding the furlough, see HUD's 2018 furlough packet and OPM's furlough guidance. For general information from threatened 2015 furlough, see Q & A: Everything You Should Know About Government Shutdowns," prepared by the Committee for a Responsible Federal Budget, a bipartisan, non-profit organization.

According to the Washington Post, the last shutdown cost:

Plus all the productive time lost to planning for a shutdown (and worrying about it) and then catching up after we return to work.

For more information about the effects of a shutdown, see Government Shutdown Issues, based on information provided by the American Federation of Government Employees in 2015.


The Union and the Furlough

In 2013, HUD and AFGE Council 222 signed a memorandum of understanding regarding the furlough that helped protect the employees. HUD refused to negotiate with the Council when the Union submitted a demand to bargain on an anticipated furlough in 2017. HUD responded that it refused to bargain about hypothetical situations.

Signed 2013 MOU on Implementation of Furloughs

On March 15, Council 222 of HUD Locals and HUD signed a Memorandum of Understanding regarding the implementation of possible furloughs at HUD. Deputy Secretary Maurice Jones summarized some key points in his March 19 message.

The Agreement provides several protections in response to concerns voiced by employees:

  1. Maintaining established compressed work schedules. Employees on 5/4-9 schedules make keep their established schedule as long as they shift their 8-hour day to a furlough day. Employees on 4-10 schedules may keep their established schedule for non-furlough weeks, but will need to change to four 8-hour days for the furlough weeks (such as is done for training and travel).
  2. Delayed furlough implementation. The earliest furlough date will be May 24, a pay period later than the Department initially proposed. This will allow employees more time to prepare financially, and lawmakers more time to resolve the budget issues.
  3. Reducing all other possible costs as much as practical to minimize the need for furloughs. A hiring freeze on outside hires was put in place on March 4. There is no internal hiring freeze, and career-ladder merit promotions and within-grade increases will not be affected.
  4. Imposing furloughs fairly across all positions, including SES and managers. Part-time employees will be subject to a pro-rated number of furlough hours, and, if necessary, will adjust their schedules so that a work day falls on a furlough day.
  5. The MOU preserves the increased transit subsidy of $245/month.