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News This site is still under construction. Check this space for news or special announcements from Local 4056
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Members List:
Helpful Links
Local 4056 President:
Jim Richardson
Local 4056 Executive Vice President:
Phil Devlin
Local 4056 Secretary-Treasurer:
Bobbi Finley
Local 4056 First Vice President:
Michele Nicholas
AFGE NATIONAL SITE COUNCIL 220 SITE FORM 1187 WORD DOCUMENT FORM 1187 PDF FILE LAWS AND LEAVE ADMINISTRATION THE FEDERAL TIMES
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Welcome to Local 4056 Online
This is Local 4056's own website where you will find news, helpful information and organizational links.
We hope you will visit often.
Our goal is to update the site frequently and keep the information current.
It's your website too, so share any information that you feel would benefit other Local members.
You can contact the Exective Board by typing your message in the box at the bottom of the page. This is the first step in creating a better flow of communications between Local members, and we hope you'll find it informative.
Click on the link below for the Local 4056 Winter Newsletter.
download THIS MS Word file
This is the first President's Message for the AFGE Local 4056 Website.
Article 26 of the New Contract is now being unilaterally implemented by SSA Management and meetings are scheduled to present talking points to the bargaining unit.
This Article details changes in the merit promotion process that generally increase the amount of discretion and subjectivity used by a selecting official. Priority Consideration is diminished in its impact by increasing the ability of management to overcome its mandate.
Issues such as area of consideration, removal of the limits to selective interviewing, size of the well qualified list, and the assessment process all provide far greater discretionary power to the selecting official. The result is far less accountability to the bargaining unit.
Article 26 is predicated on a multi tier appraisal system that has yet to be implemented. This results in conflicts between the current Article 21 and the new Article 26.
I will continue to keep you informed of important issues as they arise.
James A. Richardson
President Local 4056
Click below for a message to our esteemed retirees.
download THIS MS Word file
NEED FORM 1187?
Check the Helpful Links section to the left for both Word and PDF file versions of Form 1187, "Application for Payroll Deduction of Organizational Dues"
CONTACT US WITH YOUR QUESTIONS AND COMMENTS
2005 was a year of changes challenges. A new contract and decidedly unfriendly climate toward Labor Unions punctuated the year as well.
What do YOU see as the major hurdle you'll be facing as Union Members in 2006?
Email your responses using the box at the bottom of the page, and we'll post them here.
In the Orlando FL District Office individuals have been questioned concerning requests for Annual or Sick leave. There have been calls made to people at home on sick leave to make certain they were at home. Another employee had a medical test scheduled, and management refused to grant her the 8 hours requested for the test. The manager told the employee that management felt the procedure would only take 4 hours to complete, so she had to take annual or credit leave to supplement the 4 hours Sick Leave they'd grant if she still wanted 8 hours of leave. None of the managers have medical degrees, but that is beside the point.
It's not inconceivable that this issue will take place in other office, so make sure all employees know their rights regarding use of leave.
Annual and Sick leave is earned to be used as needed. Leave is requested on the SSA-71 form.
Please review the form and note the options in Section 5. Choices are :Annual Leave, Sick Leave, Leave Without Pay, Sick Compensatory Time, or Other. You make a choice, check the proper box, and turn the form in to a member of management.
Section 6 allows for remarks, but none are required.
If you are requesting Sick Leave, the back of the form has additional choices. Section 1 states "I was incapacitated for duty by: Sickness, On-The-Job-Injury,Off-The-Job-Injury,Pregnancy and Confinement."
Typically, one of the above choices handles most situations. Section 2 has an additional choice, "I was required to care for a member of my family with a contagious disease. (Give name and relationship of family member, and name of disease.)"
Section 3 states simply "I will be undergoing medical, dental or optical examination or treatment." It has no requirement that you provide the name of the procedure you are to undergo, the duration of the procedure and recovery time, the travel time involved. Nowhere on the SSA-71 is this information required, nor are you under any requirement to divulge this information to anyone.
Section 4 states "I was exposed to a contagious disease. (Give name of disease and circumstances of exposure.)"
Note again, that sections 2 and 4 dealing with exposures to contagious disease are the only sections requiring an employee to provide any explanation of their illness or absence from work beyond the initial request, made by checking the correct box on the form.
The form is not meant to release any information other than the time you are requesting off and the category of leave you are requesting.
Management's role in the process is to either approve or disapprove leave. See the section on the form entitled "Official Action On Application."
There is no conditional approval. Leave is either approved or denied, not approved based on someone's interpretation of how long a procedure should last. Leave approval or denial is not negotiable by management, as in "I'll approve 4 hours for that procedure, but not 8 because I think the Doctor can handle it in 4 hours."
Should any employee who is not on leave restriction be questioned by management about use of sick leave, or how long a procedure will last, or what the procedure is or what the leave is going to be used for they need to ask to speak to their Union Representative immediately.
If someone is told that they'll be granted fewer hours of leave than requested because the questioner feels it should take less time than requested to accomplish the test, procedure or purpose of the leave, again, you must ask to speak to their Union Representative immediately.
Use of leave is personal and confidential so please consider this before you divulge anything about your leave request, even to a member of management.
If you have further questions about this issue, please feel free to contact the Executive Board using the email form at the bottom of this page.
CONTACT US WITH YOUR QUESTIONS AND COMMENTS
2005 was a year of changes challenges. A new contract and decidedly unfriendly climate toward Labor Unions punctuated the year as well.
What do YOU see as the major hurdle you'll be facing as Union Members in 2006?
Email your responses, and we'll post them here.
Date of Notice—02/28/2006
AFGE LOCAL 4056
GENERAL MEMBERSHIP MEETING
SATURDAY FEBRUARY 11, 2006
The meeting was held as scheduled and was attended by a group of active and enthusiastic representatives, from as far north as Milledgville, Georgia and as far south as Port Charlotte, Florida. A full report about the meeting will be posted here upon completion by the Secretary Treasurer.
GENERAL MEMBERSHIP MEETING
EMBASSY SUITES HOTEL
225 E. ALTAMONTE DR.
ALTAMONTE SPRINGS, FL. 32701
