I am pleased to announce that NTEU and U.S. Customs and Border Protection (CBP) have signed articles on a bid and rotation procedure and alternative work schedules (AWS) that will be implemented even as the parties continue bargaining over the rest of the contract.

This is a tremendous gain for CBP employees, and one that NTEU worked very hard to secure in the months, and even years, leading up to bargaining. Your honest responses to the employee survey contributed to the victory. In congressional testimony and during meetings with lawmakers and agency leaders, I repeatedly emphasized the connection between the lack of a negotiated bid and rotation system and CBP's dismal ratings in employee surveys. This left management with no choice but to acknowledge that changes needed to be made.

The new agreement, which covers CBP Officers and Agriculture Specialists, will bring a fair, transparent and consistent bid and rotation system to employees. Experienced employees will be recognized for their years of service. NTEU will have a seat at the table when management decides who gets what position, and employees who believe they have been unfairly passed over will have access to an expedited grievance procedure. Employees will understand exactly how and why vacancies are filled, a significant improvement over current arbitrary procedures.

Employees will be permitted to identify up to four preferred assignments, or more if the local parties agree. The most senior employees will be assigned to their preferred units first, until 25 percent of the work unit is made up of newly-assigned employees or until there are no employees with more seniority who want to move into the work unit. CBP also agreed to take into account the seniority of all legacy groups, ensuring you will receive credit for your hard work and dedication to CBP. Along with recognizing experienced CBP employees, the procedure will give newly-hired employees the chance to move to a preferred work unit through random selection.

The bid and rotation system will be applied nationally, bringing consistency to the procedure. Along with ushering in immediate improvements for employees, the agreement represents a springboard for additional enhancements in future negotiations.

As for AWS, this agreement opens the door for local managers and NTEU chapters to establish compressed work schedules, with a negotiated procedure for when parties cannot reach agreement. Compressed schedules include 5/4/9, 4/10 and other arrangements that allow employees to work fewer than five days a week. Flexible work schedules with the opportunity to earn credit hours are another scheduling option that can be locally negotiated for employees other than CBP Officers and Agriculture Specialists.

For details on the bid and rotation and AWS agreements, talk to your local NTEU leaders. NTEU will be providing your local representatives with all the details as they become available.

I am confidant that these articles will go a long way to improving the quality of your lives both at work and at home. These gains would not be possible without the experience, skill and determination of NTEU's bargaining team. They are Donna Hart (Chapter 136, CBP Virginia), Laura Zayner (Chapter 172, CBP Chicago), Thomas O’Keefe (Chapter 138, CBP Northern New York), Larry Tanacredi (Chapter 161, CBP Newark), Harold Washington (Chapter 105, CBP San Diego) and Brad Gaetzke (Chapter 143, CBP El Paso).