| Comment Number: | OL-10505907 |
| Received: | 3/11/2005 9:34:36 AM |
| Subject: | Notice of Proposed Rulemaking, Request for Comment |
| Title: | National Security Personnel System |
| CFR Citation: | 5 CFR Chapter XCIX and Part 9901 |
| No Attachments |
Comments:
Funding: How can employees feel confident that their salaries and bonuses will be funded in the future? In the Federal Aviation Administration, many employees have not had a pay increase in two years because the pay schedule did not increase, While the GS and FWS system went up by over 7% in the last two years, those FAA employees did not receive a pay increase. Pay: In "pay for performance," there is no guarantee that even the best workers will receive a pay raise or that the pay offered will be fair or competitive. This system will create a situation in which workers are in conflict with one another and afraid to speak out about harassment, violations of the law, and workplace safety problems. If there is a problem, you won't be given a fair appeal process to challenge the performance and pay decisions. RIF: NSPS wil weaken unions and the rights gained through union contracts, such as flex days, advance notice of work schedules, and overtine rotations. NSPS will allow managers to schedule employees to work without sufficient advance notice of schedule changes. This will make it extremely difficult for working parents to care for their children and family. It will also mean that abusive managers could harass employees with bad schedules or short notice. Overtime rotations can be canceled, which means that employees may not be able to plan adequately for childcare and other important responsibilities. If an employee is disciplined by a supervisor, there will be very little chance of overturning the punishment. It will be unfair for DOD to take away the authority of MSPB or an arbitrator to lower an adverse action penalty even if the penalty is unreasonable. Why not just make the NSPS better without changing the statues and laws.