| Comment Number: | OL-10506481 |
| Received: | 3/11/2005 4:12:26 PM |
| 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:
There is lot of work that needs to be performed before the law is implemented. If it is implemented there will be mass confusion since the existing Collect Labor Agreements will be void. The Collective Labor Agreements need to be established before implementation. It is obvious that the NSPS laws were written by some one from an Ivy League type college who has never turned a wrench in his or her life or know anything about bargaining unit employees. Why were the employees at DM blocked on the computer to make comments to the NSPS for two weeks? Why are we spending 100 million of hard earned tax payer’s money to implement a system that is already working? Management has the same rights they had before. The problem is there are a lot of managers in the Federal Government who got hired by the good old boy system who cannot manage. I used to work in private industry for a major U.S corporation as a manager and use to hire and fire employees. I cannot event be considered for a management position in the Federal Government. It would be better for the new system to apply to managers and not the bargaining unit employees. The law states that the FLRA will stay but at the same time a new system is being developed. The whole thing is confusing. The FLRA should not be abolished to establish a new good old boy system. Collective bargaining define by DOD does not meet the definition set by congress. Why isn’t congress setting the pay for employees? Why has that authority been given to the DOD? I did not elect the DOD to office. What accountability for money does the DOD have now? They are so far out of budget now they cannot be trusted. The DOD is totally out of control when it comes to spending. The NSPS has nothing to do with national security, but will make it worst. One of the paragraphs in the federal register states: “The specific procedures for reconsideration process are not spelled in the proposed regulations; rather they will be established in internal DOD issuances.” These regulations need to be developed before or if the NSPS laws are developed. Performance expectations for pay increases are too vague in the law and need to be developed. Employees under the old system should be “Grand Fathered”. Why should a person with many years experience be put in a lower pay level? Who defines who is harmful to the “DOD” Department for disciplinary action. Such actions need to be defined fully. Will the DOD establish a legitimate appeals process for disciplinary cases? Arbitration should be included in the collective bargaining agreement. There is too much double talk and vagueness in the law concerning bargaining rights. Will the Union still be able to bargain at the worker level? Why not? The term “agency” has been removed from the law and been replace with “Department” which will effectively eliminates any bargaining at the lower level where is needed more than at upper levels of management. The union should be notified in change in working conditions. Break and smoking areas should be bargained at the lowest level. The NSPS par 16. excludes ratings from the negotiated grievance procedure. Ratings should be grievable because there is a too much favoritism in the Federal Government to rely soley on one manager.