| Comment Number: | OL-10508695 |
| Received: | 3/15/2005 10:08:06 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:
A good manager will continue to be a good manager no matter what regulations are in place. Yet, a cruel manager who uses intimidation tactics, based on biases and prejudices, to manage their employees, will abuse these new regulations, just like they abuse the existing regulations. If all managers were fair, the right to form unions would have not been a necessity. Our civil service regulations would have not been created if injustices had not become apparent. Unfortunately, the new regulations will make it even more difficult for an employee to defend themselves when they've been targeted for harassment, just because a manager does not "like" them. It is very hard for me to believe that someone would even put into regulations how a person's conduct, regardless of their superior work performance, will reflect upon their pay and performance appraisal. This inclusion blatantly acknowledges and supports favoritism. Usually, when a person has been targeted it is because they are an outspoken individual who may not always "go along" with the majority but exercise their democratic right. Our country is fighting for democracy in Iraq and other developing nations. How can the U.S. send representatives to developing countries to install democratic governments, promote core labor standards and discuss labor issues while at the same time, remove those same rights from the federal workforce? Our basic rights and protections are being attacked, under the title of National Security, while our troops can not even receive replacement parts for their military vehicles. Stop attacking your most devoted federal employees and put your time and efforts into those components that directly address National Security, such as supporting our troops, preventing suspected terrorists from purchasing handguns and receiving flight lessons, and preventing Haliburton, a sole sourced contractor, from overcharging DoD for food and fuel. We are no further along being better prepared since 9/11 but have the time to threaten our basic civil service rights which have nothing to do with National Security. These new regulations are not clear and precise. If they are made law, there are too many "to be developed" that may hurt the federal workforce significantly. To allow NSPS to be accepted as a law will only promote lower morale and higher tensions amongst fellow coworkers. I again state to concentrate on more important National Security issues at hand and leave our basic rights alone. If there are some areas that need improving, let's work on those ..... not the entire civil service regulations.