Law and Politics

AFGE: Accountability Needed at the VA

September 21, 2015
By John Quinn, LaborPress USA

Washington, DC – The Department of Veterans Affairs Equitable Employee Accountability Act of 2015 (S. 1856) provides valuable new tools for increasing accountability at the Department of Veterans Affairs (VA), according to AFGE National President J. David Cox Sr.

Introduced by Sen. Richard Blumenthal, the Ranking Member of the Senate Veterans’ Affairs Committee, S. 1856 is the only legislation before the Senate VA committee that provides a multi-faceted, commonsense approach to ensuring real accountability. The bill gives managers broader authority to address dangers in the workplace. Equally important, S. 1856 ensures that managers make full use of the many accountability tools they already have in current law to address misconduct and poor performance. 

"S.1856 is the only real path toward accountability at the VA," said AFGE National President J. David Cox Sr. "It ensures swift accountability for anyone who threatens veterans’ care without eliminating the vital rights of every other hardworking VA employee. It is clearly the only solution that addresses concerns on both sides of the aisle."

According to AFGE the bill will: 

1. Improve management performance: Requires training and comprehensive performance plans for VA political appointees and managers on whistleblower rights, workforce recruitment, employee engagement and leadership building. 

2. Strengthen whistleblower protections: Closes the gap in current whistleblower law by ensuring that the Office

of Special Counsel can process complaints about retaliatory performance evaluations.

3. Curb improper dealings between contractors and VA officials:  Addresses widespread “revolving door” problems by restricting the ability of former VA officials to receive compensation as contractors.

4. Limit paid administrative leave to 14 days: Prohibits managers from placing employees in nonproductive, non-duty status for prolonged periods. Managers will be required to make quicker assessments of whether an employee should be put back to work serving veterans or should be terminated or reassigned.

5. Ensure the safety of veterans and employees: Managers are given new authority to immediately suspend without pay an employee whose performance or misconduct is a clear and direct threat to public health or safety.

"Firing bills are not the answer to the VA's problems," said AFGE National VA Council President Alma Lee. "What the VA needs the most is more managers who support the brave front-line employees who speak up for veterans every day and recognize they already have the needed tools to address gaps in performance."

*** The American Federation of Government Employees (AFGE) is the largest federal employee union, representing 670,000 workers. 

September 20, 2015

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