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In preparation for the unknown, below is a comprehensive list of important documentation and information related to federal employment. 

Courtesy of Joe Oliva, RN

Leave and Earning Statements

It is recommended to retain at least three years’ worth of paystubs in the event that Unemployment Insurance is necessary.

Employees may access the last 12 months of paystubs from the My Pay website. If older pay stubs are required, send an e-mail to VISN22HRGreaterLASBU@va.gov

https://mypay.dfas.mil/#

My Pay Login Site

mypay.dfas.mil

My Pay allows users to manage pay information, leave and earning statements, and W-2s. This is the login and information screen.

SF50 and other personnel action documents (TSP changes, position changes, annual cost of living changes, promotions, demotions, personnel actions, annual appraisals, etc.)

It is recommended to retain all documents throughout your career from this website. The most relevant documents are your appointment to your most recent position, appointments to your highest grade/step, and any “permanent” or “career” appointments.

SF-50 download from eOPF:

1.    Log into the website.

2.    Click “My eOPF” tab on the sidebar

3.    Click “My eOPF Print Folder” tab at the top

4.    Check “Select All”

5.    Click one of the two print buttons

6.    Click “My eOPF Print Status” at the top

7.    Wait for the print request to process. In some cases, the print request will take 24 hours. If the print request fails, another option is to download one file at a time, which only takes a few seconds per file.

8.    While waiting, read the instructions describing what the password will be for your document and write the password down

9.    When it appears, click “View” in the “Action” box

10.    Save as PDF

11.    Open PDF in Adobe and enter password

12.    Because this form contains your SSN, you will need to send it to yourself as an encrypted e-mail. You may find this under the Options menu in your New E-mail window. 

13.    Ensure you remove your SSN from each page, as needed.

https://eopf.opm.gov/va

EHRI Electronic Official Personnel Folder – eOPF

eopf.opm.gov

U.S. Office of Personnel Management EHRI Electronic Official Personnel Folder Application

Service Computation Date

This date tracks how long you have been in the Federal service. If you served in a previous service and retired, your service is not counted in this date.

Review Block 31 on your latest SF50.

If incorrect, fill out the SF 144 and contact VISN22HRGreaterLASBU@va.gov.

https://eopf.opm.gov/va

EHRI Electronic Official Personnel Folder – eOPF

eopf.opm.gov

U.S. Office of Personnel Management EHRI Electronic Official Personnel Folder Application

Office of Personnel Management Statement of Prior Federal Service

www.opm.gov

– I STANDARD FORM 144 (Rev. 10/95) Office of Personnel Management The Guide to Processing Personnel Actions . Statement of Prior Federal Service (PLEASE READ THE FOLLOWING INFORMATION BEFORE COMPLETING THIS FORM)

Veterans Preference for RIF

Review Block 26 on your latest SF50.

This should be marked YES if you served in the military but did not retire. 

You may use the Vet Preference checker (link on right) to help determine the correct answer for Block 23, Veterans Preference.

You may use the Vet Preference RIF checker (link on right) to help determine the correct answer for Block 26, Veterans Pref for RIF. (As of 3/4/25, this tool doesn’t seem to be functioning properly, so you may read more about this preferenceat  https://webapps.dol.gov/elaws/vets/vetpref/ben_rif.htm)

https://eopf.opm.gov/va

EHRI Electronic Official Personnel Folder – eOPF

eopf.opm.gov

U.S. Office of Personnel Management EHRI Electronic Official Personnel Folder Application

https://webapps.dol.gov/elaws/vets/vetpref/mservice.htm

elaws – Veterans’ Preference Advisor – DOL

webapps.dol.gov

Did you serve on active duty in the Armed Forces of the United States? Yes; No

https://webapps.dol.gov/elaws/vets/vetpref/ret_rif.htm

elaws – Veterans’ Preference Advisor

webapps.dol.gov

ePerformance Annual Appraisals

It is recommended to retain all performance appraisals throughout your career. The most relevant are the last four, as they may be required if a reduction in force is considered.

  1. Log into the website.
  2. Click on Plans > My Plans
  3. For each entry listed, click on the arrow.
  4. In the top right corner, click “View PDF.”
  5. This file does not contain your SSN, so you may send it to yourself via encrypted or non-encrypted e-mail.

https://eperformance-va.ngcpaas.com/Common/ePERF.aspx

Change your Telework Status

All telework applications now go through the HR Smart dashboard.   Please read the attached instructions carefully, as our internal instructions have also changed.  One big improvement in the new procedures is that you no longer need signatures on documents from anyone other than your supervisor. No more routing for signatures to Joanna/Barry or the Chief of Staff.  You also now fill out most of the telework application in an online form instead of a pdf and only fill out a pdf regarding workstation safety (see attached guide for the workstation checklist form). The various TMS courses and supervisor’s TMS course are still required.

https://txpvaprd.servicenowservices.com/txp

HR Smart – ServiceNow

Employee Service Card

Position Data, Within-Grade Increase Data, Telework Status, Not to Exceed Dates, Tenure/Probation, Performance Evaluations

Log into the TXP website and find the blue button “View Your Service Card.”

https://txpvaprd.servicenowservices.com/txp

HR Smart- ServiceNow

Retirement Related Information

GRB Platform

Recommend printing your Total Compensation statement and any other information you may find useful from here.

https://platform.grbinc.com/app/employee/home

Join Us for Upcoming Events in California to Fight for Federal Workers!

Join us throughout California as we come together and rally to safeguard the civil service and preserve the rights of workers. 

Stand with your union family as we rally and stand up for our rights! Below are events happening soon throughout the state.

Joining us for an event? Remember to wear your AFGE blue and gold!

*Please attend on your break or on leave*


Press Conference and Rally in San Diego with AFA-CWA
🗓️ When
: Wednesday, March 19, 2025
⏰ Time: 11 am – 12 pm PDT
đź“Ť Where: San Diego Airport Terminal 2 (West of Skybridges), 3225 N Harbor Dr, San Diego, CA 92101
đź”— RSVP:  Click here to RSVP for the event.
Questions can be directed to Ryan Mims at mimsr@afge.org or 202-341-0470.


AFGE District 12 Local Press Conference w/ LA Labor Federation AFL-CIO
🗓️ When: Wednesday, March 19, 2025
⏰ Time: 12 pm – 1 pm PDT
đź“Ť Where: Tom Bradley International (Terminal 1 World Way) Terminal 1 World Way, Los Angeles, CA, 90045
đź”— RSVPClick here to RSVP for the event.
Questions can be directed to Ryan Mims at mimsr@afge.org or 202-341-0470.


Join Us in the Fight for the Rights of Workers in Los Angeles
🗓️ When: Sunday, March 23, 2025
⏰ Time: 10 am – 2 pm PDT
đź“Ť Where: Federal Building, 300 N Los Angeles St, Los Angeles, CA 90012
đź”— RSVPClick here to RSVP for the event.
Questions can be directed to Ryan Mims at mimsr@afge.org or 202-341-0470.


Join Us to Fight for Federal Employees in Mather
🗓️ When: Saturday, March 29, 2025
⏰ Time: 10 am – 1 pm PDT
đź“Ť Where: Meeting Place: Across the street from the VA, 10535 Hospital Way Mather, CA 95655
đź”— RSVPClick here to RSVP for the event.
Questions can be directed to Maureen Gallagher at maureen1303@gmail.com or 916-761-1303.

Let’s stand together to protect our jobs, our rights, and the future of federal service.

In Solidarity,

AFGE

Up to $2,000 Layoff Loans Available Through FEEA

During this incredibly difficult time for federal workers the Federal Employee Education & Assistance Fund (FEEA) has launched its Layoff Loan Program.

Even with careful planning, federal employees facing recent layoffs can find themselves in a vulnerable financial position. Unplanned, out-of-pocket expenses can lead to significant hardship, potentially forcing them to rely on high-interest loans, default on debts, or even consider personal bankruptcy.

While FEEA can’t replace lost income on a long-term basis, it can offer eligible federal employees confidential, no-fee, no-interest loans to help temporarily with basic needs. Since 1986, FEEA has provided over 13,000 no-fee, no-interest loans to help feds make ends meet during hardships, and we’re here to support those recently affected by layoffs.

Click here to download and read the Layoff Loan Application Instructions. Applicants should be sure to read the instructions before starting the online application. There are a number of documents you will need to collect and attach to your application. You will not be able to submit your application without attaching the required documents.

We will continue to share resources that may be able to assist federal workers navigate these challenging times.

In Solidarity,

AFGE

Learn the Legacy of Cesar Chavez with AFGE HISCO

Now, more than ever, it is essential that we as a movement look back on the leaders who have brought us to where we are today as we prepare for the fight ahead. The inspiring stories of yesterday will empower us for the challenges of tomorrow.

Understanding this, AFGE HISCO will be dedicating time to remembering the exceptional life story of American labor leader and civil rights activist Cesar Chavez. Chavez is an undeniably powerful role model for activists across the labor movement today, and AFGE HISCO wants to make sure we continue to tell his story.

With the help of WFP, AFGE HISCO will give an informative presentation on the life and legacy of Cesar Chavez, the impacts of his work today, and how we can remember him going forward in the fight for civil and workers’ rights. This year, on March 31, the day of our event, Chavez would have turned 98 years old.

Don’t forget to register for this important presentation:

Remembering the Life of Cesar Chavez

Monday, March 31, 2025, from 7-8:30pm ET
Register here

đź“Ł MAJOR WIN: Federal Court Orders Reinstatement of Fired Probationary Federal Employees

When we fight, we win!

In a major development in the legal fight to get fired probationary federal employees their jobs back, a judge rules workers were illegally fired by the Trump administration. 

Today, the U.S. District Court for the Northern District of California, presided over by Judge William H. Alsup, granted a Preliminary Injunction broadening a temporary restraining order against the Office of Personnel Management (OPM) and its Acting Director, Charles Ezell, finding the termination of probationary federal employees illegal because OPM had no authority to order it. 

The judge ordered immediate reinstatement of terminated probationary employees of the Veterans Affairs, Agriculture, Interior, Energy, Defense, and Treasury departments, and these agencies must cease termination of probationary employees, effective immediately.

The judge also forbade OPM from giving any guidance to federal agencies on which employees should be terminated. The agencies also must provide a compliance report to the court. The judge also authorized depositions and ordered further briefing on whether the administrative channel for fired workers is actually available, or if it has been destroyed by firings of appeals board and office of special counsel personnel.

AFGE joined with more than a dozen other unions and advocacy groups to bring this legal challenge against the Trump administration in defense of unjustly, illegally fired probationary federal workers. This latest decision is a important development in our fight back against the attacks on dedicated civil servants.

In our press statement following the decision, AFGE National President Everett Kelley said, “AFGE is pleased with Judge Alsup’s order to immediately reinstate tens of thousands of probationary federal employees who were illegally fired from their jobs by an administration hellbent on crippling federal agencies and their work on behalf of the American public. We are grateful for these employees and the critical work they do, and AFGE will keep fighting until all federal employees who were unjustly and illegally fired are given their jobs back.”

Click here to read our full statement and stay connected with our latest actions at afge.org/AFGEStrong

Let’s continue to keep the pressure on in the streets and in the courts as we continue our fight for federal workers and the services we rely on.

In Solidarity,

AFGE

AFGE Stands with VA Healthcare Workers at Greater Los Angeles VA Health Care System

AFGE salutes the dedicated healthcare professionals at the Greater Los Angeles VA Health Care System (GLA). Every day, you provide life-changing care to our nation’s veterans, ensuring they receive the best medical treatment and support possible. AFGE stands with you, fighting for the pay, benefits, and workplace rights you deserve so you can continue serving those who served our country.

What Has AFGE Done for VA Healthcare Workers Like You?

✅ Secured More Resources – Helped obtain billions in funding for additional staff and facility improvements, ensuring you have the resources to provide top-tier care to Veterans.

âś… Advocated for Collective Bargaining Rights â€“ Pushed Congress to close loopholes that limit collective bargaining rights for VA nurses, doctors, dentists, physician assistants, and other frontline healthcare workers.

âś… Protected Workplace Rights â€“ Continues to fight to restore and expand collective bargaining rights for VA employees, ensuring fair working conditions and representation.

âś… Negotiated Better Working Conditions â€“ Secured a national collective bargaining agreement that enhances workplace protections, improves staffing levels, and strengthens AFGE’s partnership with the VA.

Why It Matters for GLA Healthcare Workers

At GLA, you serve one of the largest Veteran populations in the country. AFGE is committed to making sure you have the tools, staffing, and support necessary to provide world-class healthcare without unnecessary administrative burdens or unfair labor practices. Together, we fight for the respect and recognition you deserve.

Join AFGE in protecting your rights and strengthening VA healthcare for Veterans and workers alike!

National Grievances: Advocacy for Veterans Affairs (VA) Workers

Protecting VA Workers & Veterans’ Health Care

The NVAC AFGE is committed to safeguarding the rights of VA employees and ensuring the highest quality of care for our nation’s Veterans. Our efforts include:

  • Defending Workplace Protections: Advocating for fair labor practices, competitive wages, and safe working conditions to retain skilled professionals in the VA system.
  • Fighting for Adequate Staffing: Pushing for policies that address chronic understaffing and workload concerns, ensuring Veterans receive timely and effective care.
  • Preserving VA Services: Opposing efforts to privatize the VA and fighting for full funding to maintain and improve in-house veteran care.
  • Protecting Employee Rights: Negotiating fair contracts and holding leadership accountable to uphold workers’ rights, ensuring VA employees can continue their mission without fear of retaliation.

Together, we stand strong in our commitment to VA workers and the Veterans they serve.

What does our Collective Bargaining Agreement say about RIFs for Title 38s?

The Master Agreement Between the Department of Veterans Affairs and the American Federation of Government Employees states that “For purposes of Title 38 employees, the policies, procedures, and terminology of this article are to be interpreted in conformance with VA Directive and Handbook 5111.”

While researching the topic I could not locate Handbook 5111 on the VA publication website. After some digging AFGE Local 1061 stewards were able to locate it in the VHA database. I’m sharing the copy of Handbook 5111 that we located below:

We also located the following documents that speak to T38s and reorganizations:

I’m sharing the Master Agreement here and posting the relevant segment below:

ARTICLE 28 – REDUCTION IN FORCE Section 1 – Purpose

The Department and the Union recognize that unit employees may be seriously and adversely affected by a Reduction in Force (RIF), staffing adjustment (Title 38), reorganization, or transfer of function action. The Department recognizes that attrition, reassignment, furlough, hiring freeze, and early retirement are among the alternatives to RIFs that may be available. This article describes the exclusive procedures the Department will take in the event of a RIF, reorganization, or transfer of function as defined in this article. It is also intended to protect the interests of employees while allowing the Department to exercise its rights and duties in carrying out the mission of the Department.

Section 2 – Applicable Laws and Regulations

For purposes of Title 5 employees, the policy, procedures, and terminology described in this article are to be interpreted in conformance with 5 USC 3501-3504, 5 CFR Part 351, 29 CFR 1613.203, and other applicable government-wide laws and regulations. For purposes of Title 38 employees, the policies, procedures, and terminology of this article are to be interpreted in conformance with VA Directive and Handbook 5111. Either party may reopen Directive and Handbook 5111 within one year with proper notice. Any successor to the Directive and Handbook or changes or revisions to this document will be developed through the predecisional involvement of the Union and subject to collective bargaining.