AFGE Local 1061

Dear Union Members,

I want to share important information from a recent U.S. Government Accountability Office (GAO) report titled “Telework: Private Sector Stakeholder and Expert Views” (GAO-25-107078), which is especially relevant in light of former President Trump’s proposed blanket return-to-office (RTO) mandate for federal employees.

Key Takeaways from the GAO Report:

• Telework Strengthens Recruitment and Retention:
  Private sector employers report that telework helps attract and retain talent, especially in a competitive labor market. Eliminating telework could severely hurt federal agencies’ ability to keep skilled workers.
• Expands Workforce Participation:
  Telework increases access to employment for people with disabilities, caregivers, older workers, and those in dual-income households. A rigid RTO policy risks reversing this progress on equity and inclusion.
• Workplace Culture Can Be Managed Remotely:
  While some concerns exist about remote work weakening office culture, stakeholders note that these challenges can be addressed through intentional leadership—not mandates.

Why This Matters Now:
President Trump is forcing all federal employees back to physical office spaces with a blanket RTO order. This approach disregards data-driven insights and lessons learned from both the private sector and the pandemic-era federal workforce. The GAO report clearly supports more nuanced, flexible policies that enhance worker well-being, retention, and performance.

Our Position:
We believe decisions about telework should be based on performance, mission needs, and evidence—not political posturing. Your union will continue to fight for policies that reflect the reality of modern work, protect your rights, and ensure federal agencies remain competitive employers.

📄 Read the full GAO report here: https://www.gao.gov/assets/gao-25-107078.pdf

Thank you for your continued commitment and advocacy. If you have questions or concerns, please reach out.

In solidarity,
Gary Locken
Union Steward, AFGE Local 1061

Dear Sisters and Brothers,

On May 9, 2025, President Trump signed an executive order titled “Keeping Promises to Veterans and Establishing a National Center for Warrior Independence.” This directive directly impacts our members working at the West Los Angeles VA Campus and may have broad implications for staffing, operations, and resources.

The executive order designates the West LA VA as a National Center for Warrior Independence, aimed at addressing veteran homelessness by expanding services in housing, healthcare, addiction treatment, and job support. While we fully support efforts to better serve our Veterans, this transformation will require significant coordination, labor input, and safeguards for employee rights.

Key implications for our members:

• Operational Shifts: The re-designation may lead to restructured duties, changes in clinic capacity, or reassignments. We will monitor this closely to protect bargaining unit work and ensure fair treatment.
• Funding Redirection: Federal funds may be reallocated to support this initiative. We will advocate for transparency and insist that staffing levels and workplace safety are not compromised.
• Union Involvement: AFGE Local 1061 will continue to engage with management to ensure labor is at the table during planning and implementation. Employee input is essential to ensuring a smooth and fair transition.

We urge members to stay informed and report any changes or concerns in your work areas. We will provide further updates as the Department of Veterans Affairs releases its 120-day action plan required by the order.

In solidarity,

Gary Locken

AFGE Local 1061

https://www.whitehouse.gov/presidential-actions/2025/05/keeping-promises-to-veterans-and-establishing-a-national-center-for-warrior-independence

I want to bring your attention to a Temporary Restraining Order (TRO) issued by a federal judge on May 6, 2025, which directly impacts not only the Department of Veterans Affairs (VA) but also a broad range of federal agencies.

This TRO is in response to the sweeping implementation of Executive Order 14210 and the associated February 26, 2025 OMB/OPM Memorandum, which threatened collective bargaining rights and job security across the federal workforce.

Key outcomes of the court’s order:

• The VA and other agencies are temporarily barred from taking any actions to implement or enforce Sections 3(c) and 3(e) of Executive Order 14210 or the OMB/OPM memo.
• This includes halting:
  • Approval of Agency Restructuring and Reorganization Plans (ARRPs) or waiver of required Reduction in Force (RIF) notice periods.
  • Any orders from the Domestic Policy Council (DOGE) to reduce staff or eliminate programs.
  • Execution of existing RIF notices, new RIF actions, placing staff on administrative leave, or transferring agency functions.
• The TRO is in effect for 14 days, through Friday, May 23, 2025, unless extended by the court.

Agencies affected by the order include: OMB, OPM, DOGE, USDA, Commerce, Energy, HHS, HUD, Interior, Labor, State, Treasury, Transportation, VA, AmeriCorps, EPA, GSA, NLRB, NSF, SBA, and SSA.

Additionally, the court has ordered OMB and OPM to turn over documents related to ARRPs and RIF waiver requests by 4:00 p.m. PDT on Tuesday, May 13, 2025, and all defendants must file sworn declarations by 3:00 p.m. PDT the same day.

This case—filed by AFGE—is a critical defense of our legal rights, job protections, and bargaining power. We will continue monitoring developments and provide updates as the case moves toward a hearing on a preliminary injunction.

This TRO is a direct result of our union’s commitment to defending your rights. Stay informed, stay involved—and know that your union is fighting for you.

I’m writing to share an article that reflects a deeply troubling shift I’ve observed within the Department of Veterans Affairs—one that I believe deserves urgent attention:

🔗 VA Doctors Resist Trump

In my 27 years of federal service, including 23 with the VA, I have never witnessed a moment as dark as this. The potential politicization of VA healthcare and the marginalization of medical professionals’ voices pose serious risks to the integrity of our mission and the care we provide to veterans.

I share this not as a political statement, but as a call to reflection and awareness. The values that have defined our service—nonpartisan care, clinical integrity, and putting veterans first—are under threat. We must be vigilant and, where necessary, raise our voices to protect them.

Thank you for taking the time to read and consider the implications of this situation.

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While this video may come across as humorous, it’s also deeply alarming. It’s unsettling to see someone so clearly unqualified in charge of a vital American institution like the VA—an agency that millions of veterans rely on for their health and well-being. Leadership at this level demands competence, integrity, and respect for both the mission and the people it serves. This is no laughing matter.

Implosion Eve?
byu/Revolutionary-Lead49 inVeteransAffairs

On May 2, 2025, AFGE’s National VA Council (NVAC) filed its third national grievance against the VA’s Deferred Resignation Program (DRP), this time targeting “DRP 2.0,” a new version of the program launched after the “Fork in the Road” initiative. DRP 2.0 allows VA employees to opt into paid administrative leave until September 30, after which they must either resign or retire. Unlike the previous version, this iteration is open to all employees—including doctors, RNs, rehab counselors, and Veterans Crisis Line staff.

NVAC argues that DRP 2.0 is illegal and bypasses AFGE’s role as the exclusive bargaining representative. The union is seeking to have the program rescinded, for the VA to post a remedial notice, and for full relief to impacted bargaining unit employees (BUEs).

Important: NVAC urges all employees to think carefully before opting into DRP 2.0. Voluntary resignation may be irreversible and could affect your rights, pay, and benefits—especially those tied to RIF protections

Deeply grateful to @RepMikeTurner for standing up for federal workers with principled, thoughtful leadership. Your voice brings hope to countless public servants who show up every day to serve our nation. Thank you for your courage and integrity. 🇺🇸 #FederalWorkers #PublicService #Leadership

The goal of reconciliation should be to reduce overall government spending by eliminating waste, fraud, and abuse and reducing needless and unnecessary spending.

I oppose any and all efforts to reduce federal spending by taking money from the hard-earned pensions of federal… pic.twitter.com/64Ou0dTvDT

— US Rep. Mike Turner (@RepMikeTurner) April 30, 2025

Just a quick heads-up — the OCHCO VA DRP Bulletin has been updated, and the changes take effect April 24, 2025. Please see the updated memo below for all the details:

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Eligibility: Any VA employee (except re-employed annuitants and part-timers) can now submit a DRP request through the Portal.

Employees in occupations listed in Attachment A are also eligible.

All DRP requests will be reviewed for eligibility and approved/disapproved based on the updated procedures and criteria in the Bulletin.

Employees approved for the DRP with signed agreements don’t have to follow return-to-office requirements if their duties allow.

The opt-in period has been extended from April 30, 2025, to May 16, 2025.

Dear Union Colleagues,

I’m writing this post to raise serious concerns about a new and troubling policy direction from the Department of Veterans Affairs (VA). On April 23, VA Secretary Doug Collins announced an agency-wide investigation into perceived anti-Christian bias. Employees are being asked to report incidents such as denial of religious exemptions, disciplinary actions for displaying Christian symbols, or even being expected to participate in procedures that may conflict with their beliefs. https://www.military.com/daily-news/2025/04/23/va-asks-employees-report-anti-christian-bias-it-launches-agency-wide-investigation.html

While no one disputes the importance of religious freedom, this initiative feels less like a fair policy and more like a deeply hypocritical move — essentially a “DEI” program built solely to protect conservative Christians.

Here’s why this policy is troubling:

• Selective Protection: It prioritizes one faith group, ignoring the diversity of religious and non-religious beliefs in our workplace — from Muslims, Jews, Hindus, and Buddhists to atheists, agnostics, and humanists.
• Weaponized Reporting: Encouraging employees to report colleagues based on vague and subjective perceptions opens the door to retaliation, overreach, and mistrust.
• Undermining Real Inclusion: Real diversity, equity, and inclusion means everyone is protected — not just those who align with a particular religious or political ideology.
• Erosion of Union Solidarity: This policy risks dividing coworkers, shifting our focus from collective action and mutual respect to finger-pointing and ideology policing.

And I want to speak plainly here — as a Veteran who uses the VA for my own health care, I know firsthand how much we Veterans and our families depend on a strong, healthy VA system. That system only works when it’s built on the merit, professionalism, and dedication of the staff — not favoritism, political agendas, or forced ideological conformity.

If we care about Veterans, we must care about the integrity of the people who serve them. That means pushing back against any policy that creates fear, division, or inequality in our ranks.

Let’s stand together. Let’s demand fairness for all employees. Let’s protect the mission of the VA by protecting each other.

In solidarity,

Gary

P.S. I found this video to be both humorous and informative, while also raising concerns. I recommend watching.

Good Morning Fellow VA Workers and AFGE Leaders,

I stand firmly in solidarity with our union siblings during this incredibly challenging time. The news that AFGE is proceeding with layoffs that could potentially eliminate between 60% and 75% of the Local 2-represented staff is deeply concerning. These vital employees, including legal, lobbyists, and other professional administrative staff, are indispensable in combating the current administration’s destructive efforts.

While I acknowledge that AFGE may be grappling with severe financial difficulties, I share the concern that these cuts are disproportionately affecting professional administrative staff, the very individuals who ensure our union’s smooth functioning and the progress of our legal endeavors. These workers are indispensable to our mission, and every effort should be made to safeguard their jobs.

It’s clear that AFGE hasn’t considered all possible ways to reduce spending. I believe we should reassess our priorities and focus on protecting union jobs above all else. The staff represented by Local 2 are essential to any potential success. I urge President Kelley and the NEC to collaborate with Local 2 and find more sensible and innovative solutions that align with our shared labor movement values while maximizing our ability to fight back through legal, lobbying, and cutting-edge communication efforts. Cutting the BUEs represented by Local 2 is an unwise and costly decision that will put us in a weak position.

As a proud AFGE member, I join those advocating for transparency, fairness, and accountability. The strength of our union hinges on how we treat our members and making tough decisions that lead to the most effective and vital means of fighting back. Please do not cut our professional administrative staff!

Please contact and AFGE leadership and let them know that cutting professional administrative staff should be the LAST RESORT and LAST STAFF to consider being cut. 

Everett Kelley, National President
(202) 639-6455 (phone) 
(202) 639-6490 (fax)

Eric Bunn Sr., National Secretary-Treasurer
202-639-6438 (phone)
202-639-6437 (fax)

Kendrick Roberson, National Vice President for Women and Fair Practices
(202) 639-6416 (phone)
(202) 639-4107 (fax)
kendrick.roberson@afge.org

District 12 National Vice President
Email: Mario.Campos@afge.org​ Office: (760) 233-7600

In Solidarity,
Gary Locken
AFGE Member
Local 1061

The Defendants’ Motion to Dismiss in United States Department of Defense v. AFGE argues that the federal government’s lawsuit—seeking a declaratory judgment to pre-approve termination of collective bargaining agreements (CBAs) based on a new Executive Order—should be dismissed for three key reasons:

1. Lack of Article III Standing

• The government filed the lawsuit before the Executive Order was made public.
• Defendants argue there was no actual legal controversy at the time of filing because the unions hadn’t even seen the order yet.
• The government is seeking “legal certainty,” not resolving a real dispute, which does not meet constitutional requirements for a federal case.

2. Improper Venue

• Many of the defendant unions are located outside of Texas, and some (like AFGE District 10) are not even legal entities that can be sued.
• The lawsuit involves national unions and issues that are not specific to the Western District of Texas.

3. Misuse of the Declaratory Judgment Act

• The government is trying to preemptively block expected union lawsuits, which undermines the purpose of the Declaratory Judgment Act.
• A related lawsuit challenging the same Executive Order was already filed in California (AFGE v. Trump), making this case duplicative and unnecessary.

The motion asks the court to dismiss the case on jurisdictional and discretionary grounds, emphasizing that the federal government cannot use the courts to greenlight policy actions in advance, especially before affected parties even know what those actions are.