AFGE and the National VA Council (NVAC) have secured another important court victory protecting the collective bargaining rights of VA employees.

On August 7, a federal judge again blocked VA from attempting to terminate the AFGE–VA Master Collective Bargaining Agreement. VA had announced that it intended to end the agreement for most AFGE-represented employees effective August 8.

The court said no.

This marks the third time the court has intervened against VA’s attempts to terminate our negotiated agreement.

For employees at VA Greater Los Angeles, this means the fight to preserve our collective bargaining rights continues — and our Union continues to fight back.

Help AFGE Continue the Legal Fight

https://actionnetwork.org/fundraising/donate-afge

Court victories require attorneys, filings, appeals, and significant legal resources. AFGE and NVAC are fighting not just for a contract, but for the workplace rights and protections of hundreds of thousands of VA employees.

If you are able, please help support that fight.

SUPPORT AFGE’S LEGAL FIGHT — DONATE TODAY

Even a small contribution helps provide resources to continue defending federal employees and our collective bargaining rights.

Why This Case Matters

The AFGE–VA Master Agreement provides important workplace protections involving representation, grievances, disciplinary actions, health and safety, leave, workplace changes, official time, and many other conditions of employment.

When VA attempted to eliminate those protections, AFGE went to court.

When VA tried again, AFGE went back to court.

And when VA announced another attempt to terminate our agreement effective August 8, AFGE fought back again.

The litigation is not over. VA continues to challenge the court’s rulings, and additional proceedings and appeals are possible.

That is why continued support from AFGE members matters.

We Are Stronger Together

These court victories demonstrate the importance of having a strong union willing to stand up for employees when our rights are threatened.

AFGE Local 1061 stands with NVAC and AFGE National in this fight.

We will continue to provide updates at GLAUnion.com as the case develops.

Stay informed. Stay involved. Stay union strong.

AFGE Local 1061
VA Greater Los Angeles Healthcare System

Good evening everyone,

Earlier this evening, around 6:30 PM, VA Central Office Labor Management Relations (LMR) issued new guidance to the National VA Council regarding implementation of the court’s preliminary injunction restoring our Master Agreement.

👉 Join us and support the movement: https://join.afge.org/L1061

This is a significant development.

VA Central Office is now directing facilities—including here at GLA—to immediately return to pre-August 6, 2025 conditions for all AFGE-represented employees. In plain terms, management has been instructed to restore the full status quo under the Master Collective Bargaining Agreement.

What this means for GLA:

• The Master Agreement is back in effect
• All bargaining unit employees previously covered must be treated as covered again
• Contract rights, protections, and processes should be actively reinstated now
• This applies broadly—not selectively

However, we want to be clear:
While this guidance is a step in the right direction, compliance on the ground may lag or be inconsistent. We have already seen resistance and delays across the system, and we expect continued pushback.

What you should do:

• If you are being denied your contractual rights, document everything
• Notify your union immediately so we can act
• Continue to assert your rights under the restored agreement

We will be closely monitoring how GLA leadership implements this directive. If the agency fails to comply fully, it may raise serious concerns about continued noncompliance with the court’s order.

We will keep you updated as this develops.

In solidarity.

👉 Join us and support the movement: https://join.afge.org/L1061

🚨 Know Your Rights. Stay Informed. Stay Empowered. 🚨

If you’re looking for clear, real-world content on civil liberties, labor rights, and holding power accountable, I highly recommend checking out this YouTube channel:

👉 https://www.youtube.com/@rightswatchus

Today, the federal court issued a strong ruling reinforcing that the VA must honor and fully implement the Master Collective Bargaining Agreement (CBA). The judge made it clear that simply claiming compliance is not enough—the VA is expected to follow the agreement in practice, not just in name.

Importantly, the court signaled growing frustration with the agency’s failure to clearly comply, and further enforcement actions may be coming if this continues. This is a significant development that strengthens our position as employees and as a union.

What this means for you:

• Your union rights under the Master Agreement remain in effect
• You can request union representation in meetings
• Contract provisions—including official time and workplace protections—should be honored

This is a critical moment. Enforcement depends on all of us speaking up, documenting issues, and standing together.

👉 Now is the time to get involved.

https://join.afge.org/L1061

Together, we ensure accountability.

#UnionStrong #AFGE #VeteransAffairs #GLAUnion

March 21 4:30 PM update

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⚖️ Where the case stands

On March 13, 2026, a federal judge ordered the VA to:

👉 Immediately reinstate the AFGE Master Collective Bargaining Agreement (CBA)
👉 Restore all employee rights and protections

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🚨 What’s happening now

AFGE has filed a Motion to Enforce because:

• VA claims the contract is “reinstated”
• BUT is not actually following it

Across VA facilities (including GLA), management has:

• ❌ Denied union representation
• ❌ Denied official time
• ❌ Refused grievances and arbitrations
• ❌ Told employees the contract is “not in effect”
• ❌ Claimed they are “waiting for guidance”

👉 This is NOT compliance with a federal court order

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⚖️ Union action

AFGE/NVAC is taking this fight back to federal court to:

• 🚨 Force immediate compliance
• 🚨 Stop violations of employee rights
• 🚨 Hold the VA accountable

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🧠 What this means for YOU

👉 The CBA is legally in effect RIGHT NOW
👉 Your rights are active—even if management says otherwise

You are entitled to:

• ✔️ Union representation (Weingarten rights)
• ✔️ Official time
• ✔️ Grievance & arbitration procedures
• ✔️ Due process protections

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✊ This fight depends on ALL of us

The VA is counting on confusion and silence.
We win this by standing together.

👉 Join the fight. Become a member of AFGE Local 1061 today:
🔗 https://join.afge.org/L1061

Stronger membership = stronger enforcement = stronger protections for everyone.

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🛑 If your rights are denied

If management says:

• “The union isn’t reinstated”
• “You’re not eligible”
• “No official time”
• “No representation allowed”

Take action:

1. 📧 Document everything
2. 📣 State: “I am requesting union representation under the CBA”
3. 📞 Contact Local 1061 immediately
4. 📝 File or report the violation

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💬 Key message

👉 The court has already ruled
👉 The contract is in effect
👉 The VA must comply — no delay allowed

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🚨 Stand with Local 1061

Now is the time to be involved.

👉 Join AFGE Local 1061 and help enforce our rights:
🔗 https://join.afge.org/L1061

Together, we protect our workplace, our patients, and each other.

📢 AFGE LOCAL 1061 UPDATE

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⚖️ What happened?

On March 13, 2026, a federal judge ordered the Department of Veterans Affairs to:

👉 Immediately reinstate the 2023 AFGE Master Collective Bargaining Agreement (CBA)
👉 Restore all rights, protections, and benefits for bargaining unit employees

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✅ What rights are restored?

Under the reinstated contract, you are entitled to:

• ✔️ Weingarten rights (union representation)
• ✔️ Official time for representational duties
• ✔️ Grievance and arbitration procedures
• ✔️ Due process protections (discipline, PIPs, notice)
• ✔️ Union access, bargaining, and office space

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🚨 What is happening right now?

Across VA facilities—including GLA—management has:

• ❌ Denied union representation
• ❌ Denied official time
• ❌ Refused grievances and arbitrations
• ❌ Told employees the contract is “not reinstated”
• ❌ Claimed they are “waiting for guidance”

👉 This does NOT comply with the federal court order

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⚖️ What the Union is doing

AFGE/NVAC has filed a Motion to Enforce in federal court to:

• Compel the VA to fully comply immediately
• Stop ongoing violations of employee rights
• Hold the agency accountable to the court order

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🧠 What this means for Local 1061 members

👉 The contract is legally in effect NOW
👉 Your rights are active—even if management says otherwise

You should:

• Continue to assert your union rights
• Request representation when needed
• Submit requests for official time
• Use the grievance process

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🛑 If your rights are denied

If management tells you:

• “The union isn’t reinstated”
• “You’re not eligible”
• “No official time”
• “No representation allowed”

Take action:

1. 📧 Document everything (who, what, when)
2. 📣 State: “I am requesting union representation under the CBA”
3. 📞 Contact AFGE Local 1061 immediately
4. 📝 Notify your steward or file a grievance

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💬 Key message

👉 A federal court order is already in effect
👉 The CBA is reinstated and enforceable
👉 The VA must comply — delay is not allowed

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✊ Standing Strong for Our Workforce

AFGE Local 1061 will continue to:

• Defend your rights
• Hold management accountable
• Ensure full compliance with the law

Stay informed. Stay united. Stay strong.

On March 13, 2026, a federal court granted a preliminary injunction in a lawsuit brought by the American Federation of Government Employees (AFGE) against the U.S. Department of Veterans Affairs. The ruling temporarily blocks the VA’s attempt to terminate the national Master Collective Bargaining Agreement (CBA) covering approximately 300,000 VA employees.

The court found that the union demonstrated a likelihood of success on the merits of its claims and that allowing the termination to proceed could cause significant harm to employees and the collective bargaining process.

As a result, the VA is temporarily prohibited from enforcing the termination of the Master Agreement, meaning the existing contract and its protections—including grievance procedures, bargaining obligations, and union representation rights—should remain in place while the case continues.

“This ruling is an important development for VA employees and for federal labor rights,” said Gary Locken, Union Steward for AFGE Local 1061. “We will continue to monitor the case closely and keep our members informed as the legal process moves forward.”

Local 1061 will provide updates as more information becomes available.

AFGE Local 1061 extends its sincere thanks to AFGE and the NVAC Legal Team for their outstanding representation and continued defense of VA employees’ rights.

We especially want to recognize the successful representation of a Registered Nurse in a Title 38 Disciplinary Appeals Board (DAB) case, where a suspension was overturned and full relief granted under the Back Pay Act. This outcome reinforces a core union principle: every employee deserves due process, fairness, and a safe, just workplace.

“This case was never just about discipline—it was about fairness, due process, and protecting a nurse’s professional integrity. When employees are denied a fair hearing, the union must stand firm and push back. That’s exactly what happened here.”
— Gary Locken, RN
AFGE Local 1061 Steward

This victory reflects months of persistent advocacy. Steward Gary Locken, RN, worked closely with the NVAC Legal Team over several months to ensure the nurse received a fair hearing and equitable treatment, demonstrating the power of strong local representation supported by national legal expertise.

NVAC Legal Team Statement

“Title 38 DAB Appeal – Suspension Overturned: The VA suspended a Registered Nurse (RN) for allegations of inappropriate conduct and failure to document. The NVAC attorney appealed the major adverse action to a Disciplinary Appeals Board (DAB) pursuant to 38 U.S.C. §§ 7462–7464. At hearing, the deciding official admitted during cross-examination that they relied upon information not contained in the evidence file. The NVAC attorney argued that this conduct violated the RN’s due process rights and required automatic reversal. The DAB agreed and recommended to the Deputy Under Secretary for Health that the suspension be overturned based on the due process violation. The RN received full relief under the Back Pay Act.”

Why this matters

• Reinforces due process protections under Title 38
• Demonstrates the effectiveness of local union advocacy backed by NVAC legal expertise
• Sends a clear message: unjust discipline will be challenged—and overturned

Standing Strong Together

At a time when workplace protections and collective bargaining rights face unprecedented challenges, this win underscores the importance of union solidarity. AFGE and NVAC continue to fight for fairness, accountability, and respect for VA employees—and AFGE Local 1061 is proud to stand with them.

In Solidarity,
AFGE Local 1061

AFGE Local 1061 Update
January 23, 2026

“These policies—including a hiring freeze, illegal mass firings of VA employees, encouraged departures of more than 30,000 staff, and cancellation of thousands of contracts providing critical services and support to veterans—have reversed progress made over multiple Administrations and years of bipartisan work.

At the same time, VA’s communication under Secretary Collins—the least transparent Secretary in recent memory—has become delayed, distorted, and disingenuous. The Department has slow-walked and stonewalled Congressional oversight; retreated from long-held expectations of accountability and disclosure; and politicized the Department to an unprecedented degree.”

— Senator Richard Blumenthal
Ranking Member, Senate Committee on Veterans’ Affairs

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BREAKING THE PACT

Impacts of Trump, DOGE, and Secretary Collins’ Ongoing Assault on Veterans

A newly released Senate Committee on Veterans’ Affairs report provides a detailed, firsthand account of the current state of the Department of Veterans Affairs—told directly through the voices of veterans and VA employees.

The report documents how recent policy decisions are affecting:

• VA staffing and workforce stability
• Employee morale and retention
• Access to care and benefits for veterans and their families

These findings are grounded in testimony from frontline employees, veterans, caregivers, and stakeholders across the VA system.

Why this report matters to AFGE Local 1061 members

• Frontline perspectives: Elevates the voices of VA employees experiencing these changes firsthand
• Workforce impact: Highlights staffing pressures that directly affect working conditions and patient care
• Veteran outcomes: Shows how workforce instability impacts the quality and timeliness of services
• Informed advocacy: Provides credible documentation to support union advocacy and Congressional oversight

Take Action

We encourage all members to read and share this report. Staying informed strengthens our collective voice, supports transparency, and reinforces solidarity between VA workers and the veterans we serve.

👉 Read and share the report here:
https://www.veterans.senate.gov/services/files/A08A4C86-DB56-4A01-B98F-6ED1CF3F2B7A

Dear Local 1061 Sisters, Brothers, and Union Family,

I’m sharing an important video update that I believe is essential for all of us to watch:

▶️ https://www.youtube.com/watch?v=LIIwiXnX4j4

This message underscores what’s at stake for federal employees across the country and highlights the strength we have when we stand united. As AFGE members, we know firsthand that our power comes from our solidarity, our advocacy, and our commitment to protecting the rights and dignity of every federal worker.

I also want to express my full support for President Burke, whose steady leadership, dedication, and courage continue to guide Local 1061 through challenging times. His commitment to fighting for fair treatment, safe workplaces, and the best care for our veterans reflects the values that make this Local strong.

As we move forward, let’s continue to stay informed, stay engaged, and stand together. Our unity is our strength—now more than ever.

In solidarity,
Gary Locken
AFGE Local 1061 Steward

Dear Brothers and Sisters,

I hope you are all doing well. I want to take a moment to share important information about ongoing federal union litigation that directly affects us as VA healthcare workers. Across the country, AFGE, NVAC, and our sister councils are fighting back against attempts to strip away collective bargaining rights, terminate union contracts, and weaken the voice of frontline employees.

Right now, multiple major lawsuits are underway — including the NVAC national case challenging the VA’s termination of our Master Collective Bargaining Agreement. The outcomes of these cases will help determine whether agencies can silence workers, bypass bargaining, or unilaterally change workplace protections.

But one thing is absolutely clear: we are not powerless, and we are not alone.
Every day, VA nurses, doctors, social workers, technicians, and staff across the nation stand together in solidarity. We show through our work that quality veteran care and strong union representation go hand in hand.

Our strength has always come from unity — supporting each other, documenting issues, defending our rights, and advocating for the safest and best care for our veterans. Now more than ever, we must stay informed, stay connected, and stay engaged.

We continue caring for veterans with compassion and dedication.
Our union ensures we have the ability to speak up for safe staffing, fair policies, and the working conditions necessary to provide that high-quality care. That mission does not change.

Let’s stand strong, stay unified, and keep fighting — together — for our rights and for the veterans we proudly serve.

In solidarity,
Gary Locken
Union Steward, AFGE Local 1061
Greater Los Angeles VA Healthcare System

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Federal Union Litigation Dashboard (December 2025)

Focus: NVAC, VA Employees & Federal Union Rights

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1. NVAC v. U.S. Department of Veterans Affairs

• Court: U.S. District Court (District of Rhode Island)
• Filed: Nov 4, 2025
• Issue: VA’s termination of the Master CBA
• Status: Amended complaint filed; injunction pending
• Impact: Could restore the national VA union contract if NVAC wins.

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2. DoD/EPA/USDA/VA et al. v. AFGE (Fifth Circuit Appeal)

• Issue: Agencies attempted to pre-approve the cancellation of CBAs under Exec. Order 14251
• Status: Appeal voluntarily dismissed by the government on Dec 2, 2025
• Impact: Blocks agencies from using courts to justify pre-emptive contract cancellations.

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3. AFGE Council of Prison Locals v. Federal Bureau of Prisons

• Court: District of Connecticut
• Filed: Nov 2025
• Issue: BOP’s termination of union contract
• Impact: A win here strengthens NVAC’s position on similar issues.

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4. AFGE / NFFE / NTEU v. OPM & Federal Agencies (Exec. Order 14251 Challenge)

• Issue: Legality of “national security” exemptions removing employees from labor protections
• Status: Active; injunction motions filed
• Impact: Could overturn the basis used for CBA terminations.

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5. NVAC Grievances (Internal VA Filings)

• Filed: Four grievances Aug–Oct 2025
• Issue: Improper termination of MCBA
• Impact: Builds the factual record for future arbitration or court action.

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6. Agency-Wide Union-Rights Restoration Lawsuits

• Agencies: DHS, HUD, SSA, USDA, EPA
• Status: Varied; many active
• Impact: Federal precedents here may apply to VA.

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7. FLRA Review Actions

• Issue: VA & other agencies attempting to reclassify or remove bargaining units
• Status: Active challenges
• Impact: Critical for protecting bargaining-unit status.

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8. AFGE Council-Specific Lawsuits (EPA 238, HUD 222, etc.)

• Issue: Agencies refusing to bargain or voiding contract articles
• Impact: Strengthens union position government-wide.

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9. VA Bargaining-Unit Status Disputes

• Venue: FLRA
• Issue: VA attempts to move employees to “non-bargaining”
• Impact: Determines long-term bargaining rights at VA.

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10. Workforce Reorganization / RIF-Related Cases

• Issue: Broader federal reshaping of workforce protections
• Impact: May indirectly affect future VA labor rights.