🚨 UPDATE: Court Reinforces Union Rights at VA – Get Involved 🚨

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

gov.uscourts.rid.60786.39.0 Download

CBA REINSTATED — NOW WE ENFORCE IT TOGETHER

March 21 4:30 PM update

⚖️ 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

🚨 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

⚖️ 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

🧠 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

✊ 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.

🛑 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:

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

💬 Key message

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

🚨 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.

CBA REINSTATED BY FEDERAL COURT — KNOW YOUR RIGHTS

📢 AFGE LOCAL 1061 UPDATE

⚖️ 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

✅ 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

🚨 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

⚖️ 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

🧠 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

🛑 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:

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

💬 Key message

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

✊ 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.

Federal Court Blocks VA Attempt to Terminate Union Contract

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.