Dear Chapter 282,

​​​​

NTEU and FDA have reached a Memorandum of Understanding regarding FDA’s plan to reorganize the FDA and establish a Human Foods Program.  ((CLICK ON THIS LINK FOR A PDF OF THE NEW MOU)))

 

In March of this year, FDA provided NTEU with formal Article 3 notice of its plan to reorganize the FDA and establish a unified Human Foods Program. The reorganization will unify the Center for Food Safety and Applied Nutrition, Office of Food Policy and Response and certain components of the Office of Regulatory Affairs and is the largest reorganization FDA has seen. Since March, NTEU has been involved in negotiations with the FDA in order to reach an agreement that ensures the reorganization is implemented in a manner that addresses the interests of our members and also mitigates any adverse effects of the changes. I am happy to announce that the parties have now executed the Memorandum of Understanding (MOU). This MOU will first be sent to NTEU members home email addresses later today.

 

Highlights of the MOU include the following:

 

1. Information to Impacted Employees. The FDA will provide transition information for realigned/reassigned employees regarding this management-initiated change.

 

1. Employee Requests for Reassignment. The parties have agreed to a process for BUE’s who were assigned to positions that include new or substantively different duties and responsibilities to request a reassignment (requests for reassignment shall be forwarded via email to the new supervisor within fifteen (15) workdays following implementation of this agreement.)

 

1. Telework and Alternative Work Schedules. All approved telework and remote work agreements, and work schedules, in effect prior to the reorganization will remain in effect after the reorganization.

 

1. Adjustment Period. Where there are changes to a bargaining unit employee’s position description and PMAPs, the employee will be permitted a ninety (90) calendar day adjustment period during which the supervisor will consider an employee’s lack of experience with the new duties and responsibilities as a mitigating factor when evaluating employee performance.

 

1. Performance Plan Closeout. The parties have laid out a process for what should occur if bargaining unit employees are assigned to a new supervisor, or new job duties and responsibilities that result in a new or revised PMAP due to the reorganization.

 

1. Survey of Affected Employees. The agency agrees to conduct a survey of bargaining unit employees six (6) months, and one (1) year after the reorganization to determine what challenges the employees are facing as a result of the reorganization.

 

NTEU Chapter 282 is the largest NTEU chapter in all of FDA and HHS. We incorporated employee feedback in our discussions and proposals that ultimately made up the content of the MOU. 

​

​

In Solidarity,

Anthony Lee

​

Join the Union:

​

If you haven’t already, consider joining the union: https://www.nteu.org/join . It’s a powerful way to have your voice heard and actively participate in shaping our workplace.

Your Voice Matters:

• Attend the upcoming meetings.

• Engage in constructive dialogue.

• Raise any concerns or questions you may have.

Thank you for your dedication and commitment. Our shared efforts will shape the future of the Human Foods Program and FDA.