Frequently Asked Questions

You are eligible to join the union if you are an employee with an AFGE-affiliated union at your worksite.

However, certain types of work are statutorily excluded from eligibility to join the union, including the following positions:

• supervisors;
• management officials;
• confidential employees;
• employees engaged in personnel work;
• employees engaged in national security work; and
• employees engaged in audit functions.

If you’re unsure, take a look at the “Box 37 Bargaining Unit Status” on your SF-50 form which is in your official personnel folder. There, you’ll be able to confirm whether you’re eligible or not.

Membership in AFGE Local 704 is voluntary and employees are not automatically members of the union. However, the union is obliged to fairly represent all employees in the work unit regardless of whether they are a union member or not.

Become a member here: https://join.afge.org/.

If you choose to join, you will be asked to set up “E-dues”, authorizing electronic payment of union dues straight from your checking account or credit card. No one from management will know if you are a member of the union or not.

Yes, dues for retirees are assessed on a year by year basis. Learn more here.

Yes. AFGE Local 704 is no longer accepting payroll dues deduction. Set up E-dues here.

Information on benefits can be found here.

The AFGE Local 704 Board meets once a week on Monday at noon. Here are the union’s governing bylaws: AFGE Local 704 By-Laws.

Nicole Cantello, President, 704afge@gmail.com

Zack Sasnow, Treasurer, treasurer@afgelocal704.org

Loreen Targos, Executive Vice President, Membership & Organization, ltargos@gmail.com

Brian Kelly, Vice President, Professional Unit Labor Relations (Chief Steward), afge704@outlook.com

Emily Crispell, Vice President, crispell.emily@gmail.com

Ethel L. Crisp, Sergeant-at-Arms, leonara@aol.com

Jamie Stoik, Secretary of the Union, secretary@afgelocal704.org

Email 704afge@gmail.com or any other Board Member. The union is recruiting stewards, who represent employees in the workplace. We also have task forces covering disability rights, probationary rights, telework and remote work, plus congressional, union, non-profit and City of Chicago outreach.

Union stewards are trained to help out members. Contact 704afge@gmail.com and the union will connect you with a steward to get you the help you need.

AFGE Council 238 is an elected body made up of union members from all across the country. It is composed of 13 EPA unions, including ours. Local 704 represents 1000 EPA employees across 6 states in the Midwest.

The AFGE Council 238 bylaws, along with info on the Collective Bargaining Agreement and other resources, can be found here.

A list of Council 238 leadership and titles can be found here.

There are 14 AFGE districts in total. AFGE Local 704 belongs to District 7.

The Union has the right and obligation to represent all employees in the bargaining unit. This means that you have the right to have a union representative present in disciplinary actions, to help you file grievances, and more.

Employees have the right to be represented in any meeting with management in which working conditions are discussed.

“Weingarten rights” ensure the right of unionized workers to have a steward or someone else from the union present if the person is in a situation where they may be disciplined. The term “Weingarten” comes from a 1975 Supreme Court decision that forced the private sector to adopt these protections for workers. Three years later, the Civil Service Reform Act of 1978 extended these rights to cover government employees as well.

The Collective Bargaining Agreement states:

The Union shall be given the opportunity to be represented at any formal discussion, between one or more representatives of the Agency and one or more employees in the unit of their representation concerning any grievance or any personnel policy or practices or other general conditions of employment.

Management also needs to provide reasonable advanced notice (>2 workdays), except in urgent or unexpected cases.

Usually, you need to file a grievance within 30 days of the management action you are disputing. The union helps you file a grievance and provides a steward to represent you.

Email 704afge@gmail.com and the union will help you with the process.

You can file a grievance for any violation of the contract, or any policy, rule, regulation or statute.

If you file a grievance, you are entitled to arbitration. Arbitration means an independent person  will be able to step in and order management to stop the violation. Management is required to answer all grievances, so filing a grievance is a way to be certain your concern will be heard.

Arbitrators are independent from management, and when the arbitrator makes a decision, it is binding on management and the union. This means an arbitrator has power to order management to fix your problem.

Details on the arbitration process begin on page 83 of the Collective Bargaining Agreement.

Yes. The union has the right to appeal an arbitrator’s ruling to the Federal Labor Relations Board.

When there is a change in working conditions, the union may demand to bargain (negotiate) over the effects to employees of the action. Further, the union may demand to bargain at the midpoint of our contract’s term, or in preparation for the contract expiring.

Mid-term bargaining is when the union and the agency negotiate contract terms while the current Collective Bargaining Agreement is still in effect. It is a method to address new issues that have come up which may not be addressed under the current agreement.

Please watch Union communications for updates on mid-term bargaining.

Union members will determine which provisions of the contract will be improved at mid-term bargaining. All members will have a say in the decision to ratify our contract.