Please click on the topic you are interested in learning about from the resources list below.
Bargaining Unit Status (BUS)
General Information
Bargaining unit status (BUS) codes are more than just numbers; they represent collective bargaining rights, entitlements to national consultation rights, and entitlements to official time for representation under federal law. Bargaining unit status refers to an employee’s eligibility to be represented by a labor union within the federal government. This status is indicated by a code, which can be found in Block 37 on the Standard Form 50 (SF-50).
The Office of Personnel Management (OPM) maintains a list of bargaining unit names and codes on their Federal Labor Management Information System (FLIS) website.
Federal Labor Management Information System
General Guidance
The criteria for determining whether a position is excluded from the bargaining unit (and coded as 8888) is established by law. Types of positions excluded from coverage by a bargaining unit are found in 5 U.S.C. § 7112{b)(ll through (7).
Definitions relevant to making determinations regarding exclusion from a bargaining unit are found in 5 U.S.C. § 7103(a). If the position is not excluded from the bargaining unit by law, then a determination must be made as to whether the position is not in a bargaining unit (BUS code 7777) or in a bargaining unit (BUS code for the bargaining unit).
Key Bargaining Unit Status Codes
Bargaining Unit Status: XXXX
You are a NFFE-xxx Bargaining Unit Employee. You are covered by the NFFE-xxx Master Agreement.
Bargaining Unit Status: 7777
You are not a NFFE-xxx Bargaining Unit Employee. You are not covered by the NFFE-xxx Master Agreement.
An SF-50 with a code of 7777 in Block 37 indicates that your position is eligible for coverage by a bargaining unit, but no unit currently exists. If you are in a position with this code, you should contact your FS HRM or an attorney knowledgeable in federal employee law to verify your eligibility and any steps necessary to join a bargaining unit.
Bargaining Unit Status: 8888
You are not a NFFE-xxx Bargaining Unit Employee. You are not covered by the NFFE-xxx Master Agreement.
An SF-50 with a code of 8888 in Block 37 indicates you are excluded from representation by any federal union.
This does not necessarily mean that an entire unit is exempt from Union representation. Because the position itself is covered, the duties of the position must be reviewed. A position might be in a unit which has Union representation but the position may be coded as 8888 because of an exemption. The Federal Service Labor-Management Relations Statute identifies those positions that are excluded from a Bargaining Unit. See list below for 6 categories of Bargaining Unit exclusions:
-Management Officials
-Supervisors
-Confidential Employees (Only refers to those with direct access to Labor-Management Relations info)
-Employees engaged in Personnel Work
-Employees engaged in National Security activities
-Employees involved in Internal Audit functions
Bullying / Harassment
General Information
Bullying and harassment are both forms of aggressive behavior that can create hostile environments, but they have distinct characteristics and legal implications. Bullying typically involves repeated, unwanted actions that target an individual, often exploiting an imbalance of power, and can be based on various traits or characteristics of the victim.
Harassment, on the other hand, is often legally defined as behavior that is based on a protected class, such as race, color, religion, sex, age, disability, or national origin.
National Park Service Policy
The National Park Service is committed to maintaining a work environment in which all people are treated with dignity, fairness, and respect, and are free from harassment, bullying, and retaliation. This policy applies to all National Park service employees in their working relationship with other Federal employees, non-Federal employees, and the public. The policy also applies to persons working under contract or other formal agreements with the National Park Service, such as Administratively Determined (AD) and volunteers.
National Park Service Anti-Harassment Policy LINK NEEDED
Union Master Agreement
INSERT ARTICLES FROM OUR MASTER AGREEMENT PERTAINING TO EMPLOYEE RIGHTS REGARDING TO BULLYING/ HARRASMENT, ETC
The above is not all Master Agreement information on bullying and harassment. Bargaining Unit Employees are encourage to read the MA and contact a Union Steward for further information and assistance.
NFFE-Local 465 Committees
General Information
Local 465 Committees are standing committees addressing ongoing concerns and issues with Bargaining Unit Employees and Union Members. Each is staffed by subject matter experts in the respective areas of interest.
Local 465 Committees
- Communications
- Legislative (nffe465.legislative@gmail.com)
- Election
- Collective Bargaining Agreement (CBA) Book Club
Government Shutdown
General Information
The House passed the Continuing Resolution (CR) on January 08, 2026, in a 397-28 vote. The Senate passed the CR on January 15, 2026, in a 82-15 vote. The president signed the legislation on January 23, 2026.
The CR will expire on September 30, 2026, at 11:59:59 pm ET.
Background: Government Shutdowns
When there is a budget impasse where Congress has not passed required appropriations, this page activates to assist Union members and Bargaining Unit Employees in the event of a budget funding lapse and federal employees are furloughed. All government shutdowns have been precipitated by a lapse in government appropriations.
Historically, a government shutdown due to a lapse is appropriated funding has significant impact upon a large segment of federal employees, but not all.
Historically, a government shutdown due to a lapse is appropriated funding has had minimal, indirect impact upon most Americans.
Federal Shutdown Information
Biden White House Archives: Agency Contingency Plans
Trump White House: Agency Contingency Plans. This is a dead link as the Trump administration offers no help to federal employees.
Committee for a Responsible Federal Budget
Government Shutdowns Q&A: Everything You Should Know
2019 Government Employee Fair Treatment Act
As a reminder, NFFE fought hard to pass the 2019 Government Employee Fair Treatment Act . This ensures that in the event of a funding lapse, all furloughed employees will receive their pay retroactively upon the government reopening. In the past, furloughed employees relied on the Congress to grant special authority to pay workers for the time spent at home during a shutdown. Under the 2019 law, all affected federal workers are guaranteed to receive backpay.
What happens if a shutdown happens?
- Report to work as usual unless the Park Service informs you in writing that you are officially furloughed. Otherwise, you risk an unexcused absence if you are not furloughed.
- Review your personal finances and prepare for the possibility of delayed paychecks.
- ?
Shutdown Support for Federal Employees
Comprehensive Support List – Banks
Comprehensive Support List – Credit Unions
Comprehensive Support List – Food Banks
Consumer Financial for Credit Counseling
National Foundation for Credit Counseling (NFCC)
Low Income Home Energy Assistance Program
Federal Employee Education and Assistance Fund for Federal Civilian Employees
Partnership for Public Service: Resources for Federal Employees
NYT: How Federal Workers Can Find Financial Assistance as Shutdown Drags On
Unemployment Compensation for Furloughed Federal Employees and Contractors: A Guide to the Shutdown
AFL-CIO: State Resources for Shutdown-Impacted Federal Employees
Other Resources
DOL Unemployment Insurance Q&A – Adobe File – 119.18 kB.
2015 OMB Furlough Guidance – Adobe File – 441.30 kB.
2021 OMB Furlough Guidance – Adobe File – 588.68 kB.
2021 OMB Agency Operations during a Lapse in Appropriations FAQs – Adobe File – 275.82 kB.
2025 OPM Guidance for Shutdown Furloughs (September 28, 2025) – Adobe File – 646.30 kB.
Hatch Act
General Information
The Hatch Act of 1939 limits certain political activities of federal employees, as well as some state, DC, and local government employees who work in connection with federally funded programs. The law’s purposes are to ensure that federal programs are administered in a nonpartisan fashion, to protect federal employees from political coercion in the workplace, and to ensure that federal employees are advanced based on merit and not based on political affiliation.
Federal Employee Hatch Act Information
Except for the President and Vice President, all federal civilian executive branch employees are covered by the Hatch Act, including employees of the U.S. Postal Service. Even part-time employees are covered by the Act, and all employees continue to be covered while on annual leave, sick leave, leave without pay, or furlough. However, employees who work on an occasional or irregular basis, or who are special government employees, as defined in title 18 U.S.C. § 202(a), are subject to the restrictions only when they are engaged in government business. Federal employees fall within two categories under the Hatch Act, Further Restricted and Less Restricted.
Less Restricted Employees
Most federal executive branch employees (except those listed under Further Restricted Employees) are considered Less Restricted under the Hatch Act. Less Restricted employees may take an active part in partisan political management or partisan political campaigns.
Further Restricted Employees
Further restricted federal executive branch employees are prohibited from engaging in partisan political management or partisan political campaigns. Generally, Further Restricted employees are those employed in intelligence and enforcement-type agencies (except employees appointed by the President, by and with the advice and consent of the Senate).
Guide to the Hatch Act for Federal Employees
Guide to the Hatch Act for Federal Employees Adobe File – 80.21 kB.
Know Your Rights
General Information
In the private sector, the U.S. Supreme Court recognized that bargaining unit employees have the right to have a union representative present in disciplinary meetings. NLRB v. J. Weingarten, Inc., 420 U.S. 251 (U.S. 1975). Federal employees have the same Weingarten rights, pursuant to 5 USC 7114 (a)(2)(B). Federal agencies are required to notify employees of their Weingarten rights on an annual basis.
Weingarten Rights
Not all meetings are subject to the Weingarten rule. To trigger the Weingarten right:
- A bargaining unit employee must be called to a meeting by an agency representative;
- The examination must occur in connection with an investigation;
- The employee reasonably believes that the examination may result in discipline; and,
- The employee must request representation.
If any of those four elements is not met, then the bargaining unit employee may not be entitled to Weingarten representation. It is most crucial that any employee called into an investigative interview request union representation as soon as possible – both to your local union officers and also to the agency.
If the agency asks you to waive your right to union representation at a meeting, NFFE strongly encourages you to decline to answer any questions until you have a union representative present. Even if the agency tells you that the meeting is not disciplinary in nature, if you have a good faith reason to believe that the information discussed could lead to your discipline, you have the right to request union representation.
Generally, meetings where the agency hands a bargaining unit employee a proposed or final discipline are not subject to Weingarten rights.
Union Know Your Rights Poster v1 – Adobe File – 269.12 kB
Union Know Your Rights Poster v2 – Adobe File – 156.89 kB
FLRA Weingarten Rights
Union Activity
When union officials serve as representatives for a bargaining unit, they are engaged in protected conduct. This means that they cannot be disciplined for conduct that would otherwise be cause for discipline (such as shouting or pounding a fist on a table) unless the agency can show that the behavior falls under the category of “flagrant misconduct and opprobrious conduct.” The same is true of bargaining-unit employees who are asserting their workplace rights (pursuing grievances, bargaining a contract, inquiring about safety, or discussing potential discipline).
Employees, including union representatives, may not engage in physical conduct, intimidation, or threats. That is not protected activity.
Bargaining unit members are further engaging in protected activity when they peacefully picket or rally regarding issues of professional importance, on behalf of themselves and other workers, or lobbying members of Congress or the Executive Branch.
Prohibited Personnel Practices
Prohibited personnel practices are described in 5 USC 2302 (b). Such practices are banned in the federal workforce because they violate the merit system through either employment discrimination, retaliation, improper hiring practices, or failure to adhere to laws, rules, or regulations that directly concern the merit system principles.
In general, a personnel action is a significant change in duties, responsibilities, or working conditions including, but not limited to: appointments, promotions, disciplinary actions, details, transfers, reinstatements, performance evaluations, or awards.
An agency is prohibited from making a personnel action that is based on employment discrimination, merit systems violations, retaliation for protected activity (such as union activity or whistleblowing), or a violation of law, rule or regulation – including the U.S. Constitution and collectively bargained agreements.
Violations of veterans’ preference, nepotism, threats of reprisal, and censorship related to scientific research or analysis (scientific integrity) are all included as prohibited motivations for a personnel action.
A prohibited personnel practice may occur even if a supervisor recommends an action based on one of the prohibited categories.
Douglas Factors
When a supervisor disciplines an employee, the discipline must conform to the requirements of the Douglas Factors. The Douglas Factors are a set of criteria that federal agencies must consider before taking disciplinary action against an employee to ensure that any penalties are fair, consistent, and appropriate to the specific circumstances of the case.
These factors were established in the 1981 case of Douglas v. Veterans Administration, 5 M.S.P.R. 280 (1981) by the Merit Systems Protection Board (MSPB). The MSPB has established 12 factors that agencies must balance when deciding on a penalty:
- The nature and seriousness of the offense, and its relation to the employee’s duties, position, and responsibilities, including whether the offense was intentional or technical or inadvertent, or was committed maliciously or for gain, or was frequently repeated;
- The employee’s job level and type of employment, including supervisory or fiduciary role, contacts with the public, and prominence of the position;
- The employee’s past disciplinary record;
- The employee’s past work record, including length of service, performance on the job, ability to get along with fellow workers, and dependability;
- The effect of the offense upon the employee’s ability to perform at a satisfactory level and its effect upon supervisors’ confidence in the employee’s ability to perform assigned duties
- Consistency of the penalty with those imposed upon other employees for the same or similar offenses;
- Consistency of the penalty with any applicable agency table of penalties;
- The notoriety of the offense or its impact upon the reputation of the agency;
- The clarity with which the employee was on notice of any rules that were violated in committing the offense, or had been warned about the conduct in question;
- Potential for the employee’s rehabilitation;
- Mitigating circumstances surrounding the offense such as unusual job tensions, personality problems; mental impairment; harassment; or bad faith, malice or provocation on the part of others involved in the matter; and
- The adequacy and effectiveness of alternative sanctions to deter such conduct in the future by the employee or others.
Not all of the Douglas factors are pertinent in every case. If you believe discipline is being proposed against you in a manner that violates the Douglas factors, contact your local union officers as soon as possible so that they may evaluate your options.
OPM Douglas Factors (PDF)
PII – Personally Identifiable Information
General Information
National Institute of Standards and Technology (NIST) Special Publication 800-122 defines personally identifiable information as “any information about an individual maintained by an agency, including (1) any information that can be used to distinguish or trace an individual‘s identity, such as name, social security number, date and place of birth, mother‘s maiden name, or biometric records; and (2) any other information that is linked or linkable to an individual, such as medical, educational, financial, and employment information.”
Posttraumatic Stress Disorder (PTSD)
General Information
Posttraumatic stress disorder (PTSD) is a mental health problem. PTSD can only develop after you go through or see a life-threatening event. It’s normal to have stress reactions to these types of events, and most people start to feel better after a few weeks. If symptoms last longer than a month and are causing problems in your life, it could be PTSD.
PTSD: National Center for PTSD
A variety of handouts, posters and flyers that you can use to raise PTSD awareness:
Veterans Affairs / Health Care / PTSD: National Center for PTSD
Prohibited Personnel Practices
General Information
Prohibited personnel practices (PPPs) are employment-related activities that are banned in the federal workforce because they violate the merit system through some form of employment discrimination, retaliation, improper hiring practices, or failure to adhere to laws, rules, or regulations that directly concern the merit system principles.
OSC Prohibited Personnel Practices Poster (2018) Adobe File – 70.23 kB
OSC Prohibited Personnel Practices Poster (2024) Adobe File – 146.58 kB
Discrimination
An agency official shall not discriminate against an employee or applicant based on race, color, religion, sex, national origin, age, disability (or handicapping condition), marital status, or political affiliation. 5 U.S.C. § 2302(b)(1)
Considering Inappropriate Recommendations
An agency official shall not request or consider a recommendation based on political connections or influence. 5 U.S.C. § 2302(b)(2)
Coercing Political Activity
An agency official shall not coerce the political activity of any person or retaliate against an employee for refusing to engage in political activity. 5 U.S.C. § 2302(b)(3)
Obstructing Competition
An agency official shall not intentionally deceive or obstruct anyone from competing for employment. 5 U.S.C. § 2302(b)(4)
Influencing Withdrawal from Competition
An agency official shall not influence anyone to withdraw from competition in order to improve or injure the employment prospects of any person. 5 U.S.C. § 2302(b)(5)
Granting Unauthorized Advantage
An agency official shall not give an unauthorized advantage in order to improve or injure the employment prospects of any person. 5 U.S.C. § 2302(b)(6)
Nepotism
A federal government employee shall not engage in nepotism (i.e., hire, promote, or advocate the hiring or promotion of relatives). 5 U.S.C. § 2302(b)(7)
Whistleblower Retaliation
An agency official shall not retaliate against an employee for whistleblowing. 5 U.S.C. § 2302(b)(8)
Other Retaliation
An agency official shall not retaliate because an employee:
- filed a complaint, grievance or appeal;
- testified for or helped someone else with one of these activities;
- cooperated with or disclosed information to the Special Counsel or an Inspector General; or,
- refused to obey an order that would require the employee to violate a law, rule, or regulation.
Other Discrimination
An agency official shall not discriminate due to conduct that does not adversely affect job performance. 5 U.S.C. § 2302(b)(10)
Veterans Preference
An agency official shall not take or fail to take, recommend, or approve a personnel action if the official knows that doing so would violate a veterans’ preference requirement. 5 U.S.C. § 2302(b)(11)
Violating Rules That Implement a Merit System Principle
An agency official shall not take or fail to take a personnel action if doing so would violate a law, rule or regulation implementing or directly concerning the merit system principles. 5 U.S.C. § 2302(b)(12)
Imposing Nondisclosure Agreement That Doesn’t Allow Whistleblowing
An agency official shall not implement or enforce a non-disclosure policy, form or agreement if it does not contain a specific statement notifying employees of their rights, obligations, or liabilities relating to classified information, communications to Congress, whistleblowing to an Inspector General, or any other whistleblower protection. 5 U.S.C. § 2302(b)(13)
Accessing Medical Records in Furtherance of Another PPP
An agency official shall not access the medical record of another employee or applicant in furtherance of any conduct proscribed by the 13 other PPPs. 5 U.S.C. § 2302(b)(14)
RIF – Reduction in Force
General Information
The U.S. Office of Personnel Management develops policy and provides guidance to Federal agencies regarding Reduction in Force (RIF). When an agency must abolish positions, the RIF regulations determine whether an employee keeps his or her present position, or whether the employee has a right to a different position. The regulatory requirements governing reduction in force are contained in Title 5, Code of Federal Regulations, Part 351.
RIF Factors
Federal agencies must follow the procedures contained in the Code of Federal Regulations when conducting a RIF. The law provides that OPM’s RIF regulations must give effect to four factors in releasing employees:
- tenure of employment (e.g., type of appointment);
- veterans’ preference;
- length of service; and,
- performance ratings.
References
Title 5, Code of Federal Regulations, Part 351 Revised 25 February 2025.
Title 5, Code of Federal Regulations, January 2024, Adobe File – 3.52 MB.
Title 5, Code of Federal Regulations, Part 351 2011, Adobe File – 205.48 kB.
OPM Reduction in Force (RIF) Basics March 2025, Adobe File – 215.06 kB.
OPM Workforce Reshaping Operations Handbook March 2017, Adobe File – 749.40 kB.
OPM Workforce Reshaping Operations Handbook Appendix March 2017, Adobe File – 708.51 kB.
Training
General Information
A variety of In-person trainings (Including steward training) are held at William W. Winpisinger Center (W3) in Maryland.
To attend, you must be on furlough or use Annual/Sick leave from your normal duties.
Spaces are limited for each class, so if you are interested please pay attention to registration deadlines.
If you do sign up, the information provided (i.e. name) will be used when purchasing plane tickets and needs to match your State ID or Passport.
Upcoming Training Dates
Insert dates and locations here
File a Grievance
General Information
A NFFE (National Federation of Federal Employees) union grievance is a formal complaint filed by a union member against their employer, typically the National Park Service (NPS), alleging a violation of the collective bargaining agreement or other workplace policies. The NFFE union files these grievances on behalf of its members to address issues such as unfair labor practices, contract violations, and workplace conditions.
The grievance process in a unionized environment usually involves several steps. If the grievance is not resolved at initial stages, it may escalate to higher levels of management and potentially to mediation or arbitration.
It’s important to note that unions have discretion over which grievances to pursue and how to handle them, which can sometimes lead to strategic decisions that may not always align with individual members’ interests.
NFFE Complaint (Grievance) Forms
A NFFE complaint (grievance) alleges an violation by the agency of the Master Agreement, the law, government rules or policies, fair treatment or past practice. Before you file a grievance, check the Master Agreement to find out about your specific grievance procedure. Talk with your shop steward or Union Representative for help.
Insert forms here
Grievance Writing Tips
- Limit statements on the grievance form to basic facts.
- Think of the Six Ws — Who, What, When, Where, Why, and Witnesses.
- Do not include arguments, evidence, and justifications at the time.
- Do include all provisions of the contract you believe have been violated.
- State the specific remedies being requested: i.e. pay claim, remove discipline, etc.
- Sign and date your grievance after reviewing the prepared grievance for accuracy, especially dates.
- Turn your grievance form into the union in a timely manner.
