The Department of Veterans Affairs has officially terminated three major collective bargaining agreements with employee unions, marking what labor representatives call “an unprecedented assault” on federal workers’ rights. This decision, affecting over 280,000 VA employees nationwide, came after months of increasingly tense negotiations broke down last week.
I’ve spent the past three days speaking with officials on both sides of this dispute. “This isn’t just about contract language—it’s about the future of care for our veterans,” said Robert Wilkie, VA Secretary, during our phone conversation yesterday. The termination impacts agreements with the American Federation of Government Employees, National Association of Government Employees, and National Federation of Federal Employees.
Union leadership paints a starkly different picture. “They’ve blown up decades of established labor relations precedent,” AFGE President Everett Kelley told me during an interview at their Washington headquarters. “Our members are the backbone of VA medical centers across America. This move puts veteran care at risk.” According to VA documents I’ve reviewed, the department plans to implement new work rules starting September 1st.
The dispute centers on three key issues: telework policies, performance evaluation standards, and disciplinary procedures. VA leadership maintains current agreements hamper their ability to address staffing shortages affecting approximately 43,000 positions across the system. Data from the VA Inspector General’s office shows these vacancies have contributed to an 18% increase in appointment wait times over the past year.
Congressional response has split along party lines. Representative Mark Takano (D-CA), ranking member of the House Veterans Affairs Committee, described the termination as “reckless” during yesterday’s committee hearing. “The administration promised to protect federal workers, but this action does exactly the opposite,” Takano stated, referencing President Biden’s previous commitments to strengthen labor protections.
I’ve covered federal labor relations for nearly fifteen years, and this move represents the most significant shift in federal collective bargaining since the 2018 executive orders limiting union activities. Those orders were eventually blocked by federal courts, but this contract termination operates under different legal mechanisms that may prove more durable.
The timing has raised eyebrows across Washington. Coming just three months before midterm elections, this decision energizes both labor activists and government reform advocates. A recent Gallup poll indicates 62% of Americans believe federal employees should maintain collective bargaining rights, though 53% support reforms to make dismissing underperforming workers easier.
Veterans service organizations have expressed concern about potential impacts on care quality. “Whatever happens with these labor disputes, veteran care cannot become collateral damage,” said Disabled American Veterans National Commander Dennis Nixon in a statement released this morning. The organization represents over 1 million disabled veterans nationwide.
Legal challenges appear inevitable. According to documents filed with the Federal Labor Relations Authority, union attorneys argue the termination violates both the Civil Service Reform Act and specific provisions within the existing contracts. The FLRA typically takes 6-9 months to rule on such disputes, according to their case processing statistics.
Healthcare workers represent approximately 68% of affected employees. Dr. Jennifer Morris, Chief of Cardiology at the Minneapolis VA Medical Center, expressed concerns during our conversation. “We’re already struggling with burnout and staffing shortages. This creates more uncertainty for our teams when stability is what veterans need most.”
Internal VA communications obtained through a source indicate the department has prepared contingency staffing plans if significant numbers of employees participate in “sick-outs” or other work actions. Federal employees are prohibited from striking, but informal work slowdowns have occurred in previous labor disputes.
This situation creates a particularly challenging dilemma for the White House, which has publicly supported both federal unions and VA reform efforts. When approached for comment, a White House spokesperson provided a carefully worded statement: “The President supports both strong labor protections and ensuring veterans receive world-class care. We encourage all parties to return to good-faith negotiations.”
I’ve reported on numerous federal labor disputes throughout my career at Epochedge. This one feels different. The scale, timing, and potential precedent-setting nature make it particularly significant. As one senior VA human resources official told me off the record, “What happens here will echo across every federal agency’s labor relations strategy for years to come.”
For veterans seeking care across VA’s 1,255 health facilities, the immediate impact remains unclear. The department insists service continuity remains their primary focus. Union officials counter that undermining workplace protections inevitably affects care quality. Meanwhile, congressional oversight hearings are scheduled for next week, where both sides will present their cases.
The path forward remains uncertain, but the stakes couldn’t be higher—both for federal labor relations and for the millions of veterans who depend on VA services every day.
