[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"doc-seo-237510-105":3,"detail-sidebar-cat-1-en-105":81,"doc-detail-237510-en":126},{"code":4,"msg":5,"data":6},0,"ok",{"site_id":7,"language":8,"slug":9,"title":10,"keywords":11,"description":12,"schema_data":13,"social_meta":74,"head_meta":76,"extra_data":78,"updated_unix":80},105,"en","memorandum-of-understanding-department-of-health-and-human-services-and-national-treasury-employees-union","Memorandum of Understanding - Department of Health and Human Services and National Treasury Employees Union","","Memorandum of Understanding establishes procedures between the Department of Health and Human Services (HHS) and the National Treasury Employees Union (NTEU) to implement the Gender Identity Non-Discrimination and Inclusion Policy. It governs employee notification, bargaining and notice for subsequent guidance changes, and a framework for implementation status updates. The agreement specifies access to sanitary and related facilities, including restroom availability, restrictions, signage, and protections against discipline, plus remote-work and relocation discussions for medically necessary healthcare.",{"@graph":14,"@context":73},[15,34,56],{"@type":16,"itemListElement":17},"BreadcrumbList",[18,23,27,31],{"item":19,"name":20,"@type":21,"position":22},"https://docshare.wps.com","Home","ListItem",1,{"item":24,"name":25,"@type":21,"position":26},"https://docshare.wps.com/template/","Template",2,{"item":28,"name":29,"@type":21,"position":30},"https://docshare.wps.com/template/letters/","Letters",3,{"item":32,"name":10,"@type":21,"position":33},"https://docshare.wps.com/template/memorandum-of-understanding-department-of-health-and-human-services-and-national-treasury-employees-union/237510/",4,{"url":32,"name":10,"@type":35,"image":36,"author":41,"headline":10,"publisher":44,"fileFormat":47,"inLanguage":8,"description":12,"dateModified":48,"datePublished":49,"encodingFormat":47,"isAccessibleForFree":50,"interactionStatistic":51},"DigitalDocument",{"url":37,"@type":38,"width":39,"height":40},"https://docshare.wps.com/thumbnails/memorandum-of-understanding-department-of-health-and-human-services-and-national-treasury-employees-union/237510.png","ImageObject",442,249,{"name":42,"@type":43},"Evangeline","Person",{"url":19,"name":45,"@type":46},"DocShare","Organization","application/pdf","2026-10-23","2026-09-11",true,{"@type":52,"interactionType":53,"userInteractionCount":55},"InteractionCounter",{"@type":54},"ViewAction",11,{"@type":57,"mainEntity":58},"FAQPage",[59,65,69],{"name":60,"@type":61,"acceptedAnswer":62},"How will employees be informed about the Gender Identity Non-Discrimination and Inclusion Policy?","Question",{"text":63,"@type":64},"Before implementation at any location, HHS will apprise bargaining unit employees via email with a copy of the MOU and designated point-of-contact information. Employees will be provided reasonable duty time to review the email and attachments.","Answer",{"name":66,"@type":61,"acceptedAnswer":67},"What bargaining or notice steps apply if the guidance changes?",{"text":68,"@type":64},"If HHS intends to implement subsequent changes, it will provide notice to NTEU and an opportunity to bargain to the extent required by 5 U.S.C. Chapter 71. Local changes related to employment conditions must be handled through notice and local bargaining consistent with the MOU and the 2023 National Agreement.",{"name":70,"@type":61,"acceptedAnswer":71},"What does the MOU require regarding restroom access and restrictions?",{"text":72,"@type":64},"HHS must provide prompt access, avoid unreasonable restrictions, and ensure restrictions do not cause extended delays. It also addresses how restrooms may be configured, how temporary placards and supporting signage will be used, and limits discipline or leave requirements when an acceptable alternative is not nearby.","https://schema.org",{"og:url":32,"og:type":75,"og:title":10,"og:site_name":45,"og:description":12},"article",{"robots":77,"canonical":32},"index,follow",{"doc_id":79,"site_id":7},237510,1790023984,{"code":4,"msg":82,"data":83},"success",[84,88,93,98,103,108,113,117,122],{"id":55,"doc_module":22,"doc_module_name":25,"category_name":85,"show_sort_weight":86,"slug":87},"Presentations",90,"presentations",{"id":89,"doc_module":22,"doc_module_name":25,"category_name":90,"show_sort_weight":91,"slug":92},12,"Resumes",80,"resumes",{"id":94,"doc_module":22,"doc_module_name":25,"category_name":95,"show_sort_weight":96,"slug":97},14,"Invoices",70,"invoices",{"id":99,"doc_module":22,"doc_module_name":25,"category_name":100,"show_sort_weight":101,"slug":102},15,"Posters",60,"posters",{"id":104,"doc_module":22,"doc_module_name":25,"category_name":105,"show_sort_weight":106,"slug":107},16,"Social Media",50,"social-media",{"id":109,"doc_module":22,"doc_module_name":25,"category_name":110,"show_sort_weight":111,"slug":112},17,"Forms",40,"forms",{"id":114,"doc_module":22,"doc_module_name":25,"category_name":29,"show_sort_weight":115,"slug":116},18,30,"letters",{"id":118,"doc_module":22,"doc_module_name":25,"category_name":119,"show_sort_weight":120,"slug":121},21,"Paper Templates",5,"papers-templates",{"id":123,"doc_module":22,"doc_module_name":25,"category_name":124,"show_sort_weight":4,"slug":125},158,"General","general-158",{"code":4,"msg":82,"data":127},{"doc_id":79,"user_id":128,"nickname":42,"user_avatar":129,"doc_module":22,"category_id":114,"category_name":29,"doc_title":10,"doc_description":12,"doc_content":130,"file_id":131,"file_url":132,"file_type":133,"file_size":134,"view_count":55,"is_deleted":4,"is_public":22,"is_downloadable":22,"audit_status":22,"page_count":135,"language":136,"language_code":8,"site_id":7,"html_lang":8,"table_of_contents":137,"faqs":138,"seo_title":139,"seo_description":12,"update_tm":140,"read_time":26},13056703019662,"https://ap-avatar.wpscdn.com/avatar/be000253a8e92610077?_k=1778726343310543188","MEMORANDUM OF UNDERSTANDING  \nBETWEEN  \nDEPARTMENT OF HEALTH AND HUMAN SERVICES  \nAND  \nNATIONAL TREASURY EMPLOYEES UNION  \nThis memorandum of understanding (MOU) between the Department of Health and Human Services,(HHS, or Agency), and the National Treasury Employees Union (NTEU or Union) (the“parties”) is in response to HHS’ Gender Identity Non-Discrimination and Inclusion Policy (“Policy”) . The parties agree that this MOU will govern the procedures for implementing the new guidance. The parties agree that the implementation of the updated guidance will be in accordance with this MOU and the procedures set forth in the 2023 National Agreement (“NA”) between the Department of Health and Human Services and the National Treasury Employees Union.  \nThe Parties agree to the following provisions:  \nSection 1 – Informing Employees of the Policy  \nPrior to the implementation of this policy at any location, the Agency will apprise all bargaining unit employees of the implementation via email. The email will include a copy of this MOU, as well the contact information for a designated point of contact, per Division, for employees to raise any questions, or concerns. Employees will be provided a reasonable amount of duty time to review the email and attachments.  \nSection 2 – Implementation of the Gender Identity Non-Discrimination and Inclusion Guidance  \nIf HHS intends to implement subsequent changes to this guidance, consistent with Article 3 of the 2023 HHS/NTEU National Agreement notice will be provided to NTEU, and an opportunity to bargain these changes to the extent required by 5 U.S.C. Chapter 71.  \nIf local offices implement changes to conditions of employment related to the guidance, not covered by this MOU, or if the local union becomes aware of changes to conditions of employment related to the guidance not covered by this MOU, and such variations are limited to one location, the agency will notify the Union and engage in local bargaining consistent with this MOU, the NA, and to the extent required by 5 U.S.C. Chapter 71.  \nThe parties agree to a virtual (e.g., Microsoft Teams) meeting after the guidance has been in effect for a minimum of six (6) months to address implementation status.  \nSection 3 – Sanitary and Related Facilities  \nHHS will provide prompt access to bathroom facilities for employees. HHS will avoid imposing unreasonable restrictions on restroom use, and ensure restrictions (e.g., locking doors that require a key) do not cause extended delays. The Parties agree that this guidance and MOU do not terminate or modify any existing reasonable accommodations, an employee may already have, related to restroom use. Also, the parties agree that when the Department plans to utilize open multi-user restrooms in its facilities then the Department will provideNTEU with notice consistent with Article 3 of the 2023 HHS/NTEU National Agreement.  \nThe Agency promotes acceptance of all individuals using restrooms and personal care spaces of their choice. HHS will provide safe and appropriate restroom facilities on each floor of HHS operated facilities (e.g., facilities where HHS has the discretion to alter the restrooms), for employees to use. If the Agency is unable to permanently alter existing restrooms to an open multiuser and/or single-user restroom on each floor, because of budgetary or other reasons, the Agency will designate existing restrooms, on each floor, as open multi-user and/or single user restroom. The Agency will place temporary placards, which will plainly state that the restroom is an open multi-user and/or single-user restroom, over any existing signage. These temporary placards may also be used to designate other personal care spaces (e.g., locker rooms, lactation rooms) as open multi-user and/or single user. The new placards may be supported by further signage in the restroom explaining the need for the change. The Agency agrees that employees will be given adequate time to use an open multi-user/sing","cbCair09o3mpxhXy","https://ap.wps.com/l/cbCair09o3mpxhXy","pdf",211689,6,"English","# Memorandum of Understanding\n## Informing Employees of the Policy\n## Implementation of the Gender Identity Non-Discrimination and Inclusion Guidance\n## Sanitary and Related Facilities\n## Workplace Flexibility Agreement for Medically Necessary Healthcare","[{\"question\":\"How will employees be informed about the Gender Identity Non-Discrimination and Inclusion Policy?\",\"answer\":\"Before implementation at any location, HHS will apprise bargaining unit employees via email with a copy of the MOU and designated point-of-contact information. Employees will be provided reasonable duty time to review the email and attachments.\"},{\"question\":\"What bargaining or notice steps apply if the guidance changes?\",\"answer\":\"If HHS intends to implement subsequent changes, it will provide notice to NTEU and an opportunity to bargain to the extent required by 5 U.S.C. Chapter 71. Local changes related to employment conditions must be handled through notice and local bargaining consistent with the MOU and the 2023 National Agreement.\"},{\"question\":\"What does the MOU require regarding restroom access and restrictions?\",\"answer\":\"HHS must provide prompt access, avoid unreasonable restrictions, and ensure restrictions do not cause extended delays. It also addresses how restrooms may be configured, how temporary placards and supporting signage will be used, and limits discipline or leave requirements when an acceptable alternative is not nearby.\"}]","Memorandum of Understanding - Department of Health and Human Services and National Treasury Employees Union | PDF",1789113067]