Vol. 6 No. 2
February 1, 1997 - May 31, 1997
The FLRA Bulletin
The Federal Labor Relations Authority 607 14th Street, N.W.
Washington, D.C. 20424-0001
FLRA PROPOSES ULP REG CHANGES
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CONTENTS
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News to Know
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Update on CADR
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Authority Cases
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Court Cases
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FSIP Final Actions
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General Counsel Advice to Regional Directors
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General Counsel's Settlement Corner
News to Know
FLRA ISSUES PROPOSED ULP REG REVISIONS
The FLRA published proposed revisions to its unfair labor practice (ULP)
complaint regulations in the Federal Register on May 23.
These proposed regulations are intended to facilitate dispute resolution,
clarify the issues to be adjudicated, provide more flexibility to the participants
in the ULP process, simplify the filing and service requirements, and streamline
ULP proceedings. In addition to requesting written comments, which were
requested by June 30, the FLRA held focus groups in Chicago and Washington,
D.C. to receive comments about the proposed regulations.
"Our goals in revising these regulations are to maximize early and constructive
resolution of ULP complaints, and make it easier for parties to understand
and comply with our ULP procedures," said Chair Phyllis Segal. "New proposed
provisions are aimed at encouraging settlement discussions and sharpening
the issues that need to be litigated. In addition, the regulations have
been reorganized to ensure the parties know what they need to do and when
they need to do it."
To make the process easier for parties in ULP proceedings, the revisions
strive for consistency, to the extent possible, with regulations issued
by other agencies adjudicating disputes involving federal agencies and
employees, such as the Merit Systems Protection Board and the Equal Employment
Opportunity Commission. To encourage alternative dispute resolution, the
proposed regulations incorporate the FLRA's successful ALJ settlement project
begun two years ago, which has decreased last minute "courthouse steps"
settlements, saving time and money for all parties. In addition, the new
regulations would allow an ALJ to issue a bench decision if both parties
agree, and specify the procedures for filing a summary judgment motion.
The proposed regulations also allow for fax filing of most motions.
FEDERAL LABOR RELATIONS AUTHORITY MEMBER TONY ARMENDARIZ RESIGNS
Tony Armendariz tendered to the President his resignation from the Federal
Labor Relations Authority (FLRA), effective March 15, 1997. Member Armendariz
was originally appointed to the Authority in 1989 and was reappointed to
a 5-year term ending in July of 1997. Member Armendariz returned to his
home in San Antonio, Texas.
Prior to his nomination in 1989, he served as General Counsel for the
University System of South Texas. For four years, he was Assistant Attorney
General for the State of Texas and, prior to that, District Counsel for
the Houston District Office of the Equal Employment Opportunity Commission.
He and his family lived in Venezuela for over 10 years where he was associated
with a law firm and later the operations of a subsidiary of Dart Industries.
Mr. Armendariz holds a degree in Business Administration from Trinity University,
a J.D. from St. Mary's University School of Law and a Masters of Comparative
Law from Southern Methodist University. He also studied law at the Universidad
Católica Andrés Bello in Caracas, Venezuela.
GENERAL COUNSEL ISSUES GUIDANCE ON THE IMPACT OF COLLECTIVE BARGAINING
AGREEMENTS ON THE DUTY TO BARGAIN AND OTHER STATUTORY RIGHTS
General Counsel Joseph Swerdzewski issued guidance to the FLRA Regional
Directors on the impact of collective bargaining agreements on the duty
to bargain and other statutory rights. The memorandum provides a comprehensive
overview of the General Counsel's views on issues arising from the impact
of collective bargaining agreements on the duty to bargain during the term,
and upon the expiration, of those agreements. (See page 11 for further
details.)
"This memorandum provides guidance to the Regional Directors in investigating,
deciding and resolving disputes where a collective bargaining agreement
affects the matters in dispute," General Counsel Swerdzewski said. " The
distinction between rights granted under the Statute and rights and benefits
obtained through collective bargaining is significant, but is often misunderstood.
In view of the importance of understanding how contracts can affect statutory
rights, I have issued this guidance and made it available to the public
to set forth my views and to help the parties better understand the legal
doctrines that have been developed, and thereby avoid disputes."
The guidance and an executive summary is available at www.flra.gov or
by faxing a request to (202) 482-6608.
THOMAS R. COLOSI AND DAVID W. GEISS APPOINTED AS MEMBERS OF THE FOREIGN
SERVICE IMPASSE DISPUTES PANEL
Phyllis Segal, Chair of the FLRA, appointed Thomas R. Colosi and David
W. Geiss to three year terms on the Foreign Service Impasse Disputes Panel
(the Panel). Mr. Colosi will serve as Chair of the Panel and Mr. Geiss
will serve as the Department of Labor representative on the Panel.
Mr. Colosi is the Vice President of the Office of National Affairs of
the American Arbitration Association. He has extensive experience as an
advocate and as a neutral in a variety of dispute settlement processes.
Mr. Colosi also trains advocates and neutrals in negotiation, mediation,
mini-trials, fact-finding, and arbitration. Mr. Colosi has written extensively
on dispute resolution training techniques and negotiations. On and Off
the Record: Colosi on Negotiation is his most recent book, published
in 1993.
Mr. Geiss is the Chief, Reports and Disclosure Section, Office of Labor-Management
Standards, Employment Standards Administration at the Department of Labor.
He joined the Labor Department as the Executive Assistant to the Assistant
Secretary for the Office of the American Workplace, after working 12 years
as the Chief of Staff to Congressman William D. Ford of Michigan. In the
House of Representatives, Mr. Geiss worked on many issues related to labor-management
cooperation, as well as educational programs directed at the workforce
of the 21st century.
The Panel assists in resolving impasses arising from collective bargaining
over conditions of employment affecting Foreign Service personnel in the
State Department, the U.S. Information Agency, the Agency for International
Development, and the Departments of Agriculture and Commerce. The Foreign
Service Act requires the Chair of the FLRA to appoint to the five-member
Panel individuals who are knowledgeable in the field of labor-management
relations or the conduct of foreign affairs. The Panel must be composed
of two members of the Foreign Service, one member of the Federal Service
Impasses Panel, one individual employed by the Department of Labor, and
one public member who does not hold any other office or position in the
Government. All members serve on a part-time basis.
Other members of the Panel are Betty Bolden, Chair of the Federal Service
Impasses Panel; George Lannon, representing the State Department; and Dorothy
Young, representing the Agency for International Development.
OFFICE OF GENERAL COUNSEL MANUALS
These policy and guidance memoranda are provided to the
Regional Directors for their use in processing cases. The interpretations
of the Statutes relied upon in these memoranda represents the OGC's position,
and is not an official position of, or interpretation by, the Authority.
The manuals are available through the Government Printing Office, which
can be reached at (202) 512-1800.
Guide for Hearing Officers in Representation Proceedings
Issued March 1996
The guidance for hearing officers is intended to provide procedural
and operational guidance to the OGC staff in conducting hearings in Authority
representations cases, and should be used in conjunction with the Representation
Case Handling Manual. The guide describes techniques for conducting the
hearing and developing a complete record. The guide consists of steps to
be considered and techniques available for utilization by the Hearing Officer
in preparing and conducting the hearing. The guide, which includes citations
to applicable representation cases, is useful to all practitioners in representation
case hearings.
Representation Case Handling Manual
Issued March 1997
The Representation Case Handling Manual provides procedural and operational
guidance for OGC staff in processing representation cases. The manual provides
assistance to parties in understanding the representation process and the
regulatory requirements. It is intended to be used both by OGC staff and
practitioners in processing representation cases. The manual consists of
two parts: Part One contains substantive information providing policy guidance,
checklists and techniques for processing representation petitions and Part
Two consists of a cross-reference table that cross-references by subject
matter the Statute, the regulations, and pertinent sections of the manual.
The manual also includes flow charts, appendices, forms and figures.
Update on Collaboration and Alternative Dispute Resolution
Program (CADR)
CADR is continuing to assist labor and management throughout the Federal
sector. In St. Louis, FLRA staff provided collaboration and ADR training
at a session sponsored by the OGC and AFGE St. Louis Area Council No. 245.
In Hawaii, OGC staff conducted a regional training seminar for labor and
management. In Massachusetts, FLRA joined with EEOC and MSPB in hosting
a training program which included sessions on representation and ULP issues,
partnership, and OGC Facilitation, Intervention, Training and Education
(FITE) services.
FLRA staff also presented briefings and workshops at conferences, including
the SFLRP Annual Symposium, the Federal Managers' Association Annual Conference,
and the National Partnership Council.
The following illustrates some of the assistance provided to customers
nation-wide:
Intervening in Pending Disputes
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OGC Atlanta Regional staff intervened to help the parties resolve several
unfair labor practice complaints and the parties have agreed to additional
relationship building assistance.
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CADR Office and Authority staff facilitated the resolution of two ULP cases
that had been appealed to the Authority, helping the parties craft an alternative
work schedule program that was adaptable to the unusual work requirements
of the agency.
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Twenty-nine unfair labor practice complaints were resolved without a hearing
by the OALJ through its voluntary post-complaint/pre-hearing program. In
an additional seven cases that went to a hearing following efforts at informal
resolution, the issues were more sharply defined and the hearings were
completed in a more expeditious manner than in cases heard without prior
informal resolution discussions.
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CADR Office staff assisted the parties in resolving two negotiability cases
that had been appealed to the Authority, by helping the parties establish
procedures for improving communication between the parties and develop
a plan to use limited work space.
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CADR Office staff helped the parties, who had filed with the Federal Impasse
Disputes Panel, resolve six topics concerning the major relocation of agency
operations.
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CADR Office staff assisted the parties, who had filed with the Panel, settle
a dispute over the use of limited work space.
Training
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Marine Corps Logistics Base, Barstow, CA - OGC San Francisco Regional staff
provided training on interest based bargaining for labor and management
representatives.
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Fish and Wildlife Service - OGC Boston Regional staff provided interest
based bargaining training to labor and management in preparation for contract
negotiations.
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Veterans Affairs Medical Center, Richmond, VA - OGC Washington, DC Regional
staff provided labor and management with partnership training.
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Peterson AFB - OGC Denver Regional staff provided training on the statute
for Air Force JAG officers.
Facilitating Labor-Management Relationships
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EPA - OGC Headquarters staff assisted labor and management to develop a
plan for improving relations.
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INS - OGC Headquarters staff assisted labor and management in the implementation
of a program to develop partnerships in district office and border patrol
sectors.
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SSA - OGC Headquarters staff worked with union and management representatives
in developing a methodology for measuring the impact of the SSA partnership
on SSA operations.
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FDA - A team of staff from the CADR Office, OGC Headquarters and OGC Atlanta
Regional staff developed and delivered partnership facilitation and training
for labor and management representatives. As a result, the parties developed
a FDA Partnership Council which will serve as a model for developing field
partnerships.
Authority Cases
The case summaries were prepared by FLRA staff for guidance
and informational purposes only, and may not be used as an official position
of, or interpretation by the Authority or Federal Service Impasses Panel.
The term "Statute" throughout the text refers to the Federal Service Labor-Management
Relations Statute §§7101-7135.
Representation Cases
In United States Department of the Navy, Fleet and Industrial Supply
Center, Norfolk, Virginia and American Federation of Government Employees,
Local 53, AFL-CIO, et al, 52 FLRA No. 97, the Authority established
the following framework for proceeding when, after reorganization, both
successorship and accretion principles are claimed to apply to the same
employees. First, the Authority will determine whether employees who have
been transferred are included in, and constitute a majority of, a separate
appropriate unit in the gaining organization under section 7112(a) of the
Statute. The outcome of this inquiry governs whether successorship or accretion
principles will be applied next. If it is determined that the transferred
employees are not included in, and constitute a majority of employees in,
a separate appropriate unit in the gaining organization, then the Authority
will apply its long-established accretion principles. If, on the other
hand, this initial determination is that the transferred employees are
included in a separate appropriate unit in the gaining organization under
section 7122(a), and if they constitute a majority of the employees in
that unit, the Authority will apply the remainder of the successorship
factors set forth in Naval Facilities Engineering Service Center, Port
Hueneme, 50 FLRA 363 (1995) (Port Hueneme), with respect to
the unit determined to be appropriate. The outcome of the Port Hueneme
analysis will determine whether the gaining organization is a successor
for the purposes of collective bargaining with the labor organization(s)
that represented the transferred employees at their previous employer.
In National Association of Government Employees/Service Employees
International Union, Local 5000, AFL-CIO-CLC and Service Employees International
Union, AFL-CIO-CLC and Department of Veterans Affairs, Washington, D.C.,
52 FLRA No. 109 (Member Wasserman dissenting), the Authority affirmed the
Regional Director's decision and order dismissing the petition for amendment
of certification. In so doing, the Authority addressed the agreement of
the two affected unions to remove employees from one union's unit and to
add them to the other union's unit. The Authority rejected the unions'
claim that the agreement was dispositive in this case because the agreement
involved two consolidated units in the same agency for which the same national
union had ultimate jurisdiction. The Authority stated that in order to
find that the agreement was dispositive, it would be necessary to create
an exception to existing representation case policies. In this regard,
the Authority concluded that the circumstances in this case did not warrant
such an exception because a finding that the union's agreement was dispositive
would impermissibly interfere with the fundamental rights of unit employees
to determine their exclusive representation. The Authority further stated
that granting the petition would establish a form of voluntary recognition
in which both the Authority's process and the employees' votes would be
unnecessary.
Unfair Labor Practice Cases
In Social Security Administration and National Treasury Employees Union
and American Federation of Government Employees, 52 FLRA No.114, the
Authority, on remand from the United States Court of Appeals for the District
of Columbia Circuit (NTEU v. FLRA, 986 F.2d 537 (D.C. Cir. 1993))
established and applied revised frameworks for when nonemployee organizers
must be granted access to agency premises, under section 7116(a)(1), and
for evaluating allegations of sponsorship, control, and assistance to labor
organizations, under section 7116(a)(3). If an agency is charged with violating
section 7116(a)(1), because it denied a labor organization access to agency
premises, the Authority will examine whether the agency has a non-discriminatory
access policy and whether there are other reasonable means available to
the labor organization for communicating its message to the employees concerned.
If an agency is charged with violating section 7116(a)(3) by granting or
denying access to services and facilities over which the agency exercises
control, the Authority will analyze whether the agency action interfered
with employee freedom of choice by failing to maintain an appropriate arms-length
relationship with the labor organization involved.
Negotiability Cases
In National Association of Government Employees, Local R5-184 and U.S.
Department of Veterans Affairs, Medical Center, Lexington, Kentucky,
52 FLRA No. 106 (Member Armendariz dissenting in part), the Authority dismissed
the petition for review pursuant to section 2424.10 of the Authority's
regulations, finding that three proposals, which prescribed alternatives
for providing dental assistant duties, were negotiable at the election
of the Agency under section 7106(b)(1) of the Statute because they concerned
numbers, types and grades of employees or positions assigned to an organizational
subdivision, work project or tour of duty. The Authority noted that in
construing section 7106(b)(1), it would interpret the term "types" as referring
to distinguishable classes, kinds, groups or categories of employees or
positions that are relevant to the establishment of staffing patterns.
The Authority further stated that the party claiming that a particular
proposal concerns "types" within the meaning of 7106(b)(1) bears the burden
of establishing a relationship between the claimed type and staffing patterns.
The Authority concluded that temporary employees constitute a type of employee
within the meaning of section 7106(b)(1) because temporary employees' limited
tenure identifies them as a distinguishable class, kind, group or category.
In National Treasury Employees Union and U.S. Department of Commerce,
Patent and Trademark Office, 52 FLRA No. 117 (Chair Segal concurring
in part), the Authority addressed the negotiability of three proposals
and seven provisions. Among other things, the Authority held that a provision
that authorized Union representatives to schedule their use of official
time was not contrary to law and was within the duty to bargain. The Authority
rejected the Agency's argument concerning official time as a "restrictive
interpretation of section 7131(d)" because it would upset the balance of
official time usage that Congress intended to create. In doing so, the
Authority interpreted section 7131(d) as requiring parties to negotiate
over the scheduling of official time used by union representatives to afford
both sides an opportunity to determine the conditions under which employees
will be able to use official time. The Authority noted that restrictions
on official time are properly imposed by the parties themselves, who are
authorized to negotiate only an amount of time that is "reasonable, necessary,
and in the public interest."
Arbitration Cases
In National Treasury Employees Union, Chapter 45 and U.S. Department
of the Treasury, Internal Revenue Service, Tulsa, Oklahoma, 52 FLRA
No. 135, the Authority rejected exceptions to an arbitrator's award denying
a grievance challenging the Agency's 3-day suspension of the grievant.
The Authority concluded that the award was not contrary to 5 U.S.C. §
7503 and 5 C.F.R. § 752.203 and did not deprive the grievant of substantive
due process under the Constitution. In doing so, the Authority noted that
it has found that employees, as defined in 5 U.S.C. § 7511, have a
constitutional due process right in actions covered by 5 U.S.C. §
7512, which include removals, suspensions for more than 14 days, reductions
in grade and pay, and furloughs of 30 days or less. The Authority also
noted that although employees subject to actions covered by 5 U.S.C. §
7503, which involve suspensions for 14 days or less, also have a constitutional
due process right, that right does not include entitlement to post-suspension
proceedings. The grievant's suspension in this case was an action covered
by 5 U.S.C. § 7503. Accordingly, the Authority found that the Arbitrator's
denial of the Union's request to raise a defense in the hearing did not
violate the grievant's right to constitutional due process because there
is no constitutional requirement for any post-suspension proceeding at
all, let alone the procedures that an arbitrator must follow in the hearing.
Court Cases
U.S. Dept. of Energy, Morgantown Energy Technology Center, Morgantown,
West Virginia v. FLRA, 106 F.3d. 1158 (4th Cir. Feb. 13, 1997), reviewing
51 FLRA 124 (1995). The Fourth Circuit denied enforcement to an Authority
decision finding that the Department of Energy (the Department) committed
unfair labor practices under section 7116(a)(1), (5) and (6) of the Statute
by refusing to approve a contract provision that had been included in the
parties' collective bargaining agreement at the direction of the Federal
Services Impasses Panel. The provision would have required midterm bargaining
on union-initiated proposals not contained in or covered by the collective
bargaining agreement. The court relied on its decision in Social Security
Administration v. FLRA, 956 F.2d 1280 (4th Cir. 1992), in which the
court held that it was not an unfair labor practice for an agency to refuse
to bargain on a union-initiated mid-term bargaining demand.
American Federation of Government Employees, Local 32 v. FLRA, 110
F.3d. 810 (D.C. Cir. April 18, 1997), reviewing 51 FLRA 491 (1995). In
this negotiability case, the D.C. Circuit upheld the Authority's decision
finding nonnegotiable a proposal establishing competitive areas for use
in reductions-in-force. The court agreed with the Authority that the union's
proposal purports to define supervisors' competitive areas, along with
those of unit employees, and thus was beyond the scope of the agency's
duty to bargain as discussed by the court in United States Department
of the Navy, Naval Aviation Depot, Cherry Point, North Carolina v. FLRA,
952 F.2d 1434 (D.C. Cir. 1992).
National Treasury Employees Union v. FLRA, 112 F.3d 402 (9th
Cir. April 25, 1997), reviewing 50 FLRA 656 (1995). The Ninth Circuit dismissed
for lack of subject matter jurisdiction a union petition for review of
an Authority arbitration review decision that did not involve an unfair
labor practice. The Authority had set aside an arbitrator's award finding
that the Custom Service violated applicable law when it implemented a new
procedure for vessels to make entry to ports. In its opinion, the court
rejected as "strained" the D.C. Circuit's statutory construction and holding
in a similar case, where that court found jurisdiction to review a similar
Authority decision. See United States Department of the Treasury v.
FLRA, 43 F.3d 682 (D.C. Cir. 1994). Instead, the Ninth Circuit relied
upon a plain reading of 5 U.S.C. § 7123(a) to find that FLRA arbitration
review decisions, including a determination as to whether a grievance alleges
a violation of a law that affects conditions of employment, are not subject
to judicial review.
FSIP FINAL ACTIONS
Notice to Employees Before Monitoring Calls in Connection with Telephone
Monitoring Pilot
Social Security Administration, Baltimore, Maryland and SSA General
Committee, American Federation of Government Employees, AFL-CIO, Case
No. 97 FSIP 159 (February 3, 1997), Panel Release No. 394 (Decision
and Order). The Panel directed the parties to participate in an informal
conference with Panel Member Stanley M. Fisher to resolve disputes over
the implementation of the Field Office Telephone Service Monitoring Pilot.
The parties met and resolved 11 of the 12 issues in dispute. With regard
to the final issue of whether employees should be given notice prior to
each monitored call, the Panel adopted the Employer's proposal not to give
such notice because it might undermine the integrity of the data collected.
Employees will receive a copy of the parties' Memorandum of Understanding
indicating, among other things, that those telephones that would be monitored
during the pilot would be labeled.
Dress Policy
Department of Defense, Defense Contract Audit Agency, Northeastern Region,
Lexington, Massachusetts and Council of Locals 163, American Federation
of Government Employees, AFL-CIO, Case No. 96 FSIP 137 (February 6,
1997), Panel Release No. 394 (Decision and Order). The Panel directed
the parties to provide written submissions to resolve their dispute concerning
a dress policy for the Northeastern Region. The Panel adopted compromise
wording to require employees to dress in a manner consistent with dress
practices of the customer or host contractor; jeans, athletic wear, and
sneakers were prohibited regardless of existing practices. The Panel also
adopted wording to require formal business attire for meetings with high
ranking contractors and Government officials. Exceptions to the dress policy
were specified for office moves and during floor checks in manufacturing
and shipyard environments. In the latter two areas, employees would be
required to wear safety equipment; jeans and sneakers also could be worn
if deemed safe by the supervisor. Non-compliance with the dress policy
would result in progressively more severe disciplinary actions, as in other
cases where employees fail to adhere to Employer policies. The two isolated
incidents cited by the Employer in support of its position were insufficient
to demonstrate a need for male employees to wear a tie and have a jacket
available at all times.
Official Time for Union Representatives Conducting Labor-Management Business
Department of the Navy, Norfolk Naval Shipyard, Portsmouth, Virginia
and Local 41, International Federation of Professional and Technical Engineers,
AFL-CIO, Case No. 96 FSIP 155 (February 10, 1997), Panel Release No.
394 (Opinion and Decision). The Panel directed the parties to resolve
their dispute through mediation-arbitration before Executive Director H.
Joseph Schimansky. Mediation efforts successfully enabled the parties to
resolve 4 of the 5 issues at impasse. A brief arbitration hearing was conducted
on the remaining issue of whether the parties' initial agreement should
include a bank of official time hours to be used by Union representatives
for labor-management business. The Arbitrator adopted a modified version
of the Employer's final offer to resolve the dispute: Until the beginning
of fiscal 1998, the parties are to follow current official time practices;
then a bank of 1,500 hours of official time per fiscal year, as proposed
by the Employer, would be established, and a reopener provision would permit
further negotiations should additional amounts to cover unforseen circumstances
be necessary. Finally, the Union's wording simply stating that official
time would not be abused was included in the agreement instead of the Employer's
proposed list of internal Union matters for which the use of official time
would be prohibited.
Preamble/Parties to the Agreement; Employer Rights; Employee Rights; Union
Representation; Negotiations; Holidays; Downsizing (RIF); Leave; Union
Use of Employer's Facilities and Support; and Critical Incident Stress
Program
Department of Transportation, Federal Aviation Administration, Washington,
D.C. and Local R3-10, National Association of Government Employees, SEIU,
AFL-CIO, Case No. 96 FSIP 146 (April 15, 1997), Panel Release No. 396
(Opinion and Decision). The Panel declined to assert jurisdiction
over several issues that were the subject of a negotiability appeal before
the FLRA; it asserted jurisdiction over the 10 remaining issues and directed
the parties to mediation-arbitration before Executive Director H. Joseph
Schimansky. On the first issue, the Arbitrator rejected the Employer's
contention that the Union's proposal was essentially new, in part because
both parties had modified their original wording. As to the second issue,
the Arbitrator ordered the parties to include section 7106 of the Statute
in its entirety as the Employer Rights article. With regard to the third
issue, the Arbitrator ordered adoption of the Union's final offer on Section
5, covering official time, travel, and per diem allowances for employees
attending meetings scheduled by the Employer away from the facility; the
Arbitrator was persuaded that wording to restrict advocates and witnesses
in grievance-arbitration proceedings from receiving such allowances was
unnecessary because the section only provides them to bargaining-unit employees
for meetings scheduled by the Employer. Regarding the fourth issue concerning
official time, the Arbitrator modified the parties' proposals to grant
a bank of 3,500 hours per calendar year, and authorized additional official
time for negotiations, including FMCS and FSIP proceedings, and contractual
and Employer committee functions. Union representatives would be required
to provide management with enough information to justify approving individual
requests and to track its use. With respect to the payment of travel and
per diem expenses for negotiations, including FMCS and FSIP proceedings,
the Arbitrator ordered the parties to share such expenses equally for one
Union representative.On the fifth issue, negotiation procedures, the Arbitrator
ordered adoption of a modified version of the Union's proposal that grants
30 days for submitting impact-and-implementation proposals; contains no
prohibition of publicity on negotiations; recognizes that the parties may
discuss and negotiate to find solutions to matters not covered by or contained
in the agreement or otherwise waived during negotiations; eliminates the
need for notice of proposed changes at multiple levels by requiring a single
notice to the Union official at the level at which the change is being
made; and does not expand the Union's access to information beyond what
is provided under section 7114(b)(4) of the Statute. With respect to the
sixth issue addressing holiday work schedules, the Arbitrator ordered the
parties to adopt wording identical to the agreements the Employer currently
has with the National Air Traffic Controllers Association (NATCA) and National
Associations of Air Traffic Specialists (NAATS) to prevent confusion when
a holiday falls on an employee's regular day off. As to issue seven concerning
downsizing, the Arbitrator used the NATCA and NAATS contracts as a guide,
and ordered the parties to negotiate procedures that management will follow
when the Employer decides that a reduction-in-force action within the unit
is necessary. On the eighth issue concerning three sections that address
leave policy, the Arbitrator adopted the Union's proposal to eliminate
the adverb "medically" to modify "incapacitated" in a section dealing with
the granting of sick leave because the section was clear without its addition.
He also ordered adoption of the Employer's proposal on a section requiring
employees absent on sick leave from one workweek to another to call the
supervisor on the first workday of each biweekly period, unless specifically
required otherwise by the supervisor. Regarding a section on medical documentation
in connection with sick leave use, the Arbitrator imposed a compromise
to meet the legitimate interests of both parties. With respect to the ninth
issue concerning the Union's use of Employer's facilities and support,
the Arbitrator ordered that permanent space be made available at the work
facility of the Union President, as well as reasonable access to facsimile
machines and other equipment for representational matters, without charge,
when proper requests are made because the unit is small and geographically
dispersed. With respect to the tenth issue dealing with the Critical Incident
Stress Program (CISP), the arbitrator relinquished jurisdiction on the
basis of legal arguments raised by the Employer for the first time during
the hearing to give the Union the option of pursuing a negotiability appeal.
Finally, on the issue as to whether a partial agreement should be imposed
on the parties while they await the FLRA's negotiability decision over
other Union proposals, the arbitrator ordered the Union to withdraw this
issue since it was not one over which the Panel originally asserted jurisdiction.
Selection Procedures for Career Transition Assistance Program
Federal Deposit Insurance Corporation, Washington, D.C. and National
Treasury Employees Union, Case No. 97 FSIP 1 (May 2, 1997), Panel Release
No. 397 (Decision and Order). The Panel determined that the dispute
concerning the selection procedures for vacant positions under the Career
Transition Assistance Program (CTAP) should be resolved on the basis of
a single written submission. The program, assisting employees affected
by downsizing to obtain other employment in the same agency, gives priority
to surplus and displaced employees who are "well-qualified" for agency
vacancies within local commuting areas. The Panel adopted a compromise
solution requiring the Employer to select the eligible or well-qualified
employee with the highest adjusted creditable service, if it determines
that the competing employees are otherwise equally qualified for the position,
because the approach satisfies the Employer's interest in considering performance
appraisals and the Union's interest in using seniority as a basis for selection.
Governing Regulations; Union Representation on Committees; Official Time;
Equal Employment Opportunity; Uniform Clothing; Grievance Procedures; Furloughs;
Publication and Distribution of Agreement; Effective Date and Duration
of Agreement
U.S. Department of Justice, Federal Bureau of Prisons, Washington, D.C.
and Council of Prison Locals 33, American Federation of Government Employees,
AFL-CIO, Case No. 96 FSIP 162 (May 16, 1997), Panel Release No. 397
(Opinion and Decision). The Panel directed the parties to resolve
multiple issues arising from negotiations over a successor collective bargaining
agreement through mediation-arbitration before Panel Member Gilbert Carrillo.
If some or all of the issues were not resolved during the proceeding, the
Arbitrator was restricted to selecting from between the parties' final
offers on an article-by-article basis. At the conclusion of the hearing
all or parts of nine articles remained at impasse. First, the Arbitrator
adopted the Union's proposal on the timing of negotiations and implementation,
requiring the parties to negotiate to completion, absent overriding exigencies,
before the Employer would be free to implement. Regarding Union representatives
on formerly Agency-only committees, the Arbitrator adopted the Employer's
proposal which would permit: one Union representative to sit on each of
five listed committees and others to be designated to sit on committees,
work groups, or task forces established at some future time; the Union
representative to receive training related to the function of the committee;
and by request, the Union representative's comments to be included in final
committee reports. As official time, the Arbitrator adopted the Employer's
proposal that: granted the Council president 100 percent official time
and created banks of time for specific uses. With respect to Equal Employment
Opportunity, the Arbitrator adopted the Employer's proposal to permit one
Union representative to attend certain national conferences, but without
the Employer being responsible for the costs of attending. Regarding uniform
clothing, the Arbitrator adopted the Union's proposal: employees required
to wear uniforms would receive a $400 uniform allowance; uniform policy
changes would be negotiated before such changes were implemented; and the
section on the style of safety-toed footwear was eliminated because its
legality was not clearly established. Regarding grievance procedures, the
Arbitrator adopted the Union's proposals but essentially deleted a section
that would have permitted the Union to sign off on all settlement agreements
because such wording may infringe on individual employee rights to settle
grievances on their own behalf. In the event the FLRA dismisses an unfair
labor practice charge on a matter involving differing and arguable interpretations
of the CBA, the Arbitrator found meritorious the Union's proposal permitting
it to file a grievance within 30 days. As to furlough selection procedures,
the Arbitrator adopted the Employer's proposal that it determine the number
and types of positions to be vacated, and select employees to be furloughed
by asking for volunteers and then selecting those to be furloughed in an
equitable manner, and to consider employees' preferences when furloughs
are on less than a full-time basis. With regard to the publication and
distribution of the agreement, the Arbitrator adopted the Union's proposal
which provided for a 75-day time frame to publish and distribute the CBA
following ratification and Agency-head review. On the effective date and
duration of the agreement, the Arbitrator adopted the Union's proposal
that, consistent with 5 U.S.C. § 7114(c), the agreement would take
effect upon completion of the ratification and Agency-head review process
because such a period would provide ample time to educate unit employees
on the terms and conditions of the new agreement.
General Counsel's Advice to Regional Directors
on the Impact of Collective Bargaining Agreements on the Duty to Bargain
and Other Statutory Rights
ABOUT THIS COLUMN
The FLRA's General Counsel, Joseph Swerdzewski, has
final authority over the issuance of complaints under the Federal Service
Labor-Management Relations Statute. The General Counsel's approach in deciding
whether to issue a complaint in a particular set of circumstances influences
the direction of the law. For that reason, and in the interest of keeping
the parties informed of the policies being pursued by the Office of the
General Counsel (OGC), the FLRA Bulletin highlights selected cases which
were considered by the OGC pursuant to requests for case-handling advice
from Regional Directors and summarizes guidance issued on novel legal issues.
(The interpretations of the Statute relied upon in case-handling advice
and guidance represents the OGC's position, and is not an official position
of, or interpretation by, the Authority.)
According to Joe Swerdzewski, the FLRA's General Counsel, "collective
bargaining agreements have a significant impact on the manner in which
the parties can exercise their statutory rights." The General Counsel issued
a Guidance Memorandum for Regional Directors to use in investigating, deciding
and resolving unfair labor practice disputes where a collective bargaining
agreement affects the matters in dispute. The distinction between rights
granted under the Statute and rights and benefits obtained through collective
bargaining is significant and explained in the memorandum. The memorandum
outlines the "covered by" doctrine established by the Authority to determine
whether there is a duty to bargain over a specific topic during the term
of an agreement and makes suggestions for the Regions to assist the parties
in avoiding and resolving "covered by" disputes. It also explores the legal
theories which the Office of the General Counsel will test in those areas
where the law has not yet been developed. The memorandum also discusses
the limitations which a contract may place on the exercise of statutory
rights-- the "contract interpretation"--doctrine and also suggests how
to avoid these disputes. In addition, the memorandum examines the duty
to bargain over union-initiated requests to bargain during the term of
an agreement. It provides guidance on distinguishing between violations
of contract rights and violations of statutory rights, and discusses the
"repudiation" doctrine, the duty to bargain pursuant to reopener clauses
contained in contracts, as well as the duty to bargain supplemental agreements.
Attached to the Guidance Memorandum are: (1) a summary of "covered by"
cases decided by the Authority; (2) a decisional analysis for determining
the duty to bargain after a contract expires; and (3) an Executive Summary,
in a question and answer format, of the Guidance Memorandum.
GENERAL COUNSEL'S QUALITY POLICY FOR REPRESENTATION PETITIONS
General Counsel Joe Swerdzewski issued a representation petition quality
policy and time goals to ensure the fair, timely, and complete processing
of representation cases. The policy outlines the standards of quality for
the processing of each representation petition and complements the General
Counsel's Quality in Unfair Labor Practice Investigations Policy. It establishes
standards for processing representation petitions under the streamlined
representation regulations promulgated in 1996. The time goals will serve
as targets for the Regions to strive for in processing representation case.
The policy is available at www.flra.gov or by faxing a request to (202)
482-6608.
General Counsel's Settlement Corner
ABOUT THIS COLUMN
In accordance with the OGC's Settlement Policy various
parties have entered into numerous novel settlement agreements resolving
pending ULP cases. This policy, issued in conjunction with the Prosecutorial
Discretion Policy, provides Regional Directors with the flexibility to
develop, with the parties, innovative remedies that maximize the purposes
and policies of the Statute, resolve the specific issues and meet the needs
of the parties. To encourage parties to jointly resolve disputes consistent
with principles and objectives set forth in the Settlement Policy, selected
provisions of recent settlement agreements follow. The parties are not
identified in order to maintain confidentiality.
Agency Posts Notice Agreeing Not to Make Threats or Statements Indicating
That it Is "At War" with the Union
After issuance of a Complaint and Notice of Hearing under the Foreign Service
Labor Relations Act, a Regional Director approved a settlement agreement
in which the parties agreed that the agency would post a notice to all
employees that requires the agency not to make threats or statements that
indicate that (1) the agency is "at war" with the union; (2) that the agency
will take steps to cut benefits for the Foreign Service or (3) that the
agency will in any manner take steps to remove supervisors from the bargaining
unit.
Agency Agrees to Honor Provisions of Bargaining Agreement Concerning Mid-term
Bargaining Obligations and Notification to the Union of Any Proposed Reorganization
After issuance of complaint and notice of hearing, the parties agreed that
the agency would post a notice to all employees requiring the agency to:
(1) honor the provisions of the parties' bargaining agreement concerning
mid-term bargaining obligations; and (2) provide the union with a briefing
of any proposed reorganization of the Field Branch as well as any agency-initiated
mid-term changes in conditions of employment for bargaining unit employees.
Agency Agrees Not to Unilaterally Change Working Conditions of Employees
by Altering the "Friday Workday" Policy
In a settlement agreement resolving an unfair labor practice charge, an
agency agreed not to unilaterally change working conditions of the unit
employees by altering the "Friday Workday" policy without first notifying
the union and affording it the opportunity to bargain over the procedures
to be observed in implementing the change and appropriate arrangements
for unit employees adversely affected by the change.
Agency Agrees to Afford Union Prior Notice of, and Opportunity to Be Present
at, Formal Discussions; to Remove a Letter of Caution from Employees' Personnel
Files; and to Provide Labor-management Relations Training for its Supervisors.
In a pre-complaint settlement agreement, the agency agreed that it would
not conduct formal discussions with any bargaining unit employee concerning
any grievance, personnel policy or practice or other general conditions
of employment without affording the union prior notice of, and the opportunity
to be represented at, the formal discussion. The agency also agreed to
remove a letter of caution from employees' personnel files and to provide
bargaining unit employees with a letter stating that no reprisal actions
would be taken against any employee for engaging in protected activity.
Finally, the agency agreed to provide labor-management relations training
for its supervisors and managers.
UNILATERAL SETTLEMENT AGREEMENTS
The following settlement agreements were approved by a Regional Director
applying the OGC's Settlement Policy over the objection of the charging
party because the settlement effectuated the purposes and policies of the
Statute:
Agency Agrees to Timely Remit Dues and to Reimburse the Union an Amount
Equal to the Dues it Would Have Received but Did Not Receive as a Result
of the Agency's Delay in Withholding Dues in Violation of Section 7115
of the Statute.
After issuance of a Complaint and Notice of Hearing, a Regional Director
approved a settlement agreement requiring the agency to post a notice to
all employees stating that the agency will not refuse to comply with section
7115 of the Statute by failing to remit the regular and periodic dues deducted
from employee salaries to the union. The agency also agreed to reimburse
the union a sum equal to the regular and periodic dues it would have received
from the pay of a unit employee, but did not receive as a result of an
unlawful delay in withholding of such dues.
Agency Agrees to Abide by Official Time Provision of Bargaining Agreement
and to Restore Annual Leave to Union President That Was Used for Representational
Purposes
In a post-complaint settlement agreement, the agency agreed to rescind
a memorandum regarding the scheduling of official time in representational
matters for the union president. The agency also agreed to abide by the
collective bargaining agreement provision governing union representation
and official time and to restore annual leave to the union president that
was used for representational purposes. Finally, the agency also recognized
the right of the union to be represented at appropriate meetings and formal
discussions between management and bargaining unit employees regarding
any personnel policy or practice or other conditions of employment.
Agency Agrees to Rescind 2 Policies Concerning Dress Code and "English
Language Proficiency," and to Bargain over the Impact and Implementation
of the Visa Credit Card Purchase Program
In 3 separate pre-complaint settlement agreements that resolved 3 unfair
labor practice charges, the agency agreed to rescind the change to its
dress code policy and to bargain with the union before any new dress code
is implemented. The agency also agreed to rescind the new policy concerning
English Language Proficiency and to bargain with the union before any such
policy is implemented. Finally, the agency agreed to bargain, upon request,
with the union over the impact and implementation of the agency's credit
card program.
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