lesson 6- 6: labor relations
DESCRIPTION
Lesson 6- 6: Labor Relations. Learning Objectives. After completion of this lesson, participants will be able to: Identify the rights and responsibilities of management, unions and employees under the LR statute Identify workplace matters that have collective bargaining implications - PowerPoint PPT PresentationTRANSCRIPT
![Page 1: Lesson 6- 6: Labor Relations](https://reader035.vdocument.in/reader035/viewer/2022062217/56814d60550346895dbaa560/html5/thumbnails/1.jpg)
1
Lesson 6- 6: Labor Relations
![Page 2: Lesson 6- 6: Labor Relations](https://reader035.vdocument.in/reader035/viewer/2022062217/56814d60550346895dbaa560/html5/thumbnails/2.jpg)
2
Learning Objectives
After completion of this lesson, participants will beable to:
• Identify the rights and responsibilities of management, unions and employees under the LR statute
• Identify workplace matters that have collective bargaining implications
• Identify workplace discussions that require union coordination
![Page 3: Lesson 6- 6: Labor Relations](https://reader035.vdocument.in/reader035/viewer/2022062217/56814d60550346895dbaa560/html5/thumbnails/3.jpg)
3
NSPS and Labor Relations
• At this time, operating under title 5 legacy rules – no different from GS
• The National Defense Authorization Act (NDAA) for Fiscal Year 2008 eliminated the NSPS regulations dealing with Labor-Management Relations
► NDAA for FY08 does include changes to labor relations
![Page 4: Lesson 6- 6: Labor Relations](https://reader035.vdocument.in/reader035/viewer/2022062217/56814d60550346895dbaa560/html5/thumbnails/4.jpg)
4
Legal Framework
• Federal Service Labor-Management Relations Statute - 5 USC 71
• Case Law - Federal Labor Relations Authority and Courts
![Page 5: Lesson 6- 6: Labor Relations](https://reader035.vdocument.in/reader035/viewer/2022062217/56814d60550346895dbaa560/html5/thumbnails/5.jpg)
5
Resources
• Supervisor’s Guide on Labor Management Relations
• CPAC Labor Relations Officer
(http://www.cpms.osd.mil/faslerd/faslerd_index.aspx - and click on Supervisor’s Guide under Products and Services)
![Page 6: Lesson 6- 6: Labor Relations](https://reader035.vdocument.in/reader035/viewer/2022062217/56814d60550346895dbaa560/html5/thumbnails/6.jpg)
6
What is a Bargaining Unit?
• A group of employees with common interests who are represented by a labor union in their dealings with Agency management
![Page 7: Lesson 6- 6: Labor Relations](https://reader035.vdocument.in/reader035/viewer/2022062217/56814d60550346895dbaa560/html5/thumbnails/7.jpg)
7
Excluded from the Bargaining Unit
• Most Federal employees are covered by the Labor Relations Statute.
• Excluded:----Supervisors--Management Officials--Confidential employees --Employees engaged in:– Personnel Work (non-clerical)– Work directly affecting national security– Administering the Federal Labor Relations Statute– Investigators directly affecting Agency internal
security
![Page 8: Lesson 6- 6: Labor Relations](https://reader035.vdocument.in/reader035/viewer/2022062217/56814d60550346895dbaa560/html5/thumbnails/8.jpg)
8
Employee Rights
Form, join or assist a labor organization or refrain from doing so without fear of penalty or reprisal.
Act as a Union representative (Shop Steward, Local President, National Representative, etc).
![Page 9: Lesson 6- 6: Labor Relations](https://reader035.vdocument.in/reader035/viewer/2022062217/56814d60550346895dbaa560/html5/thumbnails/9.jpg)
9
Union Rights
Represent all employees in the unit.
Negotiate with the Agency.
Be present at certain discussions.
![Page 10: Lesson 6- 6: Labor Relations](https://reader035.vdocument.in/reader035/viewer/2022062217/56814d60550346895dbaa560/html5/thumbnails/10.jpg)
10
Union Responsibilities
Represent interests of all bargaining unit members, regardless of union membership.
Negotiate with management in “good faith”.
![Page 11: Lesson 6- 6: Labor Relations](https://reader035.vdocument.in/reader035/viewer/2022062217/56814d60550346895dbaa560/html5/thumbnails/11.jpg)
11
Official Time
• Contract negotiations
• Representational duties
• Representing employees on grievances
• Federal Labor Relations Authority business
![Page 12: Lesson 6- 6: Labor Relations](https://reader035.vdocument.in/reader035/viewer/2022062217/56814d60550346895dbaa560/html5/thumbnails/12.jpg)
12
Management Rights
• To make basic management decisions – Mission, budget, organizations, security,
emergencies• To take personnel actions
– Hire, direct, layoff, and retain employees– Remove, reduce in grade or pay, take disciplinary
actions– Assign work, contract out, promote
(5 USC 7106(a))
![Page 13: Lesson 6- 6: Labor Relations](https://reader035.vdocument.in/reader035/viewer/2022062217/56814d60550346895dbaa560/html5/thumbnails/13.jpg)
13
Workplace changes that trigger management’s obligation
to bargain:
• Working conditions• Personnel policies and practices• Affecting bargaining unit employees• Except policies...
– Provided for by statute– Relating to classification– Relating to political activities
Workplace Changes
![Page 14: Lesson 6- 6: Labor Relations](https://reader035.vdocument.in/reader035/viewer/2022062217/56814d60550346895dbaa560/html5/thumbnails/14.jpg)
14
– Must notify Union – before implementation– Communicate what changes are intended and
when they would become effective– If there is no response, implement on the
specified date– If the Union asks to negotiate, normally
bargain to completion before affecting the proposed change
Workplace Changes (cont)
![Page 15: Lesson 6- 6: Labor Relations](https://reader035.vdocument.in/reader035/viewer/2022062217/56814d60550346895dbaa560/html5/thumbnails/15.jpg)
15
Past Practice
• Pertains to condition of employment (e.g., CDs at employee workstations)
• Unwritten• Consistently practiced over extended period
of time• Known about and accepted by both parties
Note: Change in practice triggers bargaining obligation
![Page 16: Lesson 6- 6: Labor Relations](https://reader035.vdocument.in/reader035/viewer/2022062217/56814d60550346895dbaa560/html5/thumbnails/16.jpg)
16
• Do not:– Assume that there is no obligation to notify the Union
because you are exercising a management right.– Notify the Union at the last minute, without giving a
reasonable amount of time to consider the change.– Implement before reaching agreement– Make changes without notification in hopes that the
Union won’t notice.
Workplace Changes
![Page 17: Lesson 6- 6: Labor Relations](https://reader035.vdocument.in/reader035/viewer/2022062217/56814d60550346895dbaa560/html5/thumbnails/17.jpg)
17
Formal Discussion
• One or more management official and one or more employee or representative; and
• Concerns a grievance or any personnel policy or practice or other general condition of employment -- not individual concerns: – Union must be invited– Union selects rep– Union allowed to comment during meeting– Cannot disrupt meeting
• Not normal shop talk
![Page 18: Lesson 6- 6: Labor Relations](https://reader035.vdocument.in/reader035/viewer/2022062217/56814d60550346895dbaa560/html5/thumbnails/18.jpg)
18
Formal Discussion (cont’d)
• DISCUSSION - Can be one-way• FORMAL
– First-level supervisor or higher level management– Location of meeting– Length of meeting– How meeting was called (spontaneously or scheduled
in advance)– Written formal agenda– Mandatory attendance– Manner conducted (attendance & comments noted)
![Page 19: Lesson 6- 6: Labor Relations](https://reader035.vdocument.in/reader035/viewer/2022062217/56814d60550346895dbaa560/html5/thumbnails/19.jpg)
19
(“WEINGARTEN” RIGHT)
Not like Miranda right* Check the labor agreement
Union can participate in discussion* Cannot answer for employee
Not applicable to performance counseling or issuance of notice of discipline
Investigative Discussions
![Page 20: Lesson 6- 6: Labor Relations](https://reader035.vdocument.in/reader035/viewer/2022062217/56814d60550346895dbaa560/html5/thumbnails/20.jpg)
20
Investigative Discussions
Criteria:
--Employee reasonably believes discipline could result (not based on supervisor’s intent); and
--Employee requests representation.
“WEINGARTEN” RIGHT (cont’d)
![Page 21: Lesson 6- 6: Labor Relations](https://reader035.vdocument.in/reader035/viewer/2022062217/56814d60550346895dbaa560/html5/thumbnails/21.jpg)
21
Investigative Discussions
If the employee requests a representative, supervisor may:
Simply end the meeting and not call in a union rep;
Temporarily stop the meeting long enough to obtainunion representation.
Offer the employee the alternative to continue w/ounion representation or forgo having a meetingto make his/her points.
Remove the employee’s “reasonable belief” bystating that the employee will not be disciplined.
(“WEINGARTEN” RIGHT cont’d)
![Page 22: Lesson 6- 6: Labor Relations](https://reader035.vdocument.in/reader035/viewer/2022062217/56814d60550346895dbaa560/html5/thumbnails/22.jpg)
22
Read each situation and decide if it is (a) a formal discussion; (b) a Weingarten examination; (c) neither; or (d) both. Be prepared to explain your answer.
![Page 23: Lesson 6- 6: Labor Relations](https://reader035.vdocument.in/reader035/viewer/2022062217/56814d60550346895dbaa560/html5/thumbnails/23.jpg)
23
1. A first line supervisor holds an impromptu meeting of bargaining unit employees to discuss shop safety procedures.
2. During a staff meeting where no union representative is present, a unit employee asks a supervisor how the new procedure for assigning overtime will be implemented. The supervisor explains the new procedure.
3. A supervisor arranges a meeting with a unit employee to counsel her on her performance. She requests union representation.
![Page 24: Lesson 6- 6: Labor Relations](https://reader035.vdocument.in/reader035/viewer/2022062217/56814d60550346895dbaa560/html5/thumbnails/24.jpg)
24
4. While investigating the cause of an accident in the laboratory, a supervisory chemist meets with individual unit members who were present. One requests union representation, two others do not.
5. A supervisor meets with a unit employee to find out why he is late for the third time in two weeks. Midway through the meeting, the employee requests union representation.
![Page 25: Lesson 6- 6: Labor Relations](https://reader035.vdocument.in/reader035/viewer/2022062217/56814d60550346895dbaa560/html5/thumbnails/25.jpg)
25
Unfair Labor Practices
Interfere with employee rights
Encourage or discourage union membership
Sponsor, control, or assist a union
Discriminate against employees for participation in proceedings covered by the LR Statute
Management
![Page 26: Lesson 6- 6: Labor Relations](https://reader035.vdocument.in/reader035/viewer/2022062217/56814d60550346895dbaa560/html5/thumbnails/26.jpg)
26
Failure to negotiate in good faith– Unilateral change in Condition of Employment– Contract breach (repudiation)– Failure to negotiate Impact & Implementation– Refusal to furnish information– Bypassing the union
Unfair Labor Practices
Management
![Page 27: Lesson 6- 6: Labor Relations](https://reader035.vdocument.in/reader035/viewer/2022062217/56814d60550346895dbaa560/html5/thumbnails/27.jpg)
27
Fail to cooperate in Federal Service Impasses Panel (FSIP) proceedings
Enforce any regulation in conflict with a collective bargaining agreement if the agreement predates the regulation
Fail to comply with any provision of the Labor Relations Statute
Unfair Labor Practice
Management
![Page 28: Lesson 6- 6: Labor Relations](https://reader035.vdocument.in/reader035/viewer/2022062217/56814d60550346895dbaa560/html5/thumbnails/28.jpg)
28
Interfere with employees’ rights
Cause an agency to discriminate against employees
Act against union members to impede performance or
productivity
Discriminate against employees because of race, sex, religion, etc.
Unfair Labor Practices
Union
![Page 29: Lesson 6- 6: Labor Relations](https://reader035.vdocument.in/reader035/viewer/2022062217/56814d60550346895dbaa560/html5/thumbnails/29.jpg)
29
Fail to negotiate in good faith
Fail to cooperate in Federal Service Impasses Panel (FSIP) proceedings
Call or participate in a strike or fail to prevent or stop a strike
Fail to comply with any provision of the Labor Relations Statute
Unfair Labor Practices
Union
![Page 30: Lesson 6- 6: Labor Relations](https://reader035.vdocument.in/reader035/viewer/2022062217/56814d60550346895dbaa560/html5/thumbnails/30.jpg)
30
• Any grievance not satisfactorily settled under the negotiated grievance procedure shall be subject to binding arbitration:– May be invoked by management or the union (not by
the employee)– Binding on both parties
• Few procedural rules• Decisions (awards) are not precedential
Arbitration
![Page 31: Lesson 6- 6: Labor Relations](https://reader035.vdocument.in/reader035/viewer/2022062217/56814d60550346895dbaa560/html5/thumbnails/31.jpg)
31
• Arbitrator may award compensatory damages• Exceptions to award may be filed within 30 days• The Federal Labor Relations Authority may modify an
award• Costs for arbitration based on Collective Bargaining
Agreement
Arbitration (cont)
![Page 32: Lesson 6- 6: Labor Relations](https://reader035.vdocument.in/reader035/viewer/2022062217/56814d60550346895dbaa560/html5/thumbnails/32.jpg)
32
3rd Parties in Negotiation Disputes
• Federal Labor Relations Authority
--Resolves negotiability disputes
• Federal Mediation & Conciliation Service
--Mediates negotiation impasses
• Federal Service Impasses Panel
--Resolves negotiation impasses
![Page 33: Lesson 6- 6: Labor Relations](https://reader035.vdocument.in/reader035/viewer/2022062217/56814d60550346895dbaa560/html5/thumbnails/33.jpg)
33
Module 6-6 Review
Summary
• Provide examples of workplace changes that have collective bargaining implications
• Identify two workplace discussions or situations that require union notification