WHAT HAPPENS WHEN “COVERED BY” MEETS IMPASSE?
The quick answer is “Nothing good for the union.” Let’s assume that the parties have been bargaining over a 10-issue mid-term MOU, have agreement on five of the issues and disagree on the other five, and have reached impasse at FMCS. If that is all there was to their dispute, the agency cannot implement its proposed changes until the FSIP resolves the dispute—assuming the union timely and properly invokes the Panel’s assistance. But change one fact and the answer is totally different. Continue reading
Posted in FSIP
PRESIDENT DISPLAYS GROSS IGNORANCE OF LR
Trump recently issued three Executive Orders aimed at punishing federal employees, who he prefers to call the “deep state,” and the unions that represent them. By this time it should surprise no one that he has again demonstrated how little he knows or expects his staff to know. One of the Orders bars agencies from putting in negotiated labor agreements any commitment to progressive discipline. His message is that the only good punishment is capital punishment when it comes to federal employees—outside the White House. (We are still waiting to hear what punishment he imposed on Kellyanne Conway in response to the U. S. Special Counsel’s report that she violated the Hatch Act three times.) Continue reading
WITH FLRA ENCOURAGEMENT AGENCY SHOOTS ITSELF IN FOOT DURING BARGAINING
After a long winter’s nap during which it did not issue a decision for two months, the FLRA ALJ shop has rejoined active society with a decision that exposes a major flaw in agency term agreement bargaining strategies as well as FLRA case law. In AFGE, Food Inspection Locals and DoAg, FSIS, WA-CO-17-0402 (April 30, 2018) the ALJ found the union committed a ULP when it refused to bargain in response to the Agency’s demand to renegotiate the term agreement. The union claimed that the term agreement required the agency to submit the substantive proposed changes it wanted in the agreement before it was obligated to bargain even the ground rules for the pending renegotiation. The GC and the ALJ disagreed finding that a vaguely worded clause did not waive the agency’s statutory right to initiate term bargaining. The FLRA will most likely uphold the decision in six months and the circuit court could rule about 9 months after that if the union appeals. At that point, the union will have lost with the GC, ALJ, FLRA and Court and have no choice but to return to the bargaining table. BUT IT WILL BE A TOTAL VICTORY FOR AFGE. Continue reading
AGENCY OBLIGATIONS AT THE END OF THE 12 WEEK FMLA PERIOD
The folks at JacksonLewis law firm have put out a series of posts to alert primarily managers to mistakes they can commit when administering FMLA. Their 15th post highlights what the employer must do when the employee is approaching the end of his/her 12 week FMLA leave period. We recommend you check it out, especially if involved with an employee who took more than 12 weeks of leave. Union reps just might managers making technical blunders that they can turn to the employee’s advantage.
FINGERS, THUMBS, NEGOTIABILITY AND IMPASSE
Both labor-management parties are regularly guilty of missing the very significant distinction between a proposal being “non-negotiable” versus the agency having “no obligation to bargain” over it. The pre-impasse bargaining process permits parties to use them interchangeably without any penalty. However, the union suffers the bargaining equivalent of capital punishment when it ignores the distinction once impasse is reached. In short, it forfeits the right to delay an agency-proposed change from being implemented even if it missed the distinction on one out of 20 of the disputed issues. Continue reading
HOW EEOC PROTECTS FORMER EMPLOYEES
A former employee has 45 days after s/he leaves an agency to file a complaint over some discriminatory treatment. That can be extended if the employee only learned of the discrimination after the 45th day. But what about the employee who left six months or a year ago? Does the EEOC filing deadline rules bar them from filing? The Commission issued a decision last December that spells out the circumstance under which a former fed can file an EEO complaint against a previous agency employer. Bryan v. Berryhill, SSA, EEOC No. 0120172731. In this case, the agency failed to comply with an EEO settlement requiring it to correct certain information in his personnel file. Continue reading
THE OPTION OF WORK WHILE ON FMLA LEAVE
We recommend that advocates on both sides of the table check out this post from the folks at JacksonLewis, who get paid to advise managers. It raises the idea that unions could demand that agencies provide employee on FMLA leave with work, including telework tasks, so that the employee can stay away from the agency worksite for a longer period of calendar time by stretching their 12 weeks.
Posted in FMLA
YO-YO KA IS NO YO YO MA
While the world of music is blessed with the genius of Yo Yo Ma, the Federal LMR community is stuck with the screeching of Yo-Yo KA. Kiko and Abbott (aka The KA), our two little TRUMP-ettes, have decided once again to yank us LMR practitioners like a yo-yo from the stability and comfort of long-time legal precedent. They just announced that the bargaining obligation only covers changes in “conditions of employment,” not changes in “working conditions.” As they see it, one of the canons of statutory construction, which they never specifically cite, requires that the two terms must mean something different since they are not identical. That is the equivalent of denying the existence of synonyms in the English language, such as a donkey and an ass. Apparently, The KA believes management is suffering such a huge injustice now that an entirely new exception to the bargaining obligation is needed. It matters little to them that this will lead to years of litigation, during which management reliance on the rule could cost the government millions in back pay and attorney fee damages. The current publicly known cost to an agency of a single blunder is $900 million, but nothing says it can’t go higher. Continue reading
BORDER PATROL CAUGHT VIOLATING CIVIL RIGHTS OF ITS OWN
A Border Patrol supervisor initiated an investigation of a subordinate claiming that Complainant exhibited “lack of candor.” But EEOC found it was done solely because the employee had named the supervisor as a responsible management official in a pending EEO complaint. About the same time, the employee was denied a career-building reassignment. EEOC found that decision also was done to retaliate against the employee. As relief, the Commission ordered the Agency to take the following remedial actions within 120 days: Continue reading
WHEN AGENCY AWARDS DISCRIMINATE
Unless the union has negotiated a criteria for granting awards or other safeguards agencies are largely free to do what they want with awards—unless the employee can find that s/he was treated differently than someone in a different protected class, e.g., race, gender, national origin, age, disability status, etc. EEOC drove that point home in a 2017 Agriculture Department decision and in the process provided a road map for others that want to get similar relief to that DOA employee. She got a retroactive cash award, a right to be paid compensatory damages, and an order that the agency consider disciplining the responsible manager. Here is how she did it. Continue reading