NFFE WINS BREAKTHROUGH TELEWORK ARBITRATION AWARD

NFFE’s General Counsel’s shop has done all of us a favor with its recent arbitration victory. Like most unions since Trump’s anti-common sense decision to stamp out telework, it has had to file grievances and move them to arbitration to protect its members. In its newest case, it protested the Forest Service’s decision to unilaterally wipe it out despite some very clear contract language. More importantly, it asked for the most aggressive remedy I have seen so far in these telework decisions. Continue reading

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ARE THE DOUGLAS FACTORS GONE?

Not yet, but Trump’s appointees are doing their best to punish federal employees just for being part of the government that came after him and the January 6th terrorists.  Its latest revenge initiative, but hardly its last, is to take away the Douglas Factors which for decades have protected employees from arbitrary disciplinary penalties.  This is a big deal.  A VERY BIG DEAL. It would permit a manager to fire a 30-year employee for showing up 15 minutes late one day in his entire  career. There would be no consideration of mitigating factors, how similarly situated employees were disciplined or even the harm and cost to the government of dismissing a fed with decades of experience and training for a trivial infraction. (Oh, that we could fire Trump or his drones when they made a single mistake.  Bye, bye RFK Jr. for the measles disaster; so long Hegseth for pushing the war with Iran; and hasta la vista Attorney General Blanche for the illegal and unethical deal givng the Trump family immunity from federal income taxes forever. But I digress.) Continue reading

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TWO FEDS GET SHARE OF $1.7 MILLION FINE AGAINST CHEATING CONTRACTORS

Private contractors are everywhere in government because a bundle of politicians believe that private sector firms can always do the work faster, better, and cheaper than federal employees.  I could give you a list as long as my arm of studies and cases where that was shown to be wildly untrue, but the politicians love the campaign contributions contractors send with the money they get from federal contractors.  In any event, federal employees are in the best position to spot when contractors are padding their bills or otherwise defrauding the government. Consequently, while they should know that when they do they can get a share of the fine the government imposes on the contractor, the first step is to make sure stewards know about this.  After all, they are most likely to hear co-workers talking about any contractor rip-offs. So, we thought we would pass along a post from The Employment Law Group, a law firm operating in D.C., that wrote about how it got two federal employees big bucks for blowing the whistle on some contractor games. Check out the short piece here.

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WHEN CO-WORKERS HARASS EEO COMPLAINANTS

An employee filed an EEO complaint alleging disparate treatment, which was found to be without merit.  However, before the agency dismissed the complaint, the supervisors put out the word that they were going to begin rigidly enforce several work rules because employees were filing EEO complainants when they granted exceptions.  EEOC found that as a result, Agents began making disparaging comments about their coworkers. These comments included: (1) that management needed to “handle” Agents who were filing EEO complaints; (2) asking who was going to file a complaint next; (3) that employees needed to stop filing EEO complaints because it was making it hard for everyone else; (4) that rules were only being enforced because of EEO complaints and/or “Complainant and other EEO complainers”; (5) that someone needed to “deal with” those who filed EEO complaints. Others said the EEO complainant needed to “watch his ass.” And they made the comments in front of the employees who had filed complaints. But what could the employee do if the threatening comments were made by co-workers, not managers? Continue reading

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MAGIC WORDS NOT REQUIRED

What if you tell your supervisor that you are finding it very difficult to accomplish an assigned task because of a physical or mental problem and he does nothing?  Then, soon thereafter you get an unacceptable performance rating and not long after that a removal notice. Can you file a disability discrimination case even if you never formally requested a reasonable accommodation? Continue reading

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THE MANY LOGICAL FALLACIES OF JUDGE HARRY T. EDWARDS’  COVERED-BY DOCTRINE

Federal Circuit Court Judge Edwards and I both took our high school lessons in logic, reasoning, proof, and bias in the little town of Uniondale, NY—named after a union training center once located there.  There we learned about fallacies, i.e., the use of invalid or otherwise faulty reasoning in the construction of an argument or conclusion, e.g., all dogs are dangerous because I was bitten by one. They are used to persuade by deception, even though they can appear quite valid at first glance. So, I am at a loss to understand how the Judge so recklessly built his defense of the covered-by (CB) doctrine on a bundle of fallacies. Given that his fellow judges are currently considering the NLRB’s rejection of the covered-by doctrine in a case known as Endurance Environmental Solution v. NLRB, it seems like a good time to shine a little light on the loads of illogical babble the CB doctrine rests atop. Consequently, I have listed below the many fallacies in his latest covered-by decision (DOJ v. FLRA, 875 F.3d 667 (2017), with an occasional reference to his 1992 one (Dep’t. of the Navy v. FLRA, 962 F.2d 48 (D.C.Cir. 1992), which first introduced the federal sector to the Harry T. Edwards covered-by doctrine. Continue reading

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REMEMBER THIS REMEDY

We like to highlight employee and union victories where an employer is not simply ordered to cease and desist. Frankly, that kind of verdict is near worthless because it does not compensate the employee or union for any harm done.  Just as importantly, it does nothing to motivate the employer not to violate its obligations in the future. So, when we came across a decision titled Emilia Z. v. Pete Hegseth, Sec’y DoD, (Department of Defense Education Activity), EEOC No. 2023004545 (2026) we knew it was worth remembering as a model for even remotely similar cases because EEOC imposed remedies we have never seen before. Emila, a secretary at Fort Campbell, filed an EEO complaint alleging discrimination on the bases of physical disability and in reprisal for protected EEO activity. EEOC found the agency at fault in large part because the Southeast District Chief of Staff questioned Complainant about her medical condition in front of a co-worker. As a result, EEOC clobbered the agency with an order that it do nine things to correct the situation. They are as follows: Continue reading

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A QUIZ: WHEN UNIONS’ RIGHTS COLLIDE

Who is right and who is wrong in this situation where the bargaining rights of two unions collided in the parking lot?  IFPTE/NAIL reached a deal with the Navy Shipyard in Newport News over revised agency instructions reassigning parking priorities. The agreement was signed, approved by the agency head, and became effective.  However, as soon as the agency began reassigning parking spaces, it realized that the agreement would result in fewer parking spaces for another union.  That union, AFGE, represented employees in a different Navy component that shared a parking lot with the employees working in the component represented by the two unions unaffiliated with AFGE.  So, what happens next? Does the agreement reached by the two unions trump AFGE’s rights to bargain over any change before implementation?  Did AFGE lose any right to bargain over the change because it was made pursuant to an agreement negotiated with another union?  Did AFGE’s rights void the other union’s agreement? Continue reading

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AGENCY PIP DISCRIMINATORY; EMPLOYEE REINSTATED

A deaf/Hard of Hearing employee could read lips in one-on-one conversations, but needed an accommodation to participate in group conversations. Consequently, his performance suffered and the agency put him on a PIP, which ended in his termination. But… Continue reading

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WHAT DID THIS UNION DO WRONG?

Here are the facts.  See if you can figure out two things the union did wrong.  The agency had a practice of placing a guard at each of its strategically important locations around its property every shift.  When it suddenly changed that by requiring one staff person to cover two strategic locations per shift rather than one, the union charged management with violating the contract.  The clause at issue read as follows: “The Employer agrees to lower inherent hazards to employees to the lowest level possible without relinquishing its management rights.  A ‘strategic location’ is defined as a self-contained area and can only be safely secured by a single officer.”  The union grievance asked for a return to the prior staffing level and that is what the arbitrator ordered. However, FLRA overturned the award saying that it intruded too heavily on management’s right to assign work.  Have you identified the two errors yet?   Continue reading

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