Author Archives: AdminUN
WHY BARGAIN OVER (& GRIEVE) AGENCY REGULATIONS? MSPB wheeled out a great example why in a decision this week reversing an employee’s removal due to the withdrawal of his security clearance. After finding that the agency complied with all statutory … Continue reading
KEN MOFFETT, JR. TAKES OVER NTEU NEGOTIATIONS DEPARTMENT We did not see a formal public announcement about this, but are delighted to hear that Ken Moffett, Jr. has taken over as NTEU’s Director of Negotiations. (He replaces Frank Ferris, who … Continue reading
CONGRATS TO IFPTE There are several unions that specialize in representing federal employees, e.g., AFGE, NFFE, and NTEU. You could even say that they dominate the federal sector union landscape. However, the IFPTE continues to rack up organizing victories in … Continue reading
FOLLOW THE MONEY AFGE has done it, NFFE has too, and now NWSEO has as well. They have all “put their money where their mouth is” and admitted that “it takes money to make money.” The point is that each … Continue reading
WE LIKE THIS WEB PAGE Every once in a while we run across a particularly good web site and when we do we try to share it with everyone as a potential model for what others could do. This week … Continue reading
WANT TO BE A LABOR LAW EXPERT? Here is one way to take a large step in that direction. The FLRA General Counsel’s Office recently posted its “Unfair Labor Practice Case Law Outline.” It is 108 pages of summaries of … Continue reading
IFPTE ASSEMBLES FREE TRAINING POWERPOINTS PowerPoint presentations have become the work horse of nearly every training session. They make the presenter and union president look professional, they focus everyone in the room on the same message at the same time, … Continue reading
LEO, AUO, FLSA and 5 CFR 610 When can a federal law enforcement officer (LEO) claim FLSA time and one-half overtime pay if he already is paid administratively uncontrollable overtime (AUO) to work hours beyond the normal 40 hour shift?
A “UNILATERAL CHANGE” GRIEVANCE TIP Assume that your contract has a clause that mirrors the statutory obligation to bargain, i.e., it obligates management to notify and bargain over any midterm changes in working conditions before implementing them. Further assume that … Continue reading