Category Archives: Negotiability
MSPB POLICY DIRECTOR ENDORSES PASS-FAIL EVALUATION SYSTEMS If you listen to the anti-labor and anti-employee zealots clogging the OPM and FLRA policy making levels, you would think that union proposals to establish Pass-Fail appraisal ratings systems are Satanic-derived plots to … Continue reading
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 … Continue reading
HOW TO DO QUICK NEGOTIABILITY RESEARCH OPM has an on-line document that we have found helpful for two reasons. First, it is a good source for ideas about mid-term proposals the union could make. The ideas are sorted by subject, … Continue reading
NEGOTIABILITY: FIRST, THE GOOD NEWS A new FLRA negotiability decision (NTEU, 68 FLRA 334 (2015) makes it a little bit easier for unions to enforce merit-based promotion decisions—if they can convince management to include the concepts in their collective … Continue reading
FLRA PUBLISHES GUIDE TO NEGOTIABILITY Our congrats to FLRA Member Dubester for keeping FLRA active while we await Carol Pope’s Senate confirmation. The FLRA just issued a Guide to Negotiability that any union negotiators should print and read.
OUR FAVORITE APPROPRIATE ARRANGEMENT PROPOSALS (Pt. 3 – Union Needs) Unions and their reps can be just as impacted by a proposed agency management rights change as any other bargaining unit employees. Consequently, the FLRA allows unions to make bargaining … Continue reading
TEST YOURSELF #2- Strategic Negotiability Decisions Assume that after a week of bargaining over a management-proposed mid-term change, management tells you that one of your four remaining unagreed proposals is non-negotiable? This is an important proposal to you and you … Continue reading
A NEGOTIATOR’S THREE MAGIC WORDS Abracadabra won’t work; neither will hocus-pocus. But the phrase, “Management has determined” will open doors at a bargaining table.
RELIGIOUS REFUSALS TO DO WORK QUESTION: When can an employee demand that he or she not be required to perform certain tasks? ANSWER: When performance of the work conflicts with the employee’s religious convictions and it is reasonable for the … Continue reading
FLRA POWERPOINT TRAINING MATERIALS STEWARD ALERT! We ran across some pretty helpful PowerPoint training materials for union stewards and representatives—whether you read the slides just for your own benefit or use them for a local training session. IFPTE must have … Continue reading