Love him or hate him, but union leaders can learn something from studying what he has done to get his way in business, government, and a few other more intimate areas. So, we have outlined below the most critical organizational components “Trump style” national union presidents need to establish their own “autocracy edging toward a dictatorship.” Continue reading
With the House of Orange 2.0 abolishing anything remotely related to DEI, it is inevitable that some folks will think it is once again OK to discriminate, harass, retaliate, etc. against others based on race, gender, age, national origin, religion, disability, color, etc. Looking down the road, we expect not only a rapid increase in the number of violations of the various civil rights laws, but also in how grossly obvious the violators are. That is going to lead to what some, including us, will call the golden age of discrimination complaints. Continue reading
This new decision caught our eye when EEOC reported that the agency told a supervisor he “was not allowed on the floor when Complainant [Jene] was present for about two months.” When the supervisor continued to harass her, she filed discrimination charges. Once the Commission looked over the record, it imposed the very unusual order that, “The Agency shall take all necessary steps to ensure that Complainant has no contact with Supervisor 1, and provide her with a designated management official to inform if subsequent acts of alleged harassment occur by Supervisor 1 or by other individuals on his behalf.” Sounds like if Supervisor 1 sees Jene coming down the hall, he had better turn and run. Or if the elevator doors open and Jene is on it, he had best wait for the next one. Continue reading
Any federal union activist with two IQ points to rub together has known since the Reagan era that there are two big holes in the labor law. First, the White House can decide not to appoint a General Counsel for the FLRA. If it does or fails to make filling it a priority, it essentially shuts down the agency. It cannot file ULP complainants, take cases to hearing, or even issue final ULP decisions. Although it rarely arises, it also loses the power to ask a court to issue an injunction against the White House or federal agencies if they try to irreparably harm federal employees or their unions. For example, an injunction would be the only way to stop an illegal suspension of dues withholding, arbitration, or official time before it killed the unions. Leaving the GC job vacant is the silver bullet that kills employee rights. Federal union leaders let that job go unfilled for years during the Biden Administration and handed Trump exactly what he needed to virtually abolish federal labor relations—and they allowed this in return for a pathetic pittance of a payoff from Biden. The second huge hole in the law is… Continue reading
We don’t hate management; in fact, we believe that both labor and management need to be very skilled at what they do to create a satisfying, effective workplace. But it does raise the hairs on our neck every time we see managers acting as if they are divine sovereigns who are incapable of error. A new decision involving the Dep’t. of Defense Education Activity (DoDEA) provides a classic example of one such manager who thinks too highly of herself. The decision also underscores how to take that kind of manager down. Continue reading
YUP! There is a way to wiggle out from under the Trump Administration efforts to punish federal employees for not voting for them. FEDWEEK just published a story you should read entitled, “’Compelling Reason’ Needed to Justify Continued Off-site Work.” Check it out. Those of you who eat, drink and sleep negotiation tactics will recognize this is an opportunity to demand to bargain before political telework penalties are implemented. Think about implementing procedures and appropriate arrangement proposals you can make. Be on the lookout for management officials making deals directly with unit employees. Remember this FEDSMILL post about bypass? Or this about disability grounds for telework. Or the remedies available if the agency violates law when taking telework away. Or as a religious accommodation. Or the appropriate arrangement proposals others have made when management proposes to terminate telework. Or how to use FMLA to get telework. FEDSMILL has over 50 advice pieces about telework. Just enter the term in the search box and they will all pop up.
The Office of the Special Counsel (OSC) posted a press release in late December announcing that it was ordering two SES Executives suspended for 30 & 36 days. OSC found that they committed prohibited personnel practices (PPP) in connection with promotion actions. While the OSC chose not to reveal most of the details about the case, it did mention that it caught one of the Executives “pressuring subordinates within HR to improperly select unqualified candidates for multiple positions.” The case is an interesting benchmark for unions to use if they show one of their agency’s managers or executives committed a PPP in a promotion action. Why not take an arbitrator’s decision and ask the agency IG to investigate and to impose a proper penalty if it agrees a PPP was committed. There is nothing wrong with sending the offending manager/executive a message that the union is not done with them once an arbitrator orders the agency to retroactively promote or grant priority consideration. That is a penalty on the agency, not the offending officials.