If you work the union’s FMLA cases or process them in HR then we recommend you keep up with the JacksonLewis series entitled, “What Am I Doing Wrong? Common FMLA Mistakes.” While it is written to advise employers, union reps can’t help but benefit as well. In fact, contract negotiators should look over all eight posts in this series to date when drafting and/or revising the3ir own FMLA articles.
In virtually every other situation, the rule of thumb is that the deadline for filing a grievance begins to run when the agency issues its written decision. But not when a WIGI is involved–and not knowing the WIGI rule cost one employee a lot of back pay. Continue reading
Back in 1997 the Authority declared that it favored automatically including employees in existing bargaining units if they shared a community of interest. It saw no need to force agencies and unions to undergo the multi-year costs, stress and litigation of running an election each time the agency hired new employees to do the same or similar work other unit employees were doing. Since that decision, three Republican appointees have joined in not only applying the law of that case, i.e., Cabaniss, Armenderiz and Beck, but expanding it to situations where an agency action places employees in a new organizational or geographic entity. (Before that, Applewhaite (5 FLRA 97) , McGinnis (17 FLRA 183), Mahone (14 FLRA 174), and McKee (39 FLRA 96), all Republican appointees, supported the earlier FLRA accretion positions that date back to the Executive Orders that Nixon signed.) As a result, there are now about 30 cases applying the 1997 case, i.e. Ft. Dix, 53 FLRA 287, with about an even split between decisions supporting an accretion based on the facts and those opposing it. Member Pizzella, however, thinks everyone got it wrong over the five decades and he knows what they should have decided. Continue reading
It is not only something union negotiators can use to protect members from the adverse effects of a management intrusion into their lives, but also something the FLRA endorses. (This is a republication of a piece first posted in July 2012) Continue reading
Brace yourself if you have anything to do with federal sector labor relations. Pat Pizzella, the Acting Chair of the FLRA and presumptive heir to the chair, is about to rattle your world like a snow globe. If you have studied his many, many, many musings, you know that he disagrees with at least two dozen long-established, labor law precedents that evolved from thousands of FLRA decisions, about a hundred circuit court appeals, and a handful of Supreme Court rulings. He apparently believes he knows better than all those people who played a role in shaping today’s LR arena—and yes that is what the word “hubris” is about. All he need do now is convince a certain self-obsessed, bottle-blond, combed-over, purveyor of luxury meats to appoint him a robot buddy from the binders of them kept over at the Heritage Foundation in trust for the likes of the Koch Bros, Breitbart, and Bradley Foundation. Then, the chaos can begin as precedents are thrown overboard, various circuit courts remand, reverse or uphold those revisionist rulings, the Supreme Court has to step in to referee, and the parties make adjustments to avoid the things they do not like. Below are the labor law areas where “The Pizz” wants to force the machinery of government to restructure simply because he thinks that would be keen—and/or please his political benefactors—no matter what the cost to government. Our plan over the next few weeks is to focus on each of these areas to get practitioners ready for another period of “all-litigation-all-the-time” labor relations like Dale Cabaniss spawned and point out how they can contractually insulate themselves from the ego-fueled, decisional roulette that lies ahead at the hands of the Authority’s chief croupier. Jack Abramoff’s former associate has come a long way from his days as just a Koch Brothers groupie. Continue reading
On April 24, 2017 FLRA decided a case where the arbitrator found that the agency had violated the contract when it refused to approve full-time telework for an employee. However, because the employee retired shortly after the arbitration hearing, the arbitrator decided she could not give the employee an effective remedy. Consequently, she ordered the agency to “review future telework requests consistent with the parties’ collective‑bargaining agreement.” The agency filed exceptions claiming that the arbitrator exceeded her authority when she imposed a remedy that benefits anyone other than the named grievant. FLRA agreed. However, the case presents a “teaching moment.” What remedy should the union have requested? Continue reading
While it is hard to ever say “never” to a legal question, at least one federal circuit court believes that an employee may not be required to show s/he had an actual need for the leave every time the employee took intermittent leave to care for a sick parent. (Check out this piece from the law firm of JacksonLewis.) Continue reading
We have written about this before, yet still double over with pain every time we see this blunder. Although we are not going to identify the union or even proclaim that it was the union rather than FLRA that made the mistake, we will say that the latest incident popped up in an FLRA ALJ decision. The union accused the agency of unilaterally changing the duties of some unit positions and ratcheting up production standards, making it harder for employees to earn high annual appraisal scores. It was a slam dunk case for the union and FLRA—as opposed to those workload cases where an employee’s burden increases cyclically or due to factors outside management’s control. But here is how it mishandled. Continue reading
There is a ton of data on the various agency web sites that labor-management reps on both sides of the table can benefit from. We have posted several in our menu bar button “Research Links.” But useful data can also be found outside the fed sites. We have always like USA.GOV, which is a kind of Google search engine focused on federal and state government documents. Now there is a new one that provides more statistical and big picture data. While it probably will not be of use as often as USA.GOV or agency sites, those dealing with agency-wide major policy issues can get a lot of value out of it. It is called USAFacts.org. The data junkies among us will love it.
When a DOD safety officer had the nerve to actually report safety hazards and climb the chain of command ladder to disclose his command was not reporting injuries to OSHA as required by regulation, he got canned early in his probationary period. His command alleged that he overstated the scope of the danger and overstepped his role as safety manager. Most probationers would turn and walk away thinking it is nearly impossible to overturn a probationary period termination. But not this manager. He looked into the more than one dozen non-traditional ways probationers can appeal and contacted the Office of Special Counsel which has a decent record of forcing agencies to reinstate probationers terminated in violation of law or regulation. That turned out to be a good decision. OSC ordered his termination stayed while it investigates further. Hopefully, this causes DOD to rethink the wisdom of hammering a safety officer of all people for overstating a workplace hazard. Would it be better if they all understated the hazards?