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AUTHORITY DECISIONS FOR VOLUME 21 Authority Decisions for Volume 21. 21:1116 (128)NG - NTEU, Chapter 153 and Dept. of the Treasury, USCS -- 1986 FLRAdec NG. 21:1105 (127)NG - NFFE and DOI, Geological Survey, Eastern Mapping Agency -- 1986 FLRAdec NG. 21:1092 (125)CA - DOD Dependents Schools System and Overseas Education Association -- 1986 FLRAdec CA. REPRESENTATION FREQUENTLY ASKED QUESTIONS (FAQS) Representation Frequently Asked Questions (FAQs) The Office of the General Counsel (OGC), through its Regional Offices, conducts elections and investigates and decides representation matters. Below are FAQs about the Representation process, with a section on the special issues that arise in FLRA GC GUIDANCE ON DEVELOPING A LABOR RELATIONS STRATEGICWEB VIEW part 1. what is a labor relations strategic plan and why is it necessary? part 2. assessing your current labor relations strategy: what is it and is it successful?FLRA FORM 21
OVERVIEW: Use this form if you want to file a petition pursuant to Sections 7111, 7112 a nd 7115 of the Federal Service Labor Management Relations Statute. Refer to the Rules and Regulations of the Federa l Labor Relations Authority (FLRA), Part 2422 of 5 C.F.R., for additional information on how to file a petition. CHARGE AGAINST AN AGENCY form exempt under 44 u.s.c. 3512 for flra use only case no. united states of america federal labor relations authority charge against anagency date filed
FOR FLRA USE ONLY UNITED STATES OF AMERICA FEDERAL … united states of america federal labor relations authority charge against an agency for flra use only case no. date filed 1. agency against which charge is brought 2. FLRA | U.S. FEDERAL LABOR RELATIONS AUTHORITYABOUTCOMPONENTS & OFFICESCASE TYPESDECISIONSRESOURCES & TRAININGORGANIZATIONAL CHART The FLRA is an independent administrative federal agency that administers the labor-management relations program for 2.1 million non-postal federal employees worldwide. The FLRA’s one-stop shop for all things training with upcoming in-person events near you, YouTube videos, agency training contacts and more. The FLRA's New and Improved THE FEDERAL SERVICE LABOR-MANAGEMENT RELATIONS STATUTE The Federal Service Labor-Management Relations Statute. TITLE 5 OF THE UNITED STATES CODE. GOVERNMENT ORGANIZATION AND EMPLOYEES. PART III--EMPLOYEES. SUBPART F--LABOR-MANAGEMENT AND. EMPLOYEE RELATIONS. CHAPTER 71. LABOR-MANAGEMENT RELATIONS. A searchable and printable version of the Statute is available by clicking here. AUTHORITY DECISIONS FOR VOLUME 71 American Federation of Government Employees, Local 3430 (Union) and United States Department of Health and Human Services, Centers for Disease Control and Prevention, National Institute for Occupational Safety and Health, Morgantown, West Virginia UNFAIR LABOR PRACTICE What is an Unfair Labor Practice (ULP)? The Federal Service Labor-Management Relations Statute (the Statute) protects federal employees’ rights to organize, bargain collectively, and participate in labor organizations of their choosing – and to refrain from doing so. A ULP is conduct by agencies or unions that violates rights thatthe
AUTHORITY DECISIONS FOR VOLUME 21 Authority Decisions for Volume 21. 21:1116 (128)NG - NTEU, Chapter 153 and Dept. of the Treasury, USCS -- 1986 FLRAdec NG. 21:1105 (127)NG - NFFE and DOI, Geological Survey, Eastern Mapping Agency -- 1986 FLRAdec NG. 21:1092 (125)CA - DOD Dependents Schools System and Overseas Education Association -- 1986 FLRAdec CA. REPRESENTATION FREQUENTLY ASKED QUESTIONS (FAQS) Representation Frequently Asked Questions (FAQs) The Office of the General Counsel (OGC), through its Regional Offices, conducts elections and investigates and decides representation matters. Below are FAQs about the Representation process, with a section on the special issues that arise in FLRA GC GUIDANCE ON DEVELOPING A LABOR RELATIONS STRATEGICWEB VIEW part 1. what is a labor relations strategic plan and why is it necessary? part 2. assessing your current labor relations strategy: what is it and is it successful?FLRA FORM 21
OVERVIEW: Use this form if you want to file a petition pursuant to Sections 7111, 7112 a nd 7115 of the Federal Service Labor Management Relations Statute. Refer to the Rules and Regulations of the Federa l Labor Relations Authority (FLRA), Part 2422 of 5 C.F.R., for additional information on how to file a petition. CHARGE AGAINST AN AGENCY form exempt under 44 u.s.c. 3512 for flra use only case no. united states of america federal labor relations authority charge against anagency date filed
FOR FLRA USE ONLY UNITED STATES OF AMERICA FEDERAL … united states of america federal labor relations authority charge against an agency for flra use only case no. date filed 1. agency against which charge is brought 2. THE FEDERAL SERVICE LABOR-MANAGEMENT RELATIONS STATUTE The Federal Service Labor-Management Relations Statute. TITLE 5 OF THE UNITED STATES CODE. GOVERNMENT ORGANIZATION AND EMPLOYEES. PART III--EMPLOYEES. SUBPART F--LABOR-MANAGEMENT AND. EMPLOYEE RELATIONS. CHAPTER 71. LABOR-MANAGEMENT RELATIONS. A searchable and printable version of the Statute is available by clicking here. GUIDANCE ON INVESTIGATING, DECIDING AND RESOLVING Department of Justice, United States Immigration and Naturalization Service, United States Border Patrol, Dallas, Texas, 51 FLRA No. 49 (1995). This requires the Regions when investigating a refusal to furnish requested information to discover with specificity: Exactly why did the union need the requested information; What would the unionhave
FLRA GENERAL COUNSEL ISSUES GUIDANCE ON MEETINGS FLRA General Counsel Issues Guidance on Meetings. Julia Akins Clark, General Counsel of the Federal Labor Relations Authority (FLRA), today issued to the public, and posted on the FLRA website, Guidance on Meetings. The Meetings Guidance is intended to assist the parties in determining their respective rights and obligations during formal In accordance with Authority practice, we consolidate the arbitrability and merits cases for a single decision. See U.S. Agency for Glob. Media, 70 FLRA 946, 946 (2018) (Glob. Media) (then‑Member DuBester dissenting) (consolidating exceptions to interlocutory and final awards); U.S. DOJ, Fed. BOP, U.S. Penitentiary, Bryan, Tex., 70 FLRA 707, 708 (2018) (then‑Member DuBester dissenting Our Mission. Protecting rights and facilitating stable relationships among federal agencies, labor organizations, and employees while advancing an effective and efficient government through the administration of the Federal Service Labor-Management RelationsStatute.
330 DECISIONS OF THE FEDERAL LABOR RELATIONS AUTHORITY 72 72 FLRA No. 65 Decisions of the Federal Labor Relations Authority 331 The Union filed exceptions on June 8, 2020.8 III. Analysis and Conclusion: The award isFSIP DECISIONS
The Federal Service Impasses Panel (the Panel) has seven Presidential appointees who serve on a part-time basis, one of whom serves as Chair. The Panel resolves impasses between Federal agencies and unions representing Federal employees arising from negotiations over conditions of employment under the Federal Service Labor-Management Relations Statute and the Federal See Exceptions at 6-7 (citing U.S. DOL, Wash. D.C., 30 FLRA 572 (1987); Dep’t of the Air Force, Sacramento Air Logistics Ctr., McClellan Air Force Base, Cal., 29 FLRA 594 (1987); Dep’t of the Army, Harry Diamond Laboratories, Adelphi, Md., 9 FLRA 575 (1982)). The cases cited by the Union concern the timeliness of an unfair labor practice charge and do not demonstrate that the Arbitrator REPRESENTATION FREQUENTLY ASKED QUESTIONS (FAQS) Representation Frequently Asked Questions (FAQs) The Office of the General Counsel (OGC), through its Regional Offices, conducts elections and investigates and decides representation matters. Below are FAQs about the Representation process, with a section on the special issues that arise in We grant the Union’s request for leave to file and consider its reply to the Agency’s response. E.g., U.S. Dep’t of the Treasury, IRS, Austin, Tex., 70 FLRA 680, 682 n.15 (2018) (Member DuBester dissenting on other grounds) (granting leave to file a reply to a party’s response to a show‑cause order where issue was whether award concerned a removal action). We do not consider FLRA | U.S. FEDERAL LABOR RELATIONS AUTHORITYABOUTCOMPONENTS & OFFICESCASE TYPESDECISIONSRESOURCES & TRAININGORGANIZATIONAL CHART The FLRA is an independent administrative federal agency that administers the labor-management relations program for 2.1 million non-postal federal employees worldwide. The FLRA’s one-stop shop for all things training with upcoming in-person events near you, YouTube videos, agency training contacts and more. The FLRA's New and Improved THE FEDERAL SERVICE LABOR-MANAGEMENT RELATIONS STATUTE The Federal Service Labor-Management Relations Statute. TITLE 5 OF THE UNITED STATES CODE. GOVERNMENT ORGANIZATION AND EMPLOYEES. PART III--EMPLOYEES. SUBPART F--LABOR-MANAGEMENT AND. EMPLOYEE RELATIONS. CHAPTER 71. LABOR-MANAGEMENT RELATIONS. A searchable and printable version of the Statute is available by clicking here. FLRA GENERAL COUNSEL ISSUES GUIDANCE ON INFORMATION Julia Akins Clark, General Counsel of the Federal Labor Relations Authority (FLRA), today issued to the public, and posted on the FLRA website, Guidance on Union requests for information from Federal agencies . The Guidance is intended to assist the parties, both Union and management, in determining their rights and obligations regarding THE FEDERAL SERVICE IMPASSES PANEL (FSIP OR THE PANEL) What we do. The Panel resolves impasses between federal agencies and unions representing federal employees arising from negotiations arising under the Federal Service Labor-Management Relations Statute and the Federal Employees Flexible and Compressed Work Schedules Act . If bargaining between the parties, followed by mediation assistance,does
FLRA GENERAL COUNSEL ISSUES GUIDANCE ON MEETINGS FLRA General Counsel Issues Guidance on Meetings. Julia Akins Clark, General Counsel of the Federal Labor Relations Authority (FLRA), today issued to the public, and posted on the FLRA website, Guidance on Meetings. The Meetings Guidance is intended to assist the parties in determining their respective rights and obligations during formal AUTHORITY DECISIONS FOR VOLUME 71 American Federation of Government Employees, Local 3430 (Union) and United States Department of Health and Human Services, Centers for Disease Control and Prevention, National Institute for Occupational Safety and Health, Morgantown, West Virginia GENERAL COUNSEL ISSUES GUIDANCE ON DEVELOPING A The Guidance is available on the FLRA Web Site, www.flra.gov. Attached to this press release is the Guidance Memorandum and an Executive Summary. Questions or comments concerning this Guidance should be directed to FLRA Deputy General Counsel David Feder at (202) 482-6680, extension 203. Executive Summary. General Counsel Guidance onDeveloping
THE STATUTE: § 7106. MANAGEMENT RIGHTS The Statute: § 7106. Management rights. (a) Subject to subsection (b) of this section, nothing in this chapter shall affect the authority of any management official of any agency--. (1) to determine the mission, budget, organization, number of employees, and internal security practices of the agency; and. (2) in accordance with applicablelaws--.
50TH ANNIVERSARY: EXECUTIVE ORDER 10988 50th Anniversary: Executive Order 10988. President John F. Kennedy Signs Executive Order, “Task Force on Employee-Management Relations in the Federal Service.”. Fifty years ago, on January 17, 1962, Federal employees first obtained the right to engage in collective bargaining through labor organizations when President John F. Kennedyissued
THE STATUTE: § 7131. OFFICIAL TIME The Statute: § 7131. Official time. (a) Any employee representing an exclusive representative in the negotiation of a collective bargaining agreement under this chapter shall be authorized official time for such purposes, including attendance at impasse proceeding, during the time the employee otherwise would be in a duty status. FLRA | U.S. FEDERAL LABOR RELATIONS AUTHORITYABOUTCOMPONENTS & OFFICESCASE TYPESDECISIONSRESOURCES & TRAININGORGANIZATIONAL CHART The FLRA is an independent administrative federal agency that administers the labor-management relations program for 2.1 million non-postal federal employees worldwide. The FLRA’s one-stop shop for all things training with upcoming in-person events near you, YouTube videos, agency training contacts and more. The FLRA's New and Improved THE FEDERAL SERVICE LABOR-MANAGEMENT RELATIONS STATUTE The Federal Service Labor-Management Relations Statute. TITLE 5 OF THE UNITED STATES CODE. GOVERNMENT ORGANIZATION AND EMPLOYEES. PART III--EMPLOYEES. SUBPART F--LABOR-MANAGEMENT AND. EMPLOYEE RELATIONS. CHAPTER 71. LABOR-MANAGEMENT RELATIONS. A searchable and printable version of the Statute is available by clicking here. FLRA GENERAL COUNSEL ISSUES GUIDANCE ON INFORMATION Julia Akins Clark, General Counsel of the Federal Labor Relations Authority (FLRA), today issued to the public, and posted on the FLRA website, Guidance on Union requests for information from Federal agencies . The Guidance is intended to assist the parties, both Union and management, in determining their rights and obligations regarding THE FEDERAL SERVICE IMPASSES PANEL (FSIP OR THE PANEL) What we do. The Panel resolves impasses between federal agencies and unions representing federal employees arising from negotiations arising under the Federal Service Labor-Management Relations Statute and the Federal Employees Flexible and Compressed Work Schedules Act . If bargaining between the parties, followed by mediation assistance,does
FLRA GENERAL COUNSEL ISSUES GUIDANCE ON MEETINGS FLRA General Counsel Issues Guidance on Meetings. Julia Akins Clark, General Counsel of the Federal Labor Relations Authority (FLRA), today issued to the public, and posted on the FLRA website, Guidance on Meetings. The Meetings Guidance is intended to assist the parties in determining their respective rights and obligations during formal AUTHORITY DECISIONS FOR VOLUME 71 American Federation of Government Employees, Local 3430 (Union) and United States Department of Health and Human Services, Centers for Disease Control and Prevention, National Institute for Occupational Safety and Health, Morgantown, West Virginia GENERAL COUNSEL ISSUES GUIDANCE ON DEVELOPING A The Guidance is available on the FLRA Web Site, www.flra.gov. Attached to this press release is the Guidance Memorandum and an Executive Summary. Questions or comments concerning this Guidance should be directed to FLRA Deputy General Counsel David Feder at (202) 482-6680, extension 203. Executive Summary. General Counsel Guidance onDeveloping
THE STATUTE: § 7106. MANAGEMENT RIGHTS The Statute: § 7106. Management rights. (a) Subject to subsection (b) of this section, nothing in this chapter shall affect the authority of any management official of any agency--. (1) to determine the mission, budget, organization, number of employees, and internal security practices of the agency; and. (2) in accordance with applicablelaws--.
THE STATUTE: § 7131. OFFICIAL TIME The Statute: § 7131. Official time. (a) Any employee representing an exclusive representative in the negotiation of a collective bargaining agreement under this chapter shall be authorized official time for such purposes, including attendance at impasse proceeding, during the time the employee otherwise would be in a duty status. 50TH ANNIVERSARY: EXECUTIVE ORDER 10988 50th Anniversary: Executive Order 10988. President John F. Kennedy Signs Executive Order, “Task Force on Employee-Management Relations in the Federal Service.”. Fifty years ago, on January 17, 1962, Federal employees first obtained the right to engage in collective bargaining through labor organizations when President John F. Kennedyissued
FILE A CASE
ULPs fall under the jurisdiction of different FLRA components or offices, depending on the stage of the case. (1) To file an initial charge, you will need to file a case with the Office of the General Counsel (OGC), preferably through the eFiling system.. To eFile, review the technical instructions here, and then click the yellow eFiling button above. THE FEDERAL SERVICE IMPASSES PANEL (FSIP OR THE PANEL) What we do. The Panel resolves impasses between federal agencies and unions representing federal employees arising from negotiations arising under the Federal Service Labor-Management Relations Statute and the Federal Employees Flexible and Compressed Work Schedules Act.If bargaining between the parties, followed by mediation assistance, does not result in a voluntary agreement, then either GENERAL COUNSEL ISSUES GUIDANCE ON DEVELOPING A The Guidance is available on the FLRA Web Site, www.flra.gov. Attached to this press release is the Guidance Memorandum and an Executive Summary. Questions or comments concerning this Guidance should be directed to FLRA Deputy General Counsel David Feder at (202) 482-6680, extension 203. Executive Summary. General Counsel Guidance onDeveloping
THE STATUTE: § 7131. OFFICIAL TIME The Statute: § 7131. Official time. (a) Any employee representing an exclusive representative in the negotiation of a collective bargaining agreement under this chapter shall be authorized official time for such purposes, including attendance at impasse proceeding, during the time the employee otherwise would be in a duty status. Our Mission. Protecting rights and facilitating stable relationships among federal agencies, labor organizations, and employees while advancing an effective and efficient government through the administration of the Federal Service Labor-Management RelationsStatute.
POLICY STATEMENTS
Policy Description; 0-PS-1 . 04/19/79. Question: Section 7115(a) -- When written dues assignments in effect on January 11, 1979, may be terminated through revocations by the employees concerned.. Answer: Section 7115(a) does not apply in those situations where the parties to an existing collective bargaining agreement have mutually agreed in substance to renew or continue the six-month 330 DECISIONS OF THE FEDERAL LABOR RELATIONS AUTHORITY 72 72 FLRA No. 65 Decisions of the Federal Labor Relations Authority 331 The Union filed exceptions on June 8, 2020.8 III. Analysis and Conclusion: The award is AUTHORITY DECISIONS FOR VOLUME 21 Authority Decisions for Volume 21. 21:1116 (128)NG - NTEU, Chapter 153 and Dept. of the Treasury, USCS -- 1986 FLRAdec NG. 21:1105 (127)NG - NFFE and DOI, Geological Survey, Eastern Mapping Agency -- 1986 FLRAdec NG. 21:1092 (125)CA - DOD Dependents Schools System and Overseas Education Association -- 1986 FLRAdec CA. See Exceptions at 6-7 (citing U.S. DOL, Wash. D.C., 30 FLRA 572 (1987); Dep’t of the Air Force, Sacramento Air Logistics Ctr., McClellan Air Force Base, Cal., 29 FLRA 594 (1987); Dep’t of the Army, Harry Diamond Laboratories, Adelphi, Md., 9 FLRA 575 (1982)). The cases cited by the Union concern the timeliness of an unfair labor practice charge and do not demonstrate that the Arbitrator THE STATUTE: § 7103. DEFINITIONS; APPLICATION The Statute: § 7103. Definitions; application. (a) For the purpose of this chapter--. (1) "person" means an individual, labor organization, or agency; (2) "employee" means an individual--. (A) employed in an agency; or. (B) whose employment in an agency has ceased because of any unfair labor practice under section 7116 of this title and who FLRA | U.S. FEDERAL LABOR RELATIONS AUTHORITYABOUTCOMPONENTS & OFFICESCASE TYPESDECISIONSRESOURCES & TRAININGORGANIZATIONAL CHART The FLRA is an independent administrative federal agency that administers the labor-management relations program for 2.1 million non-postal federal employees worldwide. The FLRA’s one-stop shop for all things training with upcoming in-person events near you, YouTube videos, agency training contacts and more. The FLRA's New and Improved THE FEDERAL SERVICE LABOR-MANAGEMENT RELATIONS STATUTE The Federal Service Labor-Management Relations Statute. TITLE 5 OF THE UNITED STATES CODE. GOVERNMENT ORGANIZATION AND EMPLOYEES. PART III--EMPLOYEES. SUBPART F--LABOR-MANAGEMENT AND. EMPLOYEE RELATIONS. CHAPTER 71. LABOR-MANAGEMENT RELATIONS. A searchable and printable version of the Statute is available by clicking here. FLRA GENERAL COUNSEL ISSUES GUIDANCE ON INFORMATION Julia Akins Clark, General Counsel of the Federal Labor Relations Authority (FLRA), today issued to the public, and posted on the FLRA website, Guidance on Union requests for information from Federal agencies . The Guidance is intended to assist the parties, both Union and management, in determining their rights and obligations regarding THE FEDERAL SERVICE IMPASSES PANEL (FSIP OR THE PANEL) What we do. The Panel resolves impasses between federal agencies and unions representing federal employees arising from negotiations arising under the Federal Service Labor-Management Relations Statute and the Federal Employees Flexible and Compressed Work Schedules Act . If bargaining between the parties, followed by mediation assistance,does
FLRA GENERAL COUNSEL ISSUES GUIDANCE ON MEETINGS FLRA General Counsel Issues Guidance on Meetings. Julia Akins Clark, General Counsel of the Federal Labor Relations Authority (FLRA), today issued to the public, and posted on the FLRA website, Guidance on Meetings. The Meetings Guidance is intended to assist the parties in determining their respective rights and obligations during formal AUTHORITY DECISIONS FOR VOLUME 71 American Federation of Government Employees, Local 3430 (Union) and United States Department of Health and Human Services, Centers for Disease Control and Prevention, National Institute for Occupational Safety and Health, Morgantown, West Virginia GENERAL COUNSEL ISSUES GUIDANCE ON DEVELOPING A The Guidance is available on the FLRA Web Site, www.flra.gov. Attached to this press release is the Guidance Memorandum and an Executive Summary. Questions or comments concerning this Guidance should be directed to FLRA Deputy General Counsel David Feder at (202) 482-6680, extension 203. Executive Summary. General Counsel Guidance onDeveloping
THE STATUTE: § 7106. MANAGEMENT RIGHTS The Statute: § 7106. Management rights. (a) Subject to subsection (b) of this section, nothing in this chapter shall affect the authority of any management official of any agency--. (1) to determine the mission, budget, organization, number of employees, and internal security practices of the agency; and. (2) in accordance with applicablelaws--.
50TH ANNIVERSARY: EXECUTIVE ORDER 10988 50th Anniversary: Executive Order 10988. President John F. Kennedy Signs Executive Order, “Task Force on Employee-Management Relations in the Federal Service.”. Fifty years ago, on January 17, 1962, Federal employees first obtained the right to engage in collective bargaining through labor organizations when President John F. Kennedyissued
THE STATUTE: § 7131. OFFICIAL TIME The Statute: § 7131. Official time. (a) Any employee representing an exclusive representative in the negotiation of a collective bargaining agreement under this chapter shall be authorized official time for such purposes, including attendance at impasse proceeding, during the time the employee otherwise would be in a duty status. FLRA | U.S. FEDERAL LABOR RELATIONS AUTHORITYABOUTCOMPONENTS & OFFICESCASE TYPESDECISIONSRESOURCES & TRAININGORGANIZATIONAL CHART The FLRA is an independent administrative federal agency that administers the labor-management relations program for 2.1 million non-postal federal employees worldwide. The FLRA’s one-stop shop for all things training with upcoming in-person events near you, YouTube videos, agency training contacts and more. The FLRA's New and Improved THE FEDERAL SERVICE LABOR-MANAGEMENT RELATIONS STATUTE The Federal Service Labor-Management Relations Statute. TITLE 5 OF THE UNITED STATES CODE. GOVERNMENT ORGANIZATION AND EMPLOYEES. PART III--EMPLOYEES. SUBPART F--LABOR-MANAGEMENT AND. EMPLOYEE RELATIONS. CHAPTER 71. LABOR-MANAGEMENT RELATIONS. A searchable and printable version of the Statute is available by clicking here. FLRA GENERAL COUNSEL ISSUES GUIDANCE ON INFORMATION Julia Akins Clark, General Counsel of the Federal Labor Relations Authority (FLRA), today issued to the public, and posted on the FLRA website, Guidance on Union requests for information from Federal agencies . The Guidance is intended to assist the parties, both Union and management, in determining their rights and obligations regarding THE FEDERAL SERVICE IMPASSES PANEL (FSIP OR THE PANEL) What we do. The Panel resolves impasses between federal agencies and unions representing federal employees arising from negotiations arising under the Federal Service Labor-Management Relations Statute and the Federal Employees Flexible and Compressed Work Schedules Act . If bargaining between the parties, followed by mediation assistance,does
FLRA GENERAL COUNSEL ISSUES GUIDANCE ON MEETINGS FLRA General Counsel Issues Guidance on Meetings. Julia Akins Clark, General Counsel of the Federal Labor Relations Authority (FLRA), today issued to the public, and posted on the FLRA website, Guidance on Meetings. The Meetings Guidance is intended to assist the parties in determining their respective rights and obligations during formal AUTHORITY DECISIONS FOR VOLUME 71 American Federation of Government Employees, Local 3430 (Union) and United States Department of Health and Human Services, Centers for Disease Control and Prevention, National Institute for Occupational Safety and Health, Morgantown, West Virginia GENERAL COUNSEL ISSUES GUIDANCE ON DEVELOPING A The Guidance is available on the FLRA Web Site, www.flra.gov. Attached to this press release is the Guidance Memorandum and an Executive Summary. Questions or comments concerning this Guidance should be directed to FLRA Deputy General Counsel David Feder at (202) 482-6680, extension 203. Executive Summary. General Counsel Guidance onDeveloping
THE STATUTE: § 7106. MANAGEMENT RIGHTS The Statute: § 7106. Management rights. (a) Subject to subsection (b) of this section, nothing in this chapter shall affect the authority of any management official of any agency--. (1) to determine the mission, budget, organization, number of employees, and internal security practices of the agency; and. (2) in accordance with applicablelaws--.
50TH ANNIVERSARY: EXECUTIVE ORDER 10988 50th Anniversary: Executive Order 10988. President John F. Kennedy Signs Executive Order, “Task Force on Employee-Management Relations in the Federal Service.”. Fifty years ago, on January 17, 1962, Federal employees first obtained the right to engage in collective bargaining through labor organizations when President John F. Kennedyissued
THE STATUTE: § 7131. OFFICIAL TIME The Statute: § 7131. Official time. (a) Any employee representing an exclusive representative in the negotiation of a collective bargaining agreement under this chapter shall be authorized official time for such purposes, including attendance at impasse proceeding, during the time the employee otherwise would be in a duty status.FILE A CASE
ULPs fall under the jurisdiction of different FLRA components or offices, depending on the stage of the case. (1) To file an initial charge, you will need to file a case with the Office of the General Counsel (OGC), preferably through the eFiling system.. To eFile, review the technical instructions here, and then click the yellow eFiling button above. THE FEDERAL SERVICE IMPASSES PANEL (FSIP OR THE PANEL) What we do. The Panel resolves impasses between federal agencies and unions representing federal employees arising from negotiations arising under the Federal Service Labor-Management Relations Statute and the Federal Employees Flexible and Compressed Work Schedules Act.If bargaining between the parties, followed by mediation assistance, does not result in a voluntary agreement, then either GENERAL COUNSEL ISSUES GUIDANCE ON DEVELOPING A The Guidance is available on the FLRA Web Site, www.flra.gov. Attached to this press release is the Guidance Memorandum and an Executive Summary. Questions or comments concerning this Guidance should be directed to FLRA Deputy General Counsel David Feder at (202) 482-6680, extension 203. Executive Summary. General Counsel Guidance onDeveloping
THE STATUTE: § 7131. OFFICIAL TIME The Statute: § 7131. Official time. (a) Any employee representing an exclusive representative in the negotiation of a collective bargaining agreement under this chapter shall be authorized official time for such purposes, including attendance at impasse proceeding, during the time the employee otherwise would be in a duty status. Our Mission. Protecting rights and facilitating stable relationships among federal agencies, labor organizations, and employees while advancing an effective and efficient government through the administration of the Federal Service Labor-Management RelationsStatute.
POLICY STATEMENTS
Policy Description; 0-PS-1 . 04/19/79. Question: Section 7115(a) -- When written dues assignments in effect on January 11, 1979, may be terminated through revocations by the employees concerned.. Answer: Section 7115(a) does not apply in those situations where the parties to an existing collective bargaining agreement have mutually agreed in substance to renew or continue the six-month 330 DECISIONS OF THE FEDERAL LABOR RELATIONS AUTHORITY 72 72 FLRA No. 65 Decisions of the Federal Labor Relations Authority 331 The Union filed exceptions on June 8, 2020.8 III. Analysis and Conclusion: The award is AUTHORITY DECISIONS FOR VOLUME 21 Authority Decisions for Volume 21. 21:1116 (128)NG - NTEU, Chapter 153 and Dept. of the Treasury, USCS -- 1986 FLRAdec NG. 21:1105 (127)NG - NFFE and DOI, Geological Survey, Eastern Mapping Agency -- 1986 FLRAdec NG. 21:1092 (125)CA - DOD Dependents Schools System and Overseas Education Association -- 1986 FLRAdec CA. See Exceptions at 6-7 (citing U.S. DOL, Wash. D.C., 30 FLRA 572 (1987); Dep’t of the Air Force, Sacramento Air Logistics Ctr., McClellan Air Force Base, Cal., 29 FLRA 594 (1987); Dep’t of the Army, Harry Diamond Laboratories, Adelphi, Md., 9 FLRA 575 (1982)). The cases cited by the Union concern the timeliness of an unfair labor practice charge and do not demonstrate that the Arbitrator THE STATUTE: § 7103. DEFINITIONS; APPLICATION The Statute: § 7103. Definitions; application. (a) For the purpose of this chapter--. (1) "person" means an individual, labor organization, or agency; (2) "employee" means an individual--. (A) employed in an agency; or. (B) whose employment in an agency has ceased because of any unfair labor practice under section 7116 of this title and who FLRA | U.S. FEDERAL LABOR RELATIONS AUTHORITYABOUTCOMPONENTS & OFFICESCASE TYPESDECISIONSRESOURCES & TRAININGORGANIZATIONAL CHART The FLRA is an independent administrative federal agency that administers the labor-management relations program for 2.1 million non-postal federal employees worldwide. The FLRA’s one-stop shop for all things training with upcoming in-person events near you, YouTube videos, agency training contacts and more. The FLRA's New and Improved THE FEDERAL SERVICE LABOR-MANAGEMENT RELATIONS STATUTE The Federal Service Labor-Management Relations Statute. TITLE 5 OF THE UNITED STATES CODE. GOVERNMENT ORGANIZATION AND EMPLOYEES. PART III--EMPLOYEES. SUBPART F--LABOR-MANAGEMENT AND. EMPLOYEE RELATIONS. CHAPTER 71. LABOR-MANAGEMENT RELATIONS. A searchable and printable version of the Statute is available by clicking here. FLRA GENERAL COUNSEL ISSUES GUIDANCE ON INFORMATION Julia Akins Clark, General Counsel of the Federal Labor Relations Authority (FLRA), today issued to the public, and posted on the FLRA website, Guidance on Union requests for information from Federal agencies . The Guidance is intended to assist the parties, both Union and management, in determining their rights and obligations regarding FLRA GENERAL COUNSEL ISSUES GUIDANCE ON MEETINGS FLRA General Counsel Issues Guidance on Meetings. Julia Akins Clark, General Counsel of the Federal Labor Relations Authority (FLRA), today issued to the public, and posted on the FLRA website, Guidance on Meetings. The Meetings Guidance is intended to assist the parties in determining their respective rights and obligations during formal AUTHORITY DECISIONS FOR VOLUME 71 American Federation of Government Employees, Local 3430 (Union) and United States Department of Health and Human Services, Centers for Disease Control and Prevention, National Institute for Occupational Safety and Health, Morgantown, West Virginia COLLABORATION AND ALTERNATIVE DISPUTE RESOLUTION OFFICE The CADRO team helps parties identify the issues that must be resolved, assess the strengths and weaknesses of their case, explore possible solutions, and usually resolve the case in a mutually agreeable manner. They most often do so by using a quicker, less costly, and less risky approach than the litigation that brought themto the FLRA.
UNFAIR LABOR PRACTICE What is an Unfair Labor Practice (ULP)? The Federal Service Labor-Management Relations Statute (the Statute) protects federal employees’ rights to organize, bargain collectively, and participate in labor organizations of their choosing – and to refrain from doing so. A ULP is conduct by agencies or unions that violates rights thatthe
AUTHORITY DECISIONS FOR VOLUME 02 Authority Decisions for Volume 02. Oklahoma City Air Logistics Center, Tinker Air Force Base, Oklahoma (Activity) and American Federation of Government Employees, Local 916, AFL-CIO (Union) Directorate of Supply Operations, Defense Logistics Agency, Headquarters, Defense Logistics Agency (Respondent) and Louis J. Derdevanis (Complainant) OGC REGIONAL OFFICE DENVER Our Mission. Protecting rights and facilitating stable relationships among federal agencies, labor organizations, and employees while advancing an effective and efficient government through the administration of the Federal Service Labor-Management RelationsStatute.
FLRA FORM 21
OVERVIEW: Use this form if you want to file a petition pursuant to Sections 7111, 7112 a nd 7115 of the Federal Service Labor Management Relations Statute. Refer to the Rules and Regulations of the Federa l Labor Relations Authority (FLRA), Part 2422 of 5 C.F.R., for additional information on how to file a petition. FLRA | U.S. FEDERAL LABOR RELATIONS AUTHORITYABOUTCOMPONENTS & OFFICESCASE TYPESDECISIONSRESOURCES & TRAININGORGANIZATIONAL CHART The FLRA is an independent administrative federal agency that administers the labor-management relations program for 2.1 million non-postal federal employees worldwide. The FLRA’s one-stop shop for all things training with upcoming in-person events near you, YouTube videos, agency training contacts and more. The FLRA's New and Improved THE FEDERAL SERVICE LABOR-MANAGEMENT RELATIONS STATUTE The Federal Service Labor-Management Relations Statute. TITLE 5 OF THE UNITED STATES CODE. GOVERNMENT ORGANIZATION AND EMPLOYEES. PART III--EMPLOYEES. SUBPART F--LABOR-MANAGEMENT AND. EMPLOYEE RELATIONS. CHAPTER 71. LABOR-MANAGEMENT RELATIONS. A searchable and printable version of the Statute is available by clicking here. FLRA GENERAL COUNSEL ISSUES GUIDANCE ON INFORMATION Julia Akins Clark, General Counsel of the Federal Labor Relations Authority (FLRA), today issued to the public, and posted on the FLRA website, Guidance on Union requests for information from Federal agencies . The Guidance is intended to assist the parties, both Union and management, in determining their rights and obligations regarding FLRA GENERAL COUNSEL ISSUES GUIDANCE ON MEETINGS FLRA General Counsel Issues Guidance on Meetings. Julia Akins Clark, General Counsel of the Federal Labor Relations Authority (FLRA), today issued to the public, and posted on the FLRA website, Guidance on Meetings. The Meetings Guidance is intended to assist the parties in determining their respective rights and obligations during formal AUTHORITY DECISIONS FOR VOLUME 71 American Federation of Government Employees, Local 3430 (Union) and United States Department of Health and Human Services, Centers for Disease Control and Prevention, National Institute for Occupational Safety and Health, Morgantown, West Virginia COLLABORATION AND ALTERNATIVE DISPUTE RESOLUTION OFFICE The CADRO team helps parties identify the issues that must be resolved, assess the strengths and weaknesses of their case, explore possible solutions, and usually resolve the case in a mutually agreeable manner. They most often do so by using a quicker, less costly, and less risky approach than the litigation that brought themto the FLRA.
UNFAIR LABOR PRACTICE What is an Unfair Labor Practice (ULP)? The Federal Service Labor-Management Relations Statute (the Statute) protects federal employees’ rights to organize, bargain collectively, and participate in labor organizations of their choosing – and to refrain from doing so. A ULP is conduct by agencies or unions that violates rights thatthe
AUTHORITY DECISIONS FOR VOLUME 02 Authority Decisions for Volume 02. Oklahoma City Air Logistics Center, Tinker Air Force Base, Oklahoma (Activity) and American Federation of Government Employees, Local 916, AFL-CIO (Union) Directorate of Supply Operations, Defense Logistics Agency, Headquarters, Defense Logistics Agency (Respondent) and Louis J. Derdevanis (Complainant) OGC REGIONAL OFFICE DENVER Our Mission. Protecting rights and facilitating stable relationships among federal agencies, labor organizations, and employees while advancing an effective and efficient government through the administration of the Federal Service Labor-Management RelationsStatute.
FLRA FORM 21
OVERVIEW: Use this form if you want to file a petition pursuant to Sections 7111, 7112 a nd 7115 of the Federal Service Labor Management Relations Statute. Refer to the Rules and Regulations of the Federa l Labor Relations Authority (FLRA), Part 2422 of 5 C.F.R., for additional information on how to file a petition. FLRA GENERAL COUNSEL ISSUES GUIDANCE ON INFORMATION Julia Akins Clark, General Counsel of the Federal Labor Relations Authority (FLRA), today issued to the public, and posted on the FLRA website, Guidance on Union requests for information from Federal agencies.. The Guidance is intended to assist the parties, both Union and management, in determining their rights and obligations regarding information requests related to their collectiveAUTHORITY DECISIONS
Authority Decisions. Search the FLRA decisions, or browse the decisions by volume. United States Department of the Treasury, Internal Revenue Service (Agency) and National Treasury Employees Union (Union) National Federation of Federal Employees, Local 1953 (Union) and United States Department of the Air Force, Barksdale AirForce Base
See Exceptions at 6-7 (citing U.S. DOL, Wash. D.C., 30 FLRA 572 (1987); Dep’t of the Air Force, Sacramento Air Logistics Ctr., McClellan Air Force Base, Cal., 29 FLRA 594 (1987); Dep’t of the Army, Harry Diamond Laboratories, Adelphi, Md., 9 FLRA 575 (1982)). The cases cited by the Union concern the timeliness of an unfair labor practice charge and do not demonstrate that the ArbitratorFSIP DECISIONS
The Federal Service Impasses Panel (the Panel) has seven Presidential appointees who serve on a part-time basis, one of whom serves as Chair. The Panel resolves impasses between Federal agencies and unions representing Federal employees arising from negotiations over conditions of employment under the Federal Service Labor-Management Relations Statute and the Federal AUTHORITY DECISIONS FOR VOLUME 02 Authority Decisions for Volume 02. Oklahoma City Air Logistics Center, Tinker Air Force Base, Oklahoma (Activity) and American Federation of Government Employees, Local 916, AFL-CIO (Union) Directorate of Supply Operations, Defense Logistics Agency, Headquarters, Defense Logistics Agency (Respondent) and Louis J. Derdevanis (Complainant) The Authority reviews questions of law de novo. NTEU, Chapter 24, 50 FLRA 330, 332 (1995) (citing U.S. Customs Serv. v. FLRA, 43 F.3d 682, 686-87 (D.C. Cir. 1994)). In conducting a de novo review, the Authority determines whether the arbitrator’s legal conclusions are consistent with the applicable standard of law. NFFE, Loc. 1437, 53 FLRA 1703, 1710 (1998). In making that assessment, the Chairman DuBester, dissenting: As I noted in my dissenting opinion in U.S. Department of the Air Force, Warner Robins Air Logistics Center (Warner Robins) – the decision for which the Union seeks reconsideration – the majority vacated the Arbitrator’s award on grounds that were not raised by either party to the dispute.ERNEST DUBESTER
Ernest DuBester was designated Chairman by President Joseph R. Biden, Jr. on January 21, 2021. Chairman DuBester was initially appointed and renominated by President Barack Obama, renominated again by President Donald Trump, and unanimously confirmed by the U.S. Senate to all three terms, Chairman DuBester has served as an FLRA Member sinceAugust 2009.
As set forth above, under Authority precedent, an employee is a confidential employee when: (1) there is evidence of a confidential working relationship between an employee and an agency representative; and (2) the agency representative is significantly involved in OGC REGIONAL OFFICE CHICAGO Our Mission. Protecting rights and facilitating stable relationships among federal agencies, labor organizations, and employees while advancing an effective and efficient government through the administration of the Federal Service Labor-Management RelationsStatute.
FLRA | U.S. FEDERAL LABOR RELATIONS AUTHORITYABOUTCOMPONENTS & OFFICESCASE TYPESDECISIONSRESOURCES & TRAININGORGANIZATIONAL CHART The FLRA is an independent administrative federal agency that administers the labor-management relations program for 2.1 million non-postal federal employees worldwide. The FLRA’s one-stop shop for all things training with upcoming in-person events near you, YouTube videos, agency training contacts and more. The FLRA's New and Improved THE FEDERAL SERVICE LABOR-MANAGEMENT RELATIONS STATUTE The Federal Service Labor-Management Relations Statute. TITLE 5 OF THE UNITED STATES CODE. GOVERNMENT ORGANIZATION AND EMPLOYEES. PART III--EMPLOYEES. SUBPART F--LABOR-MANAGEMENT AND. EMPLOYEE RELATIONS. CHAPTER 71. LABOR-MANAGEMENT RELATIONS. A searchable and printable version of the Statute is available by clicking here. OFFICE OF CASE INTAKE AND PUBLICATION (CIP) Email the Case Intake and Publication Office at exloreadr@flra.gov or call (202) 218-7740 to request assistance or more information. If the information contained in these pages does not answer all of your questions, you may direct specific inquiries by phone to CIP at (202)218-7740.
AUTHORITY DECISIONS FOR VOLUME 71 American Federation of Government Employees, Local 3430 (Union) and United States Department of Health and Human Services, Centers for Disease Control and Prevention, National Institute for Occupational Safety and Health, Morgantown, West Virginia AUTHORITY DECISIONS FOR VOLUME 72 Authority Decisions for Volume 72. United States Department of Agriculture, Agricultural Marketing Service (Agency) and American Federation of Government Employees, Council 200 (Union) National Treasury Employees Union (Union) and United States Department of UNFAIR LABOR PRACTICE What is an Unfair Labor Practice (ULP)? The Federal Service Labor-Management Relations Statute (the Statute) protects federal employees’ rights to organize, bargain collectively, and participate in labor organizations of their choosing – and to refrain from doing so. A ULP is conduct by agencies or unions that violates rights thatthe
AUTHORITY DECISIONS FOR VOLUME 02 Authority Decisions for Volume 02. Oklahoma City Air Logistics Center, Tinker Air Force Base, Oklahoma (Activity) and American Federation of Government Employees, Local 916, AFL-CIO (Union) Directorate of Supply Operations, Defense Logistics Agency, Headquarters, Defense Logistics Agency (Respondent) and Louis J. Derdevanis (Complainant) Thus, the Union’s submission of its post‑hearing brief only with its motion for reconsideration, but not with its original exceptions, fails to establish extraordinary circumstances warranting reconsideration, and we deny the motion. We deny the Union’s motion for reconsideration. 70 FLRA 165 (2017). 5 C.F.R. § 2429.17. As set forth above, under Authority precedent, an employee is a confidential employee when: (1) there is evidence of a confidential working relationship between an employee and an agency representative; and (2) the agency representative is significantly involved inFLRA FORM 21
OVERVIEW: Use this form if you want to file a petition pursuant to Sections 7111, 7112 a nd 7115 of the Federal Service Labor Management Relations Statute. Refer to the Rules and Regulations of the Federa l Labor Relations Authority (FLRA), Part 2422 of 5 C.F.R., for additional information on how to file a petition. FLRA | U.S. FEDERAL LABOR RELATIONS AUTHORITYABOUTCOMPONENTS & OFFICESCASE TYPESDECISIONSRESOURCES & TRAININGORGANIZATIONAL CHART The FLRA is an independent administrative federal agency that administers the labor-management relations program for 2.1 million non-postal federal employees worldwide. The FLRA’s one-stop shop for all things training with upcoming in-person events near you, YouTube videos, agency training contacts and more. The FLRA's New and Improved THE FEDERAL SERVICE LABOR-MANAGEMENT RELATIONS STATUTE The Federal Service Labor-Management Relations Statute. TITLE 5 OF THE UNITED STATES CODE. GOVERNMENT ORGANIZATION AND EMPLOYEES. PART III--EMPLOYEES. SUBPART F--LABOR-MANAGEMENT AND. EMPLOYEE RELATIONS. CHAPTER 71. LABOR-MANAGEMENT RELATIONS. A searchable and printable version of the Statute is available by clicking here. OFFICE OF CASE INTAKE AND PUBLICATION (CIP) Email the Case Intake and Publication Office at exloreadr@flra.gov or call (202) 218-7740 to request assistance or more information. If the information contained in these pages does not answer all of your questions, you may direct specific inquiries by phone to CIP at (202)218-7740.
AUTHORITY DECISIONS FOR VOLUME 71 American Federation of Government Employees, Local 3430 (Union) and United States Department of Health and Human Services, Centers for Disease Control and Prevention, National Institute for Occupational Safety and Health, Morgantown, West Virginia AUTHORITY DECISIONS FOR VOLUME 72 Authority Decisions for Volume 72. United States Department of Agriculture, Agricultural Marketing Service (Agency) and American Federation of Government Employees, Council 200 (Union) National Treasury Employees Union (Union) and United States Department of UNFAIR LABOR PRACTICE What is an Unfair Labor Practice (ULP)? The Federal Service Labor-Management Relations Statute (the Statute) protects federal employees’ rights to organize, bargain collectively, and participate in labor organizations of their choosing – and to refrain from doing so. A ULP is conduct by agencies or unions that violates rights thatthe
AUTHORITY DECISIONS FOR VOLUME 02 Authority Decisions for Volume 02. Oklahoma City Air Logistics Center, Tinker Air Force Base, Oklahoma (Activity) and American Federation of Government Employees, Local 916, AFL-CIO (Union) Directorate of Supply Operations, Defense Logistics Agency, Headquarters, Defense Logistics Agency (Respondent) and Louis J. Derdevanis (Complainant) Thus, the Union’s submission of its post‑hearing brief only with its motion for reconsideration, but not with its original exceptions, fails to establish extraordinary circumstances warranting reconsideration, and we deny the motion. We deny the Union’s motion for reconsideration. 70 FLRA 165 (2017). 5 C.F.R. § 2429.17. As set forth above, under Authority precedent, an employee is a confidential employee when: (1) there is evidence of a confidential working relationship between an employee and an agency representative; and (2) the agency representative is significantly involved inFLRA FORM 21
OVERVIEW: Use this form if you want to file a petition pursuant to Sections 7111, 7112 a nd 7115 of the Federal Service Labor Management Relations Statute. Refer to the Rules and Regulations of the Federa l Labor Relations Authority (FLRA), Part 2422 of 5 C.F.R., for additional information on how to file a petition. THE FEDERAL SERVICE LABOR-MANAGEMENT RELATIONS STATUTE The Federal Service Labor-Management Relations Statute. TITLE 5 OF THE UNITED STATES CODE. GOVERNMENT ORGANIZATION AND EMPLOYEES. PART III--EMPLOYEES. SUBPART F--LABOR-MANAGEMENT AND. EMPLOYEE RELATIONS. CHAPTER 71. LABOR-MANAGEMENT RELATIONS. A searchable and printable version of the Statute is available by clicking here.GUIDES & MANUALS
DOJ, BOP, Fed. Transfer Ctr., Okla. City, Okla., 64 FLRA 221 (2014). ULP Casehandling Manual – The manual that our agents follow when processing ULP cases. It describes the procedures for handling and investigating unfair labor practice charges. Litigation Manual – The manual that our agents follow when prosecuting ULP complaints. FLRA GENERAL COUNSEL ISSUES GUIDANCE ON INFORMATION Julia Akins Clark, General Counsel of the Federal Labor Relations Authority (FLRA), today issued to the public, and posted on the FLRA website, Guidance on Union requests for information from Federal agencies . The Guidance is intended to assist the parties, both Union and management, in determining their rights and obligations regarding FLRA GENERAL COUNSEL ISSUES GUIDANCE ON MEETINGS FLRA General Counsel Issues Guidance on Meetings. Julia Akins Clark, General Counsel of the Federal Labor Relations Authority (FLRA), today issued to the public, and posted on the FLRA website, Guidance on Meetings. The Meetings Guidance is intended to assist the parties in determining their respective rights and obligations during formal See Exceptions at 6-7 (citing U.S. DOL, Wash. D.C., 30 FLRA 572 (1987); Dep’t of the Air Force, Sacramento Air Logistics Ctr., McClellan Air Force Base, Cal., 29 FLRA 594 (1987); Dep’t of the Army, Harry Diamond Laboratories, Adelphi, Md., 9 FLRA 575 (1982)). The cases cited by the Union concern the timeliness of an unfair labor practice charge and do not demonstrate that the Arbitrator GENERAL COUNSEL ISSUES GUIDANCE ON DEVELOPING A The Guidance is available on the FLRA Web Site, www.flra.gov. Attached to this press release is the Guidance Memorandum and an Executive Summary. Questions or comments concerning this Guidance should be directed to FLRA Deputy General Counsel David Feder at (202) 482-6680, extension 203. Executive Summary. General Counsel Guidance onDeveloping
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Withdrawal Request – Form 43 (fillable pdf) Petition for National Consultation Rights – Form 24 (fillable pdf) Petition for Consultation Rights on Government-wide Rules or Regulations – Form 26 (fillable pdf) Statement of Standard Procedures in Representation Hearings Before Hearing Officer – Document 1014. As set forth above, under Authority precedent, an employee is a confidential employee when: (1) there is evidence of a confidential working relationship between an employee and an agency representative; and (2) the agency representative is significantly involved in OGC REGIONAL OFFICE DENVER Our Mission. Protecting rights and facilitating stable relationships among federal agencies, labor organizations, and employees while advancing an effective and efficient government through the administration of the Federal Service Labor-Management RelationsStatute.
REPRESENTATION FREQUENTLY ASKED QUESTIONS (FAQS) Representation Frequently Asked Questions (FAQs) The Office of the General Counsel (OGC), through its Regional Offices, conducts elections and investigates and decides representation matters. Below are FAQs about the Representation process, with a section on the special issues that arise inJump to Navigation
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Citation Number: 72 FLRA 328Issuance Number:
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United States Department of Veterans Affairs, John J. Pershing VA Medical Center, Poplar Bluff, Missouri (Agency) and American Federation of Government Employees, Local 2338 (Union) Citation Number: 72 FLRA 323Issuance Number:
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United States Department of the Air Force, Warner Robins Air Logistics Center (Agency) and American Federation of Government Employees, Local987 (Union)
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FLRA Acting General Counsel Announces Web-Based Training Release Date: April 30, 2021 President Biden Names Charlotte A. Dye as FLRA Acting General Counsel Release Date: March 24, 2021 FLRA Chairman DuBester Restores Collaboration and Alternative DisputeResolution Office
Release Date: February 17, 2021 President Biden Designates Ernest DuBester as FLRA Chairman Release Date: January 21, 2021 The FLRA Releases eFiling Training Video Release Date: August 19, 2020 The FLRA's Updated Operating Status Release Date: July 31, 2020LEARN MORE
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