Course Outline

Managing the Federal Employee Discipline
and Performance Process

I. Introduction - Purpose of the Course

    A. Rationale

    B. Interaction with Investigators and Support Units

II. Rights and Responsibilities

    A. Supervisors and Managers

    B. Employees

III. Proving a Misconduct Case

    A.The Three-Part Burden

        1.Establishing the Cause of Action (Nexus)
        2.Proving the Allegation
        3.Justifying the Penalty

    B. Detection of Misconduct

    C.Conducting the Inquiry

        1.In General
        2.Search of the Worksite
        3.Interviews and Warnings
        4.Bargaining-Unit Employee Problems

    D.Impeding the Investigation and Lying

IV. The Administrative Process

    A. Disciplinary Actions

        1. Informal
        2. Formal
        3. Suspension under the "Crime Provision"

    B. Appeals

        1. Merit Systems Protection Board
        2. Equal Employment Opportunity Commission
        3. Arbitration and the Federal Labor Relations Authority
        4. The Federal Courts

    C. Probationary Employees and Supervisors

    D. Rules of Evidence and Standard of Proof

    E. Performance-Based Actions

        1. Under "Chapter 43"
        2. Under "Chapter 75"

V. Errors of Management

    A. Confusing Conduct and Performance

    B. Disparate Treatment (Penalties)

    C. Progressive Discipline and the Douglas Factors

    D. "Changing the Rules"

    E. Punitive Actions

    F. Delaying the Process

VI. Complaint Vehicles

VII. Discrimination

    A. Bases

        1.Title VII
        2.Other Bases

    B. Prima Facie Case

    C. Order of Events

    D. Disability Discrimination

    E. Reasonable Accommodation

    F. Agency Defenses

    G. Drugs and Alcohol

VIII. Whistleblowing and Other Prohibited Personnel Practices

IX. Specific Offenses

    A. Insubordination

    B. Critical and Malicious Statements

    C. Slurs

    D. Threats

    E. Assaults

    F. Thefts

    G. Falsification of Documents

    H. Misuse of Government Property

    I. Sexual Harassment and Misconduct

    J. Leave-related Offenses

X. Conclusion 

LABOR-MANAGEMENT RELATIONS IN THE FEDERAL SECTOR AN ORIENTATION FOR SUPERVISORS AND MANAGERS

I. INTRODUCTION

    A. History of Federal Labor Relations

    B. Current Climate

    C. Program Objectives

II. FEDERAL LABOR RELATIONS PROGRAM ADMINISTRATION

    A. Federal Labor Relations Authority (FLRA)

    B. FLRA Office of General Counsel (OGC)

    C. Administrative Law Judges (ALJ)

    D. Impasse Resolution (Federal Service Impasses Panel)

    E. Arbitrators

    F. Union Organization

    G. Agency (Management) Organization

    H. Persons excluded from the Bargaining Unit or Distingushed (5 U.S.C. § 7112).


III. RIGHTS AND RESPONSIBILITIES OF EMPLOYEES, UNIONS AND MANAGEMENT

    A. Rights of Employees

    B. Rights of the Union

    C. Effectively Dealing With Union Representatives

    D. Union Representational Functions and "Protected Activity"

    E. The Unique Status of Union Representatives

    F. The "Flagrant" Misconduct Test

    G. Managing "Official Time"

    H. Frequent Errors of Supervisors

    I. Rights of Management (5 U.S.C. § 7106(a)).

    J. Limitations on Management Rights (5 U.S.C. § 7106(b))

    K. Permissive/Optional Areas of Negotiation (5 U.S.C. § 7106(b)(1)).

    L. Effect of Executive Order 12871 (58 Fed. Reg. 52,201 (1993))

    M. Impact and Implementation Bargaining (5 U.S.C. 7106(b)(2) and (3))

IV. COLLECTIVE BARGAINING OVER WORKING CONDITIONS

    A. The Union as Exclusive Representative
         to Bargain on Behalf of All Employees in the Bargaining Unit
         (5 U.S.C. §§ 7103(a)(14),7114(b)(2))

    B. "Conditions of Employment"

    C. Conditions of Employment Excluded from Negotiation

    D. Agencies Required to Bargain
         when Changes Have More Than a De Minimis Effect on Conditions of Employment

   E. The "Covered By" Doctrine in Bargaining Over Changes Already Spelled Out in a
       Collective Bargaining Agreement

    F. Matters Not Addressed in the CBA (Midterm Bargaining)

    G. Management Responsibilities to Provide Adequate Notice of Intended Changes

    H. Requirement of a Timely Request for Impact and Implementation Bargaining
         or Loss of Right to Negotiate Regarding the Announced Change

    I. Negotiability Appeals

    J. Impasse Resolutions

    K. Federal Mediation and Conciliation Service Procedures

    L. Federal Service Impasses Panel Procedures

 
V. STAUTORY REQUIREMENTS
     FOR NEGOTIATED GRIEVANCE PROCEDURES §§ 7121(a)-(b)

    A. General Grievance Procedures

    B.Federal Sector Arbitration Procedures

    C.Scope of Review
 
    D. Remedies

    E.Compliance

    F.Judicial Review of FLRA Arbitration Decisions § 7123(a)

VI. UNFAIR LABOR PRACTICES

    A. Difference Between a ULP and a Grievance

    B.Agency Prohibited From Taking Eight Specified Kinds of Actions(7116(a)(1)-(8))

    C.Union Prohibited From Engaging in Eight Kinds of Actions(7116(b)(1)-(8))

    D.ULP Charges

    E.ULP Complaints

    F.ULP Hearings (7118(a)(6))

    G.Remedies (7118(a)(7)(A-D))(5 C.F.R. § 2423.29)

    H.Exceptions to the Recommendation by Either Party (5 C.F.R. §2423.26)

    I.Judicial Review 5 U.S.C. § 7123

VII. IDENTIFYING AND PREVENTING ULP SITUATIONS -       MANAGEMENT VIOLATIONS

VIII.SPECIAL COMMUNICATIONS ISSUES

    A. Union Information Requests

    B.Formal Discussions (5 U.S.C § 7114(a)(2)(A)).

    C.Investigatory Examination of Employees
         (5 U.S.C. §7114(a)(2)(B) "Weingarten" Rights)

IX. MISCELLANEOUS DEFENSES TO UNFAIR LABORPRACTICES

    A. De Minimis Changes

    B.Dual Motive ULP Cases.

    C.Wrong Appeal Route.


X.RECOGNIZING UNION VIOLATIONS (5 U.S.C. § 7116(b)).

XI. CONCLUSION

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