Outline of Material

1. Introduction
1. Importance to Supervisors
2. History of Labor Relations in the Federal Service
2. Basic Rights and Responsibilities
1. What Governs Basic LMR Rights and Responsibilities
2. Three Basic Actors
3. Employee Rights
4. Union Rights>
5. Management Rights
3. Third Parties with LMR Roles
1. Federal Labor Relations Authority
2. FLRA Office of General Counsel
3. Federal Service Impasses Panel
F
4. ederal Mediation and Conciliation Service
5. Arbitrators
4. Who is in the Bargaining Unit?
1. What Governs BU Status
2. Importance of BU Status to You as a Supervisor
3. Key Categories of Statutory Exclusions
5. Communicating with BU Employees
1. Formal Discussions
2. Key Factors that Make a Discussion “Formal”
3. Management Responsibilities for a Formal Discussion
4. Role of Union in the Formal Discussions
5. Weingarten Meetings
6. Elements of a Weingarten Meeting
7. Supervisor Response when Employee Invokes Weingarten Rights
8. Role of Union in Weingarten Meetings
9. Consequences of Failure to Meet Obligations
6. Making Workplace Changes Affecting Bargaining Unit Employees
1. Basic Statutory Provisions
2. Limits on Bargaining Obligation
3. Impact and Implementation Bargaining
4. Permissive Bargaining
5. Management Actions Where Duty to Bargain
7. Past Practice
1. Definition
2. Key Elements
3. Practical Consequences of an Established Past Practice
4. Important Points
5. Past Practice in Pre-Negotiation Stage
8. Unfair Labor Practices (ULP)
1. Definition
2. Processing ULPs
3. Types of ULPs
9. Employee Grievances
1. Definition
2. Requirements for Negotiated Grievance Procedure
3. Matters Excluded from Grievances
4. Practical Considerations
10. Discipline and Adverse Action Process
1. Information Actions
2. Formal Actions
3. Appeals
4. Charging
5. Appropriate Penalty – The Douglas Factors
11. Common Errors of Management
12. Dealing with Union Officials
1. Employment Status
2. Legal Status
3. Protected Activity
4. Official Time

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