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Bargaining Permissive Subjects: Will Your Agency Sign Up?
Total Comments: 27
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March 20, 2010
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(b)(1) Page 4
FAA
Wed Oct 21, 2009 4:17 PM
Post Reply
Now, let’s turn to (b)(1) bargaining over METHOD:
2- METHOD includes the process by which something is done.
To our FAA Inspector’s Union, (b)(1) bargaining of METHOD might include a proposal to send an inspector without warning to the Airline, and have him/her perform the inspection in person. The Agency instead might want to give 48 hours notice to the airline beforehand, and have the Inspector sit at his/her desk, and only review paperwork instead. That’s the METHOD of performing the inspection.
Again, we’ll happily defer to the Impasse Panel to listen to both proposals, and select the one that:
(A) safeguards the public interest,
(B) contributes to the effective conduct of public business
(b)(1) more
FAA
Wed Oct 21, 2009 4:19 PM
Post Reply
Finally, under a (b)(1) MEANS proposal, we could propose and negotiate over the MEANS with which the action would be carried out. The means is the resources devoted to the event. We could propose, for example, that the money to fund the travel for the inspector, be taken from money that Management had set aside for the Office Manager’s Big Screen TV fund. Our proposal could be that this money was better spent providing protection to the public, while the Agency’s proposal could be to use that resource instead to put a 58” flat screen television monitor in each manager’s office. (By the way- this is NOT making things up….)
Again, under (b)(1) bargaining, the Impasse Panel could listen to both sides, and then decide what to do about it. Considering, of course-
(A) safeguards the public interest,
(B) contributes to the effective conduct of public business
Sure, we can do that.
(b)(1) summary
FAA
Wed Oct 21, 2009 4:21 PM
Post Reply
We’ll gladly be the ones ready to bargain (b)(1) matters, because the employees we represent are directly affected by the decisions made in these matters.
Our employee pay is withheld (has been 3 times in four years) when the FAA doesn’t meet Agency “Organizational Success Increase” (OSI) goals.
Let us bargain (b)(1) matters, and we can fix that.
TECHNOLOGY.
METHOD.
MEANS.
We volunteer.
Permissive Bargaining
NAVY
Wed Oct 21, 2009 8:27 PM
Post Reply
Start it in the federal fire service since we are placing our lives in jeopardy and thus have a vested interest in getting it right. The pencil pusher behind a desk isn't exposed t the risks and dangers associated with the decisions they make from a protected fortress.
Let us decide our own destiny - including the TECHNOLOGY, METHODS and MEANS -- Yes, I know what they all are!
Bargaining
DoD
Wed Oct 21, 2009 8:41 PM
Post Reply
FAA, instead of arguing over what color lead you have in your pencil, why don't you just get those planes on and off the ground safely. Thank you.
Re: Bargaining
FAA
Fri Oct 23, 2009 8:58 AM
Did you see yesterday's headline?
http://www.aero-news.net/news/commair.cfm?ContentBlockID=fdcc19d0-1e04-4ac8-9e1a-c43829d067d7&Dynamic=1
Union proposal: Let Inspectors "jumpseat" on airlines more often, and evaluate pilots in action.
FAA Management's declaration: Proposal is non-negotiable- Inspectors will simply look at flight data reports on a computer at their desks.
Proposal rejected by FAA Management.
Similar attempts to get the Agency to negotiate (b)(1) matters have similarly been rejected by both the Agency and the FLRA. For example, see http://flra.gov/decisions/v56/56-134.html
where the Union proposed how coverage of inspections at a repair station would be handled- and FAA Management rejected bargaining over it- not on the merits, but simply by declaring it non-negotiable.
This is a REAL example- not some made up stuff.
We employees are fighting to keep people safe.
Management is fighting to keep power.
I rest my case.
Re: Bargaining
dla dscp
Tue Oct 27, 2009 1:03 PM
You have it right. All over the Federal Govt it is the same - the consequences might not be as life threatening as in FAA, but too many federal managers/supervisors view having to consider alternate methods and/or ideas (negotiations) as "giving in" and therefore, loss of power. I do not know if the government has always been like this, or if this has developed in the past decade. I observe an increasing number of managers/supervisors with the emotional and social developemnt of pre-pubescent junior high students. There is a strong sense of entitlement, big chip on the shoulder, and no sense of accountability to anyone! These poor/low quality managers support the stereotypical view of federal employees. It is almost as though selection of too many managers/sups was based on how well the person fit in at the meetings and not so much on how the person could best support the Federal Government and the Taxpayers.
employee involvement
dla dscp
Tue Oct 27, 2009 12:37 PM
Post Reply
I am employed at an agency that has no respect for anyone except managers/supervisors - predominantly white middle class men that would never last in private industry because most of them are unable to think past their own narrow minded egos. As a result the entire organization suffers - financially and psychologically. There is no intellectual growth, there is no pride in individual work, and team work is only to support what a specific manager/supv or group of managers/supvs WANT. You are correct that the pilot should begin at an agency with a strong, active, and respected union as well as strong, active, and respected employees - maybe check the list of the best federal agencies for employment!!! I would hope that if a federal agency has been identified as a good place to work there would be meaningful, intelligent communication between non-bargain unit members and bargain unit members. I would hope there would be respect for team work and team members.