Bob Gilson is a consultant with a specialty in working with and training Federal agencies to resolve employee problems at all levels. A retired agency labor and employee relations director, Bob has authored or co-authored a number of books dealing with Federal issues and also conducts training seminars.
The author looks at problems that he says exist under the current disciplinary system for the federal workforce and what questions he says must be answered to fix these problems.
The author says there are at least four issues in the current labor relations system which need correcting to make government work more efficiently and effectively. He outlines each issue as he sees them and what his suggestions are for fixing them.
AFGE Officer Lies Under Oath to Chief FLRA ALJ While AFGE Locals Continue Corruption Crimes at Higher Rates Than Ever
The author looks at a history of court cases involving AFGE and says that they indicate the union has more corruption indictments and convictions than ever before.
With all the hoopla and controversy about holding Federal employees accountable, a simple straight forward process exists to terminate Federal employees for a number of legitimate reasons within an Agency’s control. The author will provide a brief description of the process and suggest how Agencies that aren’t using it now can take advantage of the option.
In an important case to Agency managers, the Federal Circuit directed the MSPB to uphold the removal of a Park Service Manager who refused a directed reassignment. The Board reversed the Agency, the Administrative Judge who heard the case and its own precedent. The Court found that MSPB violated the law in its decision by failing to follow a clear Federal Circuit precedent.
A recent decision on an indefinite suspension and revoking an employee’s security clearance highlights a conflict between the MSPB and the Court of Appeals for the Federal Circuit.
In the Department of Veterans Affairs, the Secretary reportedly asked for a list of which managers and executives should be fired. This is a first event in the federal sector. The author raises questions about issues this creates for the agency.
The Collaboration and Alternative Dispute Resolution (CADR) program is run by the FLRA to reduce disputes and litigation. Here are suggestions for working successfully with this program as a labor relations practitioner.