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Taking a disciplinary action in the federal human resources system is a two-step process. A proposal has to meet certain requirements. Here are the requirements that must be met by an agency when initiating the process of taking action against a federal employee.
This document contains language that may be used by an agency on specified topics for negotiations that occur during the term of an existing labor agreement with a union that represents federal employees.
What is impact and implementation bargaining? How does it impact federal managers and the ability to make change in an agency? Understanding the process will make a difference in being able to manage effectively. Here are suggestions for managing the process.
Taking an adverse or disciplinary action against a federal employee is complex and should not be undertaken without understanding the facts of a case. Here are suggestions and worksheets developed by the author that will be useful for federal supervisors who may become involved in one of these proceedings.
Federal agencies spend millions of dollars each year to subsidize federal employee unions. The reasons for the continued subsidies are complex. The author poses the question: Is it time to stop subsidizing federal employee labor unions?
What do you have to consider in the terms of the strategic, tactical and technical issues in negotiations before and as you enter the process and once you’re in it, how you shut it down? This article considers at the opening phase. While this focuses on labor relations, the principles are the same for any negotiation including alternate discipline or case settlements before MSPB or EEOC.
Robert (Bob) J. Gilson has expertise in Federal sector labor and employee relations. He began his Federal career with the U.S. Civil Service Commission (later OPM).
Bob held managerial, advocacy and advisor positions with OPM, Navy, Army, Treasury and the National Transportation Safety Board. He served as chief negotiator on numerous labor agreements in the U.S. and abroad. He represented his agencies before the FLRA, FSIP, MSPB, EEOC and arbitrators. The recipient of numerous awards, Bob was also principally responsible for working cases involving adverse actions for conduct and performance at all levels including Senior Executives. Bob retired from Federal service is currently a senior associate with RGS Inc. RGS is the successor to GRA Inc. whose work is familiar to many of you.
He has trained literally thousands of Federal negotiators, practitioners, supervisors and managers for over 40 years. He has been a Fedsmith author for more than 8 years. Bob is a frequently invited speaker at national conferences on labor and employee relations. Projects included advising and training managers on bargaining and over the last few years serving as chief negotiator for several Agencies. Bob is currently working on a major project to develop bargaining preparation tools, basic and advanced training, and Agency negotiation strategies. If you need to get in touch, you can always reach Bob through FedSmith.com.
Bob is the author or co-author of eight books for Federal managers.