What can be done to make the federal labor relations program more effective? This experienced practitioner has several suggestions.
Taking a disciplinary action in the federal human resources system is a two-step process. Here are the requirements that must be met.
The author suggests language that a federal agency may find useful in negotiating with a union.
What is impact and implementation bargaining? How does it impact federal managers and the ability to make change in an agency?
Taking an adverse or disciplinary action against a federal employee is complex and should not be undertaken without understanding the facts of a case.
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?
When starting negotiations, there are technical issues that must be considered. Here is a list of some of these issues for agency negotiators.
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.
In the twists and turns of implementing new human resources systems in DoD and DHS, unexpected events may lead to unanticipated results. Could unions end up bargaining on pay at DHS and DoD? Here is how such a scenario could play out in these agencies.
Knowing how to charge a federal employee with an offense can make the difference in winning or losing a case.