Good Morning America Takes On Workplace Bullying
An estimated 54 million people say they have been bullied at work.
Federal HR news topics include federal employee unions, labor relations, bargaining, pay/leave and benefits.
An estimated 54 million people say they have been bullied at work.
In a possible historic clash of the Counsels General, the Authority finds NLRB guilty of an Unfair Labor Practice for, mostly, refusing to bargain with a union representing a unit the Board says violates its enabling legislation. The author asks whether this will develop into a major court case or go away in a union-friendly Obama Administration.
An MSPB report explains how the GS pay system was designed as a type of pay-for-performance system.
The author addresses issues raised by FedSmith readers on “bullying” in the workplace.
The Author discusses the permissive area of the Federal labor law that Federal unions want the President to direct Agencies to bargain. He asks whether there might be any unintended consequences of such a decision.
The author asks whether there’s any significance to the new administration’s choice of labor related signings last week in which a rumored return to the Clinton era didn’t materialize.
With an executive order on Federal labor relations from the new administration expected very soon, the author examines what happened in the Clinton administration and suggests that Interest Based Bargaining or any other mandated negotiating process may be doomed from the outset if prior lessons go unheeded.
As President Obama is inaugurated, the author suggests agencies should revisit their approaches to labor relations. He provides a list of ten things every Agency should be doing to get a better handle on its interests in a time of rising union expectations.
The MSPB issued a study urging agencies to involve employees early and often in decisions involving their work.
There is no perfect compensation system. If the Obama administration and the Democratic congress want to extend pay-for-performance experiments to the rest of government, they would do well to consider several factors – some of which may be overlooked by good-government think tanks, high-price consultants, and agency human resources officers. Here are some of the issues that need to be addressed.