In a dismissal of the union’s unfair labor practice allegation, the FLRA Regional Director found no violation of the union’s rights when a local president was investigated by NCIS for making threatening statements.
The author asks the reader to go with him through Alice’s looking glass for a tour of the world of human resources management in our nation’s capitol. Up is down, down is sideways as Agency chief human capital officers thread their way through the minefield of identifying what might be amiss in the U.S. civil service.
However the political winds blow, negotiators representing a Federal Agency have the responsibility to advance the Agency’s interests at the bargaining table. The author offers some thoughts for those in Agencies opting into the B(1) Pilot or drawn into such optional bargaining by political leadership.
The Federal government’s inside prosecutor of labor law violations is participating in the offer of free training on the Obama labor relations executive order. The author asks if anyone has considered the wisdom, propriety and risks involved in the training and suggests that one of those risks may involving compromising the FLRA’s integrity.
Federal Agencies have lots to do in a short time to meet the requirements of the new Executive Order creating labor-management forums. The author’s wife, a retired Federal Human Resources Director, is betting him that Agencies will never meet the deadlines set by the Order for submitting plans. The author looks at requirements Agencies face.
A practitioner asks, what should go into an adverse action letter, more or less? The author provides his take on approaching the development of adverse actions from an advocate’s viewpoint and why it’s critical to remember that the people engaged in the process can be influenced by high quality work.
Do federal managers take disciplinary action only when absolutely necessary?
In what may prove to be the most edited document in the Obama Administration, a new version of the proposed executive order is being circulated. The new version has substantial changes from the old version including elimination of the obligation to bargain permissive subjects contained in Clinton Order and previous versions of the Obama plan.
The plain language of the proposed order requires Agencies to “allow employees and their union representatives pre-decisional involvement in all workplace matters”. This provision has some fairly staggering consequences if implemented. Pay very careful attention if you’re in operational management.
Federal unions and some congressmen are asking for an executive order reestablishing the partnerships of the Clinton 90s. The author asks if we’d be better served by a stakeholder discussion before leaping into a repeat of a program that had very limited results.
