Explore the intricacies of federal labor relations through our curated collection of articles. Delve into the dynamics of labor relations for federal employees and gain valuable insights into the roles of federal unions and the complexities of collective bargaining in the federal sector.
An arbitrator upheld the firing of a Customs patrol agent. But a federal court sends the case back to the arbitrator based on its conclusion that the agency did not prove that the employee had a “loss of qualifications.”
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.
This FBI office was involved in its own form of internal warfare with one employee allegedly threatening to reveal the identify of an FBI colleague to a “target organization” of the FBI’s counter-terrorism and counter-intelligence unit.
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.
The Court of Appeals for the DC Circuit has decided that the labor relations portion of the new human resources system for DHS is not consistent with Congressional intent.
Knowing how to charge a federal employee with an offense can make the difference in winning or losing a case.
Getting the employee’s side of the story is an important first step in a possible disciplinary action. Here are tips for a federal manager or supervisor on how to prepare for and conduct a meeting on this touchy subject.
The records that are created in a federal disciplinary or performance case can be the difference between winning or losing. Here are tips on how to create an effective paper trail.
A federal employee got reinstated after having signed a last chance agreement despite drinking while wearing the agency’s uniform. The court concluded that the VFW hall was not “public place.”
An administrative judge from the EEOC may be an expert on EEO cases but that does not carry over into the expertise of the Merit Systems Protection Board. When an EEOC administative judge told a federal employee he could appeal to the Board, the MSPB and the courts did not hesitate to correct his “misplaced” advice.
