Employee Rights and Responsibilities - Labor-Management Relations
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Title VII of the Civil Service Reform Act (1978) established a system by which Federal employees can form, join, or assist any labor organization or to refrain from such activity freely and without fear of reprisal or penalty.
Employees also have the right to representation; self-representation in exercising any grievance or appellate right, as provided by law or representation by a representative of the employee's own choosing except in the case of a grievance or appeal processed under a negotiated procedure.
Employees have the right to act for a union in the capacity of a representative and the right, in that capacity, to present the views of the union to the Service, the Department, and other officials of the executive branch of the Government, the Congress, or other appropriate authorities.
The right to join a lawful union extends to all employees, but participation in the management or acting as a representative of a labor union does not extend to management officials or supervisors, human resource (HR) officers and specialists, confidential employees, or any employee whose union activity would result in a conflict (or appearance of conflict) of interest or otherwise would be incompatible with his/her official duties.
|Be aware of Service policies regarding relationships with unions.||Ensure that employees are aware of Service policies regarding relationships with unions.|
|Engage in lawful union activities.||Ensure that the rights of employees and of unions are not violated.|
|Engage in collective bargaining with respect to conditions of employment through representatives chosen by employees.||
Consult and negotiate with recognized unions as required.
Utilize the consultation and advisory services of the Regional HR office or of DPM, as appropriate, in their dealings with unions.
|Not call or engage in a strike, work stoppage or slowdown, or unlawfully picket any activity of the Service in a labor-management dispute, or condone any such activity by failing to take affirmative action to prevent or stop it.||Inform the Chief, DPM, or appropriate Regional HR Officer, of any situation or condition that might adversely affect labor-management relationships.|
Guidelines are clearly defined in the Service Manual, 227 FW 1, Labor-Management Relations.