Unions
Management
Grievances
IBB
Mix-UP
100
In certain cases, languge (such as profanity) that might otherwise lead to a charge of insubordination or disrespect, would be tolerated and in fact protected when used by a union official in trying to make their point.
What is Robust Debate
100
These are the rules and regulations that the Government lives by - not the law.
What is CFR - Code of Federal Regulations?
100
Any complaint or source of disagreement between employee and manager or supervisor.
What is a Grievance?
100
Also known as Integrative decision-making and Win-Win problem solving.
What is Interest-Based Bargaining?
100
Information furnished to the union which meets certain criteria - CONTACT HR.
What is Information Request?
200
Any employee who belongs to a readily identifiable and distinct group of employees which has been determined by the FLRA to constitute a bargaining unit.
What is a Bargaining Unit Employee?
200
Every Management right is subject to this right.
What is Union's Rights?
200
This step in the grievance process is generally decided by the facility director.
What is Step 3?
200
One party's solution to an issue or problem.
What is a Position?
200
A legally enforceable contract between an employer and the labor union representing the employees.
What is a Collective Bargaining Agreement?
300
The labor union elected to represent any employee group has the sole right to represent all covered employees in all dealings with management.
What is Exclusive Representation?
300
An individual who has the authority to hire, direct, assign, promote, reward, transfer, furlough, layoff, recall, suspend, discipline, or remove employees, to adjust their grievances, or to effectively recommend such action.
What is a Supervisor?
300
Discussions concerning grievances, personnel policies or practices, and other general conditions of employment.
What is Formal Meetings?
300
Mutual agreement on an issue.
What is Consensus?
300
Those whose duties routinely expose them to particulat or sensitive labor relations information used by the agency.
What is a Confidential Employee?
400
The time expended by the Employer's bargaining unit members when in a duty status, without charge to leave of any kind and approved by the Employer, when carrying out a representational activity.
What is Official Time?
400
Approaching issues with a sincere intent to resolve them. Meeting at reasonable times and convenient places. Avoiding unnecessary delays. Abiding by agreements.
What is Good Faith Bargaining?
400
A fact-finding meeting. An employee has the right to have union representation present during any interview if the outcome may result in disciplinary action against the employee.
What is Weingarten Meeting?
400
Structure, method or concept of thought.
What is a Paradigm?
400
The united voice of all covered employees.
What is Collective Bargaining?
500
Union must represent the interests of all imployees in the unit, without discrimination and without regard to membership status.
What is Duty of Fair Representation?
500
An individual with the duties and responsibilities which require or authorize the individual to formulate, determine, or influence the policies of the agency.
What is a Management Official?
500
Violations of Federal Labor Law.
What is an Unfair Labor Practice (ULP)
500
You should evaluate options with these - not power.
What is Standards?
500
A long-standing practice that: Occurs regularly Both the union and management have accepted and/or not challenged. Does not violate the contract or any written policy.
What is Past Practice?
M
e
n
u