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CONTENTS

Members,
Here is the outline of the proposed new DoD Labor/Relations system. The Unions will provide the DoD their proposals on the system on Feb. 23rd. The DoD and Unions will meet on February 27/28 to hash it out. Then, DoD can implement whatever they want and ignore the Unions proposals. That is the way the law works.




Raymond E. Downey


Steward


AFGE Local 3529


(314) 234-3010

Introduction
This document outlines concepts that the Department of Defense (Dod) has developed as part of the beginning of the collaborative process of designing and building a new labor management relations system for DoD civilian employees.

Purpose
The concepts in this table represent descriptions of potential elements of a new labor relations system that the Department of Defense could adopt. The system concepts described are not necessarily all-inclusive, but represent the major elements of what could be adopted. These proposed ideas do not represent any decision of the Department of Defense on the content or details of a new labor relations system. The Department will consider these options, as well as ideas and concepts provided by the various exclusive representatives prior to drafting the system proposal, which will be provided at a later date to begin the official collaboration process.

Next Steps
As agreed to in our meeting on January 22, 2004, DoD union representatives will provide an outline of their ideas and concepts for a new labor relations system by February 23, 2004, followed by meetings on Frebruary 26 and 27, 2004, to discuss these proposals. The Department looks forward to receiving input from the union representatives, and anticipates a meaningful interchange on our respective concepts.

OUTLINE OF PROPOSED NSPS LABOR RELATIONS SYSTEM CONCEPTS

SYSTEM ELEMENTS DESCRIPTIONS OF PROPOSED CONCEPTS
1. Labor Relations Administration

(Who will resolve labor-management disputes?)

Guiding principle: Establish an independent third party that provides for an efficient and streamlined resolution of disputes and appropriately balances the Department's national security mission and employee and union rights.

  • Establish a Defense Labor Relations Board (DLRB) to make final published decisions as the independent third party.
  • DLRB operates with independence and autonomy within the Department.
  • There will be 5 to 7 members on the DLRB with some members nominated by unions.
  • DLRB will also adjudicate employee appeals in the NSPS appeals process.
2. Employee Rights

(What rights will bargaining unit employees have?)

Guiding principle: Provide fairness and equity concerning labor oganizations' obligations to represent bargaining unit employees who choose not to become dues paying members.

The NSPS Labor Relations System ensures that employees may organize, bargain collectively as provided for in NSPS, and participate through labor organizations of their own choosing in decisions that affect them, subject to the provisions of NSPS.

  • Establish a fee-for-service arrangement (bargaining unit members not required to join union).
  • Non-dues paying bargaining unit members must pay a fee-for-service for any union representation provided on individual representation.
  • Fees would be determined by unions.
3. Bargaining Units

(What are appropriate bargaining units and how are disputes over the makeup of bargaining units resolved?)

Guiding principle: Establish criteria for determining appropriate bargaining units that provides for collective bargaining balanced against considerations of agency mission and organizational structure allowing for more effective and efficient dealings between labor and management.

  • Bargaining Unit coverage determinations are based on a standard that the bargaining unit provides for collective bargaining AND efficient and effective administration of the mission of DoD and its Components.
  • Bargaining units may be described in terms of command structure, geogrphic location, and/or Component.
  • When there is a disagreement on the status of the bargaining unit (as it meets the defined standard), the parties may submit to the DLRB to make unit determinations, make determinations on bargaining unit status, and oversee the local election processes using the most efficient method available for the ballot process.
  • When elections are required for new or existing bargaining units, more than 50% of potential or existing bargaining unit members must participate in a vote with over 50% of actual bargaining unit votes cast in favor of union representation or the bargaining unit.
  • An outside third party could participate in decisions on a case-by-case basis on sensitive or significant cases and if invited to participate by the DLRB.

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