What does the Federal Labor Relations Authority do?

What does the Federal Labor Relations Authority do?

The FLRA is an independent administrative federal agency that administers the labor-management relations program for 2.1 million non-postal federal employees worldwide.

What is the difference between NLRB and FLRA?

The FLRA is the federal public sector counterpart to the National Labor Relations Board (NLRB), which governs labor relations between private sector employees and employers. The primary responsibilities of the FLRA are to: Resolve complaints of unfair labor practices (ULPs).

Who runs the FLRA?

The Authority is a quasi-judicial body with three full-time Members who the President appoints for fixed, five-year terms, with the advice and consent of the Senate. The President designates one Member to serve as the FLRA Chairman, and as the Chief Executive and Administrative Officer of the agency.

Which federal agency currently has control over labor relations?

The U.S. Department of Labor’s Office of Labor-Management Standards (OLMS) is responsible for administering and enforcing most provisions of the Labor-Management Reporting and Disclosure Act of 1959 (LMRDA). The LMRDA directly affects millions of people throughout the United States.

What are the three key purposes of an FLRA?

The primary responsibilities of the FLRA are to: Resolve complaints of unfair labor practices (ULPs). Determine appropriate bargaining units for labor organization representation and conduct elections for union representation. Decide appeals (exceptions) to labor arbitrators’ awards.

Who does the FLRA protect?

federal employees

The Federal Service Labor-Management Relations Statute (the Statute) protects federal employees’ rights to organize, bargain collectively, and participate in labor organizations of their choosing – and to refrain from doing so.

What are the three key laws that govern labor relations?

The three major labor relations statutes in the United States are the Railway Labor Act, the National Labor Relations Act, and the Federal Service Labor-Management Relations Statute.

Who does the NLRB protect?

The National Labor Relations Board protects the rights of most private-sector employees to join together, with or without a union, to improve their wages and working conditions.

What is the Federal Service Labor-Management Relations Statute OPM?

The Federal Service Labor-Management Relations Statute (FSLMRS aka “the Statute”) is a federal law which establishes collective bargaining rights for most employees of the federal government in the United States. It was established under Title VII of the Civil Service Reform Act of 1978.

Who investigates unfair labor practices?

The NLRB
The NLRB receives about 20,000 to 30,000 charges per year from employees, unions and employers covering a range of unfair labor practices described in Section 8 of the Act. Each charge is investigated by Board agents who gather evidence and may take affidavits from parties and witnesses.

Which of the following groups are excluded from federal labor relations regulations?

Excluded from coverage under the Act are public-sector employees (employees of state, federal and local governments and their sub-divisions), agricultural and domestic workers, independent contractors, workers employed by a parent or spouse, employees of air and rail carriers covered by the Railway Labor Act, and …

What is the Federal Service Labor Management Relations Statute OPM?

What are some examples of unfair labor practices?

Examples include:

• Refusing to process a grievance because an employee is not a union member.
• Threatening an employee for filing a ULP charge.
• Refusing to negotiate in good faith with an agency.
• Calling, participating in, or supporting a strike, work stoppage, or slowdown.

What constitutes an unfair labour practice?

An unfair labour practice means any unfair act or omission that arises between an employer and an employee, involving: The unfair conduct of the employer relating to the promotion, demotion or training of an employee or relating to the provision of benefits to an employee.

What are the five employer unfair labor practices?

An employer will be in violation of the NLRA if the company (a) refuses to bargain collectively with the representatives of the employees, (b) refuses to recognize a majority union, (c) takes unilateral actions, (d) refuses to provide necessary information to union representatives, (e) refuses to sign a written …

What is an example of unfair labor practice?

Common Examples of Unfair Labor Practices in the Workplace
Firing older workers to replace them with younger and cheaper employees. Unequal pay for employees in the same job. Making offensive comments directed at certain employees. Denying company benefits or bonuses to specific employees.

What does the NLRB have jurisdiction over?

United StatesNational Labor Relations Board / Jurisdiction
As a practical matter, the Board’s jurisdiction is very broad and covers the great majority of non-government employers with a workplace in the United States, including non-profits, employee-owned businesses, labor organizations, non-union businesses, and businesses in states with “Right to Work” laws.

What is illegal under the National Labor Relations Act?

Under the NLRA, it is illegal for your employer to:
Prohibit you from talking about or soliciting for a union during non-work time, such as before or after work or during break times; or from distributing union literature during non-work time, in non-work areas, such as parking lots or break rooms.

What qualifies as an unfair labor practice?

An employer commits an unfair labor practice if it interferes with your right to join, organize, or help a union, your right to be involved in collective bargaining, or your right to be involved in protected concerted activities with other employees.

How do you prove unfair labour practice?

LRA grounds for unfair labour practice disputes
The unfair conduct of the employer relating to the promotion, demotion or training of an employee or relating to the provision of benefits to an employee. The unfair suspension of an employee or any other disciplinary action short of dismissal in respect of an employee.

What is protected under the National Labor Relations Act?

The National Labor Relations Act protects the rights of employees to act together to address conditions at work, with or without a union. This protection extends to certain work-related conversations conducted on social media, such as Facebook and Twitter.

Who is covered under National Labor Relations Act?

The NLRA applies to most private sector employers, including manufacturers, retailers, private universities, and health care facilities.

What is unfair management practice?

Unprofessional Practices
Other inappropriate practices include taking credit for an employee’s work, unjustified exclusion from important projects or meetings, and denying well-deserved promotions or raises without explanation. Managers can also demoralize employees by publicly shaming or teasing them.

What is Section 7 of the National Labor Relations Act?

Section 7 of the National Labor Relations Act (the Act) guarantees employees “the right to self-organization, to form, join, or assist labor organizations, to bargain collectively through representatives of their own choosing, and to engage in other concerted activities for the purpose of collective bargaining or other …

What is unfair conduct?

Unfair conduct relating to promotion, demotion, training or benefits. This occurs when the employer deviates from the policy on promotion or training, or if the employee alleges that the promotion, demotion or training is unfair.