This year marks the 45th anniversary of the Civil Service Reform Act (CSRA). On October 13, 1978, the CSRA changed government employment in creating three new agencies: the Office of Personnel Management (OPM), Merit Systems Protection Board (MSPB), and the Federal Labor Relations Authority (FLRA). The legislation empowered government unions to not only organize and bargain, but also have fora where employer violations can be resolved. Previously, the right to organize in the federal government was granted in 1912 and enhanced by executive orders issued by Presidents Kennedy and Nixon.
While the statute (5 U.S.C. 701, et seq.) created new agencies and new functions, the most significant act created by the statute for unions was the ULP or Unfair Labor Practice. ULPs suddenly protected employees from retaliation, protected unions from management refusing to collectively bargain, and provided an administrative process to litigate violations at a fraction of the cost of a private attorney.
Another important concept in the CSRA is the idea of “industrial democracy”. This means that employees should have a say in workplace changes. NTEU is in regular communication with management to ensure the employee’s voice is heard. Currently EPA is reorganizing several offices and as part of these reorganizations, NTEU provides meaningful input into these actions
Finally, there is the idea of management conducting an investigatory interview with an employee. While we call these “Weingarten Rights” they are codified in the CSRA and provide an employee with the right to call off a meeting until the union can be present when management is probing your conduct or searching for information. NTEU National offers information on what defines an “investigatory interview” on its website and through other resources available to members.