Guidance on Meetings -- Table of Contents


PART I.     When is an Employee Entitled to Representation at Meetings and when is an Exclusive Representative Entitled to Represent Employees at Meetings?

A.     Representation Rights in General
B.     Formal Discussions
C.     Investigatory Examinations
D.     Bypasses
E.     Grievances Under the Negotiated Grievance Procedure
F.     Contract Representation Rights.
G.     Establishment of Representation Rights by Practice

PART II.      Formal Discussion

A.     Purpose of the Right
B.     Elements of a Formal Discussion and its Implementation
1.     Statutory Language
2.     Discussion
3.     Formality
4.     Participants in the Discussion
5.     Subject Matter of the Discussion
6.     Notice of the Meeting
7.     Union Participation in the Meeting
8.     Unfair Labor Practice Remedy
     a.     Traditional and Nontraditional Remedies for Formal Discussion Violations
     b.     Evidence to Establish a Nontraditional Remedy
C.     What Should Happen at a Formal Discussion - Role of the Parties
D.     Formal Discussion Checklist
E.     Strategies to Avoid Formal Discussion Conflict
1.     Notice of Meeting to Designated Union Representatives
     a.     Union Designates Representative to Receive Notice
     b.     The Timing of the Notice and Scheduling of the Meeting
     c.     Exchange of Information Prior to a Formal Discussion
2.     Understanding How the Union Representative Will Participate
3.     Recognition During the Meeting of Statutory and Contractual Obligations
4.     Routinely Scheduled Meeting
5.     Protocol for Scheduling

PART III     Investigatory Examinations

A.     Purpose of the Right
B.     Elements of an Investigatory Examination
1.     Statutory Language
2.     Participants at the Meeting
     a.     Employee in the Unit
     b.     Representative of the Union
     c.     Representative of the Agency
3.     An Examination in Connection with an Investigation
     a.     Factors to Consider
     b.     Performance Meetings and Counseling Sessions
4.     Reasonable Belief of Discipline
5.     Employee Request for Union Representation and Agency Response
6.     Union Representative Participation at the Examination
7.     Union Right to Information About the Examination
8.     Unfair Labor Practice Remedy
     a.     Traditional Remedy for an Investigatory Examination Violation
     b.     When a Traditional Make-Whole Remedy for an Investigatory Examination Violation is Appropriate
     c.     Evidence to Establish a Make-Whole Remedy for an Investigatory Examination Violation
C.     What Should Happen at an Investigatory Examination - Role of the Parties
D.      Investigatory Examination Checklist
E.     Strategies to Avoid Investigatory Examination Conflict
1.     Train Employees to Make Clear Requests for Union Representation
2.     Train Agency Officials to Differentiate a Denial of a Request for Union Representation From a Statement That the Agency Does Not Believe a Representative Is Required under the Circumstances
3.     Train Agency Officials to Understand The Options When an Employee Requests Union Representation
4.     Issues Concerning the Identity of the Representative and the Scheduling of the Meeting
5.     Sharing Information Prior to an Examination
6.     Clarifying the Role of the Union Representative

PART IV     Bypasses, Grievances under the Negotiated Grievance Procedure, and Representation Rights Created by Contract and Past Practices

A.     Bypass of the Exclusive Representative
1.     Duty to Deal Only with the Uni