25:1033(86)NG - Joint Council of Unions, GPO and Government Printing Office -- 1987 FLRAdec NG

[ v25 p1033 ]
The decision of the Authority follows:

 25 FLRA No. 86
                                            Case No. 0-NG-1310
                         I.  Statement of the Case
    This case is before the Authority because of a negotiability appeal
 filed under section 7105(a)(2)(E) of the Federal Service
 Labor-Management Relations Statute (the Statute).  The appeal concerns
 the negotiability of four proposals relating to corrective
 (disciplinary) action.  We find that Proposal 1 is within the duty to
 bargain and that Proposals 2, 3 and 4 are outside the duty to bargain.
                              II.  Proposal 1
          Article VIII, Section 1.  Corrective action means any action by
       management that could result in disciplinary action;  i.e., verbal
       warning to suspension, removals, reduction in pay, grade, or
       status against any employee.  (Only the underscored portion is in
                       A.  Positions of the Parties
    The Union contends that this proposal simply defines the term
 "corrective action" to include actions which result in employees' loss
 of "status" -- that is, changes in employees' work assignments.  The
 Union argues that the proposal would not prevent management from
 changing an employee's work assignment or from taking any other actions
 affecting an employee's status, but would only include within the scope
 of the negotiated grievance procedure corrective actions involving
 "status." Union Petition for Review at 1.
    The Agency contends that the proposal directly interferes with
 management's right to assign work under section 7106(a)(2)(B).  The
 Agency argues that the ultimate effect of the proposal would be to allow
 an arbitrator to overturn management's work assignments, thus
 interfering with the right to assign work.
                        B.  Analysis and Conclusion
    We find Proposal 1 to be negotiable.  Based on the record in this
 case, the term "status" refers to changes in work assignments.  We agree
 that the only effect of the proposal is to include within the scope of
 the grievance procedure changes in work assignments which result from
 disciplinary action.
    The matters covered by the proposal are matters relating to the
 conditions of employment of unit employees and are subject to the
 negotiated grievance procedure unless otherwise excluded by the parties'
 agreement.  See sections 7103(a)(9) and 7121 of the Statute.  By
 including actions affecting employee status among the corrective actions
 which would be within the scope of the grievance procedure, the proposal
 simply specifies that which is already otherwise provided under the
 Statute.  The Agency's argument that the ultimate effect of the proposal
 would be to allow an arbitrator to overturn management's work
 assignments is without support.  The proposal is simply definitional;
 nothing in the proposal requires or suggests that it is to be enforced
 in a manner which would violate management's rights or otherwise be
 inconsistent with law.  Of course, should the parties agree to this
 proposal and include it in their agreement, management would retain the
 right to challenge the grievability and arbitrability of any grievance
 which sought to enforce that provision in a manner which is inconsistent
 with law.  Proposal 1, therefore, is consistent with law and within the
 duty to bargain.
                             III.  Proposal 2
          Article VIII, Section 11.  All corrective actions must be
       initiated within five days after the supervisor becomes aware of
       the alleged incident or upon the completion of an investigation
       and the next level of authority must make a decision to concur or
       disagree within ten days after the supervisor's decision to
       initiate corrective action.  Otherwise no corrective action can be
       initiated, based on that alleged incident.
                       A.  Positions of the Parties
    The Union contends that this proposal does not interfere with
 management's right to discipline employees, but only places limitations
 on how long management may take to decide on corrective actions,
 following the completion of any investigation.  The Agency argues that
 the proposal clearly precludes management from exercising its statutory
 right to discipline employees.
                        B.  Analysis and Conclusion
    This proposal expressly prohibits the Agency from taking corrective
 (disciplinary) action if the action is not initiated at the supervisory
 level within five days after the supervisor becomes aware of the alleged
 incident or within five days after completion of an investigation.
 Further, it prohibits corrective action at the next level of authority
 if the action is not taken within ten days of the supervisor's action.
    We find that this proposal has the same effect as the proposal we
 found nonnegotiable in American Federation of Government Employees,
 AFL-CIO, Local 1931 and Department of the Navy, Naval Weapons Station,
 Concord, California, 24 FLRA No. 57 (1986).  The proposal in Naval
 Weapons Station required that supervisors initiate disciplinary action
 within fifteen calendar days of the alleged