19:0705(86)CA - Navy Northern Division, Naval Facilities Engineering Command and NFFE Local 1430 -- 1985 FLRAdec CA
[ v19 p705 ]
19:0705(86)CA
The decision of the Authority follows:
19 FLRA No. 86
DEPARTMENT OF THE NAVY
NORTHERN DIVISION, NAVAL
FACILITIES ENGINEERING COMMAND
Respondent
and
NATIONAL FEDERATION OF FEDERAL
EMPLOYEES, LOCAL 1430
Charging Party
Case No. 2-CA-1091
DECISION AND ORDER
The Administrative Law Judge issued the attached Decision in the
above-entitled proceeding finding that the Respondent had engaged in
certain unfair labor practices as alleged in the complaint, and
recommending that it be ordered to cease and desist therefrom and take
certain affirmative action. The Judge further found that the Respondent
had not engaged in certain other unfair labor practices and recommended
dismissal of that portion of the complaint. Thereafter, the Respondent
and the General Counsel filed exceptions to the Judge's Decision. /1/
Pursuant to section 2423.29 of the Authority's Rules and Regulations
and section 7118 of the Federal Service Labor-Management Relations
Statute (the Statute), the Authority has reviewed the rulings of the
Judge made at the hearing and finds that no prejudicial error was
committed. The rulings are hereby affirmed. Upon consideration of the
Judge's Decision and the entire record, the Authority hereby adopts the
Judge's findings, conclusions and recommended Order, only to the extent
consistent herewith.
The complaint in this case alleges, and the Judge found, that the
Respondent violated section 7116(a)(1) and (5) of the Statute /2/ by
unilaterally changing the functions of an Incentive Awards Committee,
thereby changing an established past practice affecting unit employees'
conditions of employment. The Judge concluded, relying on National
Federation of Federal Employees, Local 541 and Veterans Administration
Hospital, Long Beach, California, 12 FLRA 270 (1983), that the
Respondent was obligated to bargain concerning its decision to alter the
functions of the Incentive Awards Committee as well as upon the
procedures to be observed and appropriate arrangements for employees
adversely affected by the proposed changes, and he recommended a remedy
restoring the status quo ante. We do not agree.
Since 1974, the Respondent and National Federation of Government
Employees, Local 1430 (the Union) have been parties to a series of
collective bargaining agreements which provide for the establishment of
an Incentive Awards Committee and for a non-participating Union observer
on the Committee. The composition of the Committee, its authority, and
the scope of matters that it was to consider were not set forth in any
of those collective bargaining agreements. However, pursuant to those
agreements, the Respondent established an Incentive Awards Committee,
designated members, permitted a Union observer, and assigned the
Committee authority to review proposed: (a) quality step increases;
(b) sustained superior performance ratings; (c) outstanding awards;
(d) unsatisfactory ratings; (e) beneficial suggestion awards; and (f)
special achievement awards. The Committee's function was to advise and
make recommendations to the Commanding Officer, who alone retained the
authority to grant or deny an award.
In late 1979, the Respondent proposed, and the Union agreed to, a
one-year trial period during which the Committee would continue to
advise and make recommendations to the Commanding Officer concerning
special achievement awards, beneficial suggestion awards and
unsatisfactory performance ratings, but the authority to approve quality
step increases, sustained superior performance ratings and outstanding
awards would be transferred from the Commanding Officer to the various
department heads, and the Committee would have no authority to advise or
make recommendations to the department heads concerning those matters.
As the one-year trial period drew to a close, the Respondent sought
to make the change permanent, and the Union sought to revert to the
former method of operation. Thus, between October 1980 and April 1981,
the Respondent and the Union met on numerous occasions and discussed the
scope of the Committee's functions, and the Respondent resisted every
Union effort to expand the Committee's functions back to what they had
been before the trial period. Throughout, the Respondent expressed its
willingness to negotiate concerning the impact and implementation of its
decision to narrow the functions of the Incentive Awards Committee, but
refused to bargain concerning the decision to make permanent the change
in the Committee's functions. Finally, on June 24, 1981, the Respondent
issued a notice which, in effect, unilaterally made permanent the nature
of the Committee as it existed during and since the trial period.
The Authority has held that the designation of critical elements and
performance standards is a matter which is outside the duty to bargain
because it is within management's authority to direct its employees and
assign work under section 7106(a)(2)(A) and (B) of the Statute. /3/
Similarly, the determination as to whether particular performance
warrants granting an incentive award is within management's authority to
direct employees and assign work. /4/
It is clear from the record that the Incentive Awards Committee in
the instant case performed a substantive role in determining whether
certain performance warranted an incentive award. Specifically, in this
regard, the Committee both reviewed proposals for awards and made
recommendations concerning those awards. A union role on a committee
with such a function directly interferes with management's reserved
rights under section 7106(a)(2)(A) and (B) of the Statute, /5/ even if
the union role is limited to observation. /6/ Thus, the issue of the
scope of the Incentive Awards Committee's authority and that of final
decision-making authority with regard to recommended performance-based
awards, both of which were the subject matter of the change in question,
were outside management's duty to bargain. /7/ In this regard, the
instant case is distinguishable from cases wherein the Authority has
found proposals concerning union participation on joint labor-management
committees to be negotiable. In those cases, the committees which were
at issue did not function as part of the decision-making process whereby
management exercised its rights under the Statute. Rather, they merely
purported to provide a way for the union to communicate its views, e.g.,
to make recommendations to management with respect to management
decisions. See, e.g., National Treasury Employees Union and U.S.
Customs Service, Region VIII, San Francisco, California, 2 FLRA 255,
262-63 (1979); American Federation of Government Employees, AFL-CIO,
Local 3804 and Federal Deposit Insurance Corporation Chicago Region,
Illinois, 7 FLRA 217, 229-30 (1981). Of course, the establishment of
joint labor-management committees to deal with matters that do not
concern the exercise of management's rights would be negotiable, if
otherwise consistent with applicable law and regulations.
Since the Respondent did not fail or refuse to bargain about the
impact and implementation of its decision, and since it was not required
to bargain about the decision itself, it did not violate section
7116(a)(1) and (5) of the Statute by unilaterally changing the functions
of the Incentive Awards Committee. Accordingly, the complaint must be
dismissed.
ORDER
IT IS ORDERED that the allegation of the complaint in Case No.
2-CA-1091 be, and it hereby is, dismissed.
Issued, Washington, D.C., August 12, 1985
Henry B. Frazier III, Acting
Chairman
William J. McGinnis, Jr., Member
FEDERAL LABOR RELATIONS AUTHORITY
-------------------- ALJ$ DECISION FOLLOWS --------------------
Case No. 2-CA-1091
Geoffrey D. Spinks
For the Respondent
Robert J. Fabii, Esq.
For the General Counsel
Before: WILLIAM NAIMARK
Administrative Law Judge
DECISION /8/
Statement of the Case
Pursuant to an Amended Complaint and Notice of Hearing issued on
October 27, 1982 by the Regional Director of the Federal Labor Relations
Authority, New York, N.Y., a hearing was held before the undersigned at
Philadelphia, Pennsylvania on January 25, 1983.
This case arises under the Federal Service Labor-Management Relations
Statute (herein called the Statute). It is based on a charge filed on
July 15, 1981 by the National Federation of Federal Employees, Local
1430 (herein called the Union) against Department of the Navy, Northern
Division, Naval Facilities Engineering Command (herein called
Respondent).
The amended complaint alleged, in substance, that on or about June
24, 1981 Respondent unilaterally implemented a change in the Incentive
Awards/Performance Appraisal Committee functions without notifying the
Union or affording it the opportunity to negotiate thereon. Further,
that this change was implemented by Respondent while the dispute thereof
was pending before the Federal Service Impasse Panel and prior to a
final decision by the Panel. The foregoing conduct was alleged as
violative of Section 7116(a)(1), (5) and (6) of the Statute.
Respondent's answer, dated November 18, 1982, denied the aforesaid
allegation of the complaint as well as the commission of any unfair
labor practice.
All parties were represented at the hearing. Each was afforded full
opportunity to be heard, to adduce evidence, and to examine as well as
cross-examine witnesses. Thereafter, briefs were filed with the
undersigned which have been duly considered.
Upon the entire record herein, from my observation of the witnesses
and their demeanor, and from all of the testimony and evidence adduced
at the hearing, I make the following findings and conclusions:
Findings of Fact
1. At all times material herein the Union has been, and still is,
the exclusive bargaining representative of Respondent's non-supervisory
professional employees in one unit, and of Respondent's non-supervisory
non-professional employee in another unit.
2. Both the Union and Respondent were parties to a collective
bargaining agreement which, by its terms, was effective from March 22,
1974 for a period of 2 years. The said agreement provided for its
continuance until a new agreement was finalized. The Union and
Respondent were parties to a subsequent collective bargaining agreement
which, by its terms, was effective from December 19, 1977 for a period
of 2 years. This also provided for its continuance if a new agreement
was not finalized by the termination date.
3. Both of the aforesaid agreements provided, under Article 33, that
the employer agrees to appoint Union members to the Incentive
Awards/Performance Appraisal Committee-- one observer. Both of said
agreement provided in Article 34 as follows:
Incentive Awards/Performance Appraisal Committee
"34.1 It is agreed by the parties that the Union may have an
observer on the Incentive Awards/Performance Appraisal Committee
and this observer will have no purview over the determination of
performance ratings or quality step increases."
4. In accordance with these provisions Respondent established an
Incentive Awards/Performance Appraisal Committee (herein called the
Committee) and designated members to serve thereon. Since its creation,
and until December 26, 1979-- when a change was made on a trial basis
upon agreement with the Union as hereinafter described-- the functions
of the Committee were to review proposed (a) Quality Step Increases, (b)
Sustained Superior Performance Ratings, (c) Outstanding Awards, (d)
Unsatisfactory Ratings, (e) Beneficial Suggestion Awards and (f) Special
Achievement Awards. The Committee acted in an advisory capacity and
made recommendations to the commanding officer who alone had the
authority to grant or deny an award.
5. The Union member on the Committee acted as an observer and had no
role in the determination as to whether awards or ratings, as
recommended, would be granted.
6. Under date of November 21, 1979 Administrative Officer Roger
Kearney sent a memorandum to Edward Patrucci, President of the Union
herein. Enclosed in said memo were draft notices wherein Respondent
proposed certain changes in respect to the Committee's functions. It
was proposed that Quality Step Increases and Outstanding Performance
Ratings be approved by line management-- department heads rather than
the Commander. Further, the Committee would be expected to review only
Special Achievement Awards (except individual awards based on Sustained
Superior Performance of duties), Beneficial Suggestions recommended for
awards of $351 or more, and employer Performance Ratings of
Unsatisfactory. Kearney's memo stated that Respondent was proposing a
"trial" period to insure careful consideration of its effect and impact.
7. In a reply memo dated November 28, 1979, Patrucci advised Kearney
that the proposals impact on present union-management negotiations;
that the proposals "must be in consonance with the terms of the final
negotiated agreement."
8. Kearney replied to Patrucci in a memo dated November 28, 1979.
He stated that he agreed fully with the Union Official; that an interim
procedure was needed similar to what existed to process ongoing actions;
and that Respondent wanted to "test a change in approval authority."
Kearney further stated management would like Patrucci's support, and he
suggested they could implement them without impacting contract
negotiations.
9. Testimony by Patrucci reflects he agreed to a trial period from
October 1979 to September 30, 1980 whereby line management would make
the determinations proposed by Respondent; that he stated at various
meetings with management that the Union wanted to revert back to the
Committee System after the trial period.
10. Respondent issued NORTHNAVFACENGCOM Notices 12430 and 12451 on
December 26, 1979 which set forth the changes in the functions of the
Committee. Notice 12430 recited the purpose was "to establish, on a
trial basis, policies and procedures concerning approval of Outstanding
Performance Ratings and Quality Increases." Moreover, it stated the
provisions of the Notice would remain in effect until September 30,
1980.
11. By virtue of the foregoing Respondent changed the functions of
the Committee. It reduced the functions of the Committee to assisting
the Commander re Special Achievement Awards, Beneficial Suggestion
Awards and Unsatisfactory Performance Ratings. The Committee had no
purview re Outstanding Performance Ratings, Quality Step Increases, and
Sustained Superior Performance Awards.
12. During the trial period the parties were negotiating a new
agreement. The latter became effective on October 26, 1980. It endured
for 2 years with a continuation provision in the event no new agreement
was finalized at the termination date. The same article (Articles 33
and 34.1), dealing with the appointment of a Union observer to the
Committee, along with the provision that the observer would have no
purview over the determination of Performance Ratings or Quality Step
Increases, as were present in the 1974 and 1977 agreements, were
contained in the 1980 agreement.
13. Between October 1980 and April 1981, the Union and Respondent
had between 8-10 meetings at which they discussed the trial period
arrangements. Management sought to retain as permanent the procedure
whereby the department heads would approve Quality Step Increases,
Sustained Superior Performance Awards, and Outstanding Performance
Ratings. The Union wanted to revert back to the original contract and
the Committee system of approval. It asked Respondent, during a
November meeting, when management would return to that procedure, and
the response was that the matter was being studied. /9/
14. Record facts show that, at the aforesaid meetings, Respondent
made no attempt to bargain as to the change itself in the Committee's
functions which was made in December 1979 and continued thereafter. As
Respondent's Labor-Management Representative John Emilkian testified:
"Q. . . . did the terms negotiability come up during that
time?
"A. Well, yes, because we were negotiating the impact of the
assessment (sic) and in that vein only. We were not negotiating
to change the-- anything else. Just a portion."
Management also informed the Union, during these discussions, that it
was less costly to continue with the changed set-up, that in many cases
time would be saved since awards were not made in the same fiscal year
they were supposed to be made-- all of which impacted on the budget.
15. The Commanding officer of Respondent directed a memo, dated
March 4, 1981, to the President of the Union entitled "Bargaining on the
Results of the Trial Period of the Disestablishment of the Incentive
Awards Committee." Management proposed therein (a) the employees would
reestablish the Incentive Awards Committee following the previously
agreed upon methods of choosing members; (b) the duties of the
Committee will be to receive Beneficial Suggestions and recommend
awards, review and recommend other awards, and act as a Review Board on
grievances re Merit Ratings for employees GS 1-GS12. The memo further
stated that the President of the Union would have the right to review
merit ratings of such employees weekly to preclude evaluation delays.
16. Patrucci testified he did not accept such proposal made by the
Commander and so informed management. Moreover, the Union official
still desired to return to the Committee procedure as per the contract.
17. Under date of March 30, 1981 the Commander sent the President of
the Union another memo which essentially reviewed Respondent's proposals
as set forth in the March 4 memo. The Commander further indicated that
the increased workload and the morale factors dictated the continuance
of the "trial" procedure. He also stated that during discussions re the
impact and effect of the change it was learned that the number of awards
increased over 30 percent over prior periods; that it took less time to
complete than before and it saved time by the participating employees.
18. The Union filed a Notice to the Mediation and Conciliation
Service dated April 7, 1981 seeking assistance from said agency.
However, no agreement was reached as a result thereof.
19. Thereafter, on May 5, 1981, the Union filed a request to
consider a negotiation impasse with the Federal Service Impasses Panel.
The Impasses Panel sent a letter dated June 10, 1981 to both parties
directing them to: (a) submit to each other on June 26 written
proposals on the impasse issue re performance appraisal committee, as
well as the position of each party thereon with supporting evidence and
argument; (b) submit on July 6 rebuttal briefs to each other.
20. Respondent issued NORTHNAVFACENGCOM Notice 12451 on June 24,
1981 which recited that, with respect to Incentive Awards, the Committee
will (a) review and act in supervisory reports of Special Achievement
Awards, except those for Sustained Superior Performance of duties, (b)
no longer review Quality Increases, (c) evaluate and make
recommendations on all Beneficial Suggestions recommended for awards of
$351 or more. With respect to Performance Ratings, the Notice stated
that the Committee will review and take final action on civilian
employee ratings of "Unsatisfactory," and serve as an appeal board to
review employee complaints re appraisals of individual performance.
/10/ The Notice also made some changes in committee members which were
listed thereon.
21. Although it issued a new version of Notice 12451 on June 24,
1981 which set forth that the functions of the Committee would be to
review and make recommendations re Special Achievement Awards,
Beneficial Suggestion Awards, and Unsatisfactory Ratings, Respondent did
not reinstitute this award system on a permanent basis until September
1981, as hereinafter described.
22. In accordance with the directive from the Impasses Panel. The
parties exchanged proposals dated June 26, 1981. Both the Union and
Respondent set forth their respective position: The bargaining agent
desired to revert to the system in effect before October 1979, whereas
management proposed the continuance of the trial procedure.
23. Under date of August 10, 1981 the Impasses Panel wrote the
parties that it declined to assert jurisdiction. It stated that a
threshold question existed concerning the Union's obligation to bargain,
which related to whether an impasse existed under the Statute; that,
meanwhile, the particular provision in the parties' agreement remains in
effect for the duration of the contract.
24. In a memo from the Commander to the President of the Union,
dated September 11, 1981, Respondent asserted it had decided to proceed
with the distribution of the Outstanding Performance Rating Awards for
the period ending March 31, 1981. Another memo from the Commander to
Patrucci, dated September 18, 1981, stated that since the Union deemed
the change in method of awards to be negotiable and sought assistance
from the Impasses Panel which declined to rule on the matter, Respondent
decided to proceed with the distribution of awards. /11/
25. Since September 1981, the Committee has continued to review and
made recommendations as to Beneficial Suggestion Awards, Special
Achievement Awards, and Unsatisfactory Performance Ratings. The union
observer remained in said capacity on the Committee. Final decision in
respect to awards or ratings concerning these three areas continues to
reside with the Commander. However since September 1981, final decision
re Quality Step Increases, Outstanding Performance Ratings and Sustained
Superior Performance Awards, are made by department or line heads. The
Committee takes no part in reviewing these awards nor in making any
recommendations with regard thereto.
Conclusions
There are two basic issues for determination herein: (1) whether the
updated NORTHNAVFACENGCOM Notice 12541 issued by Respondent on June
24,
1981, involving the removal from the Incentive Awards Committee of its
purview over Quality Step Increases, Outstanding Performance Ratings,
and Sustained Superior Performance Awards-- together with the permanent
implementation thereof on September 11, 1981 and thereafter--
constituted a unilateral change of a past practice re the Committee's
functions in violation of Section 7116(a)(1) and (5) of the Statute;
(2) whether the aforesaid Notice and its implementation, in light of the
submission to the Federal Services Impasses Panel and the action taken
by the Panel on August 10, 1981, may be properly deemed a failure or
refusal by Respondent to cooperate in impasse procedures and decisions
in violation of Section 7116(a)(6) of the Statute.
(1) Respondent takes the position that since December 1979, no change
was effected in regard to the Committee's functions. It argues that the
June 24, 1981 Notice did nothing more than announce the continuation of
the reduced functions of the Committee, which had existed by mutual
agreement from October 1979 through September 30, 1980. Thus, insists
the employer herein, it merely continued that arrangement. Moreover,
Respondent contends its action amounted to redelegating final approval
re those three items, i.e. Quality Step Increases, Outstanding
Performance Ratings, and Sustained Superior Performance Awards, from the
Commander to the department heads. Since the bargaining agreement does
not define the functions of the Committee, it is urged that management
may decide which awards should be under its purview in respect to
recommendations thereof.
The general rule is well established, and not in dispute, that
management may not change past practices or conditions of employment
without first notifying the bargaining representative and affording it
an opportunity to bargain therein. Department of the Air Force, Scott
Air Force Base, Illinois, 5 FLRA No. 2. Moreover, the employer is
obliged to meet with a union, consider its proposals, and engage in a
meaningful dialogue. It is incumbent upon management to explore matters
prior to taking any action, and an agency must participate in give and
take meetings in order to fulfill its obligation to bargain in good
faith. Internal Revenue Service and Brookhaven Service Center, IRS, 4
FLRA No. 30; Department of the Air Force, Malmstrom Air Force Base,
Malmstrom Air Force Base, Montana, 2 FLRA No. 2; Federal Railroad
Administration, A/SLMR No. 418.
At the outset consideration must be given to the question as to
whether the procedure re approval of Quality Step Increases and
Outstanding Performances was a condition of employment in respect to
employees. If not, then a change whereby awards for the foregoing were
made by line management rather than the Commander would scarcely require
notification to the Union or bargaining on the part of management.
Assuming arguendo the practice with respect to these awards involved
employment conditions, the agency must necessarily inform the Union and
negotiate with it prior to implementing the new procedure.
Although approval of the various awards, including Quality Step
Increases and Outstanding Performances, calls for action on the part of
management rather than unit employees, I am constrained to conclude the
determination and such results affect employment conditions. Thus,
whether an employee will receive either award is determined-- under the
changed procedure-- by different authority, and the consideration which
govern the determination may well vary from those prevailing under the
former procedure. In such an instance the criteria adopted by the line
heads will affect these employees who may be eligible for either award.
Such a conclusion was drawn by the Authority in San Antonio Logistics
Center (AFLC) Kelly Air Force Base, Texas, 5 FLRA No. 22 which involved
a somewhat similar circumstance as the case at bar. In the cited case
appraisals were reviewed by first and second line supervisors.
Management changed the procedure so that review thereof was made by
higher levels of supervision. It was held that the change was marked
and significant, and that the new review procedure resulted in a
substantial impact upon working conditions of employees. Failure to
bargain re such impact, as well as its implementation, was violative of
Section 7116(a)(1) and (5) of the Statute. /12/
While conceding that it was obliged to negotiate the impact and
implementation of the removal from the Committee of three functions,
Respondent takes issue with any determination which obligate it to
negotiate with the Union as to the decision to remove such functions
from that body. Apart from its contention that no change was made in
June or September 1981, the employee disagrees that it was required to
bargain in that respect.
A most recent decision involving this precise issue of negotiability
was rendered by the Authority in National Federation of Federal
Employees, Local 541 and Veterans Administration Hospital, Long Beach,
California, Case No. O-NG-275 (July 7, 1983). In this cited case the
following pertinent proposals were made by the union to the agency:
"Union Proposal
Article XIII-- Incentive Awards
A. The employer will develop an incentive awards committee,
made up of equal members from management and the Union. It will
be the responsibility of this committee to design, develop, and
administer the Incentive Awards Program for this Medical Center.
. . . .
C. The committee will review all nominations for incentive
awards and through open deliberation select those nominees they
feel deserving of the award. The committee will forward these
names to the Director for final approval . . . . "
The Authority concluded that the said proposal is within the duty to
bargain as to unit employees; that it was not inconsistent with law or
Government-wide regulations. It was argued by the Agency in the
foregoing case that the Union proposal would require it to negotiate in
the "methods" and "means" of performing work-- all of which are
negotiable, under Section 7106(b)(1) of the Statute, only at the
election of the agency. The Authority disagreed, stating it would not
require the agency to negotiate as to the method it would use to perform
its work, i.e. the way in which it provides medical services. Neither,
declared the Authority, does it concern the means, i.e., the tools,
devices, or instrumentalities by which the agency would do its work.
Further, it was concluded that, contrary to the contention of the
agency, the proposal for the Incentive Awards Committee did not involve
an assignment of work under 7106(a)(2)(B) of the Statute. Thus, the
establishment of the committee, together with its functions re
recommending incentive awards, was not a "management right" within the
meaning of Section 7106 so as to preclude any obligation to bargain
thereon.
It is noted that, in determining that the proposal re the committee
was a condition of employment which was within the scope of bargaining,
the Authority emphasized that it concerns a procedure. As such, it
paralleled the union proposals made in American Federation of Government
Employees, AFL-CIO, Local 3804 and Federal Deposit Insurance
Corporation, Chicago Region, Illinois, 7 FLRA No. 34 (1981). The
proposals therein included the creation of a joint labor-management
committee to recommend changes in the performance appraisal systems.
The Authority concluded that since the agency retained its discretion to
accept or reject any of the committee's recommendations, the proposal
did not concern or interfere with the agency's rights under Section 7106
of the Statute.
Likewise, in the case at bar, I am constrained to conclude that the
subject of an Incentive Awards Committee is a bargainable matter. It
also concerns a procedure whereby the Committee makes recommendations to
the approving authority re the awards granted to unit employees. In
this respect it differs little, if at all, from the recent negotiability
decision handed down by the Authority, supra.
It is insisted by Respondent herein, nevertheless, that no change was
made in the Committee's functions; that no agreement was made to revert
to the original procedure as existed prior to December 1979; and that
the employer merely continued the new practice since that date. I do
not agree. While it is true that both parties agreed on December 26,
1979 to a one year trial period until September 30, 1980 for the reduced
functions of the Committee, the Union did not consent to a continuation
thereof or a permanent arrangement to that effect. Thus, to the extent
that Respondent, on September 11, 1981, implemented its decision to
withdraw from the Committee any purview over Quality Step Increases or
Performance Awards, this was a change from the practice prior to
December 1979. Prior to that date, and since 1974 where the bargaining
agreement provided for an Incentive Awards/Performance Appraisal
Committee, this body also reviewed Quality Step Increases and
Outstanding Performance Awards and made recommendations thereon to the
Commander. By altering the procedure, and delegating approval of these
awards to the Department heads-- rather than having the Commander
approve them-- without any review or recommendation from the Committee,
Respondent made a permanent change on September 11, 1981. Moreover, it
concededly refused to negotiate the change with the Union. /13/
As indicated hereinabove, the Authority has concluded that the matter
of Incentive Awards, and the establishment of a committee to review and
make recommendations in respect thereto, is within the scope of
collective bargaining. Hence it must also follow that any change in
such committee's functions-- as was effected by Respondent-- is also a
negotiable matter. Accordingly, I conclude that the unilateral change
by Respondent of the Committee's functions, i.e. removing from its
purview review and recommendation re Quality Step Increases, Outstanding
Performance Ratings, and Sustained Superior Performance Awards, was
violative of Section 7116(a)(1) and (5) of the Statute.
In respect to the appropriateness of a status quo ante remedy, I am
satisfied that the circumstances herein warrant its issuance. It does
not appear that restoring the practice as it existed prior to December
26, 1979 would impair the efficiency or the effectiveness of the
agency's operations. While the changed procedure, in regard to the
three categories of awards removed from the Committee's review, may have
expedited the processing thereof, no evidence appears to support an
impairment of the agency's work. Moreover, I cannot conclude such
operations would be disrupted by granting this remedy. The change also
affects a substantial number of employees, and since the Respondent
remained adamant in refusing to negotiate the change despite the Union's
continued requests to bargain thereon, I am persuaded that a return to
status quo is warranted. See Federal Correctional Institution, 8 FLRA
No. 111 (1982).
(2) In asserting that Respondent failed to comply with impasse
proceedings before the Federal Services Impasses Panel, General Counsel
claims that Respondent implemented the change on June 24, 1981 while the
dispute was still before the panel. It is thus contended that the
Respondent did not cooperate in impasse the procedure and decision in
violation of Section 7116(a)(6) of the Statute.
Record facts herein disclose that each party submitted, on June 26,
1981, proposals to the other and a statement of position-- all in
accordance with the direction of the Panel dated June 10, 1981.
Thereafter, on August 10, 1981 the Panel declined to assert
jurisdiction, stating that a question exist as to whether there is an
obligation to bargain, which relates to whether an impasse had occurred.
Permanent implementation by Respondent of the changed procedure
affecting the Committee took place initially on September 11, 1981.
Under these circumstances, I am persuaded that there was no violation of
Section 7116(a)(6). The employer herein complied with the directive of
the Panel, and it did not approve any award (Quality Step Increases or
Outstanding Performance Ratings) during the pendency of the dispute
before that body. Awards commencing with March 30, 1981-- the then
current appraisal period-- were held in abeyance until after the Panel's
decision on August 10, 1981. In view of the foregoing, and particularly
in light of the Panel's declaration that it was questionable whether an
"impasse" existed as deferred under Section 2470.2 of the Rules and
Regulations, I am constrained to include Respondent did not fail or
refuse to cooperate in impasse procedures and decisions. See Social
Security Administration, Mid-America Service Center, Kansas City,
Missouri, 9 FLRA No. 33 (1982). Thus, I recommend that the allegations
in the amended complaint which alleges a violation of Section 7116(a)(6)
of the Statute be dismissed.
Having found that Respondent violated Section 7116(a)(1) and (5) of
the Statute, I recommend the Authority adopt the following Order:
ORDER
Pursuant to Section 7118(a)(7) of the Federal Service
Labor-Management Relations Statute and Section 2423.29 of the Rules and
Regulations, it is hereby ordered that the Department of the Navy,
Northern Division, Naval Facilities Engineering Command shall:
1. Cease and desist from:
(a) Unilaterally changing the functions of the Incentive
Awards/Performance Appraisal Committee by removing from its
purview any review and recommendation to the Commander as to
Quality Step Increases, Outstanding Performance Ratings and
Sustained Superior Performance Awards, for unit employees, without
first notifying the National Federation of Federal Employees,
Local 1430, the exclusive bargaining representative, and affording
it the opportunity to bargain, to the extent consonant with law
and regulations, on the decision to effectuate such action.
(b) In any like or related manner interfering with, restraining
or coercing its employees in the exercise of their rights assured
by the Federal Service Labor-Management Relations Statute.
2. Take the following affirmative action in order to effectuate the
purposes and policies of the Statute:
(a) Rescind and withdraw NORTHNAVFACENGCOM NOTICE 12451, dated
June 24, 1981, and its provisions which removed from the purview
of the Incentive Awards/Performance Appraisal Committee and
functions as to its review and recommendation to the Commander
concerning Quality Step Increases, Outstanding Performance Ratings
and Sustained Superior Performance Awards, for unit employees.
(b) Restore the procedure which existed prior to December 26,
1979 whereby the Incentive Awards/Performance Appraisal Committee
reviewed proposed Quality Step Increases, Outstanding Performance
Ratings, Sustained Superior Performance Awards, in addition to
Unsatisfactory Ratings, Beneficial Suggestions, and Special
Achievement Awards, and made recommendations thereon to the
Commander.
(c) Notify the National Federation of Federal Employees, Local
1430, the exclusive bargaining representative, of any intention to
change the functions of the Incentive Awards/Performance Appraisal
Committee, or to remove from its purview any review and
recommendation as to proposed awards, and, upon request, bargain
with said representative, to the extent consonant with law and
regulations, on the decision to effectuate such action.
(d) Post at its facilities at the Northern Division, Naval
Facilities Engineering Command, Philadelphia, Pennsylvania, copies
of the attached notice marked "Appendix" on forms to be furnished
by the Federal Labor Relations Authority. Upon receipt of such
forms, they shall be signed by the Commander, and shall be posted
and maintained by him for 60 consecutive days thereafter in
conspicuous places, including all bulletin boards and places where
notices to employees are customarily posted. Reasonable steps
shall be taken by the Commander to insure that such notices are
not altered, defaced, or covered by any other material.
(e) Notify the Acting Regional Director, Region II, Federal
Labor Relations Authority, in writing, within 30 days from the
date of this Order as to what steps have been taken to comply
herewith.
WILLIAM NAIMARK
Administrative Law Judge
Dated: July 29, 1983
Washington, D.C.
APPENDIX
NOTICE TO ALL EMPLOYEES
PURSUANT TO A DECISION AND ORDER OF THE FEDERAL LABOR
RELATIONS
AUTHORITY AND IN ORDER TO EFFECTUATE THE POLICIES OF CHAPTER 71
OF TITLE
5 OF THE FEDERAL SERVICE LABOR-MANAGEMENT RELATIONS STATUTE
WE HEREBY
NOTIFY OUR EMPLOYEES THAT:
WE WILL NOT unilaterally change the functions of the Incentive
Awards/Performance Appraisal Committee by removing from its purview any
review and recommendation to the Commander as to Quality Step Increases,
Outstanding Performance Ratings and Sustained Superior Performance
Awards, for unit employees, without first notifying the National
Federation of Federal Employees, Local 1430, the exclusive bargaining
representative, and affording it the opportunity to bargain, to the
extent consonant with law and regulations, on the decision to effectuate
such action. WE WILL NOT any like or related manner interfere with,
restrain, or coerce our employees in the exercise of their rights
assured by the Federal Service Labor-Management Relations Statute. WE
WILL rescind and withdraw NORTHNAVFACENGCOM NOTICE 12451, dated June
24,
1981, and its provisions which removed from the purview of the Incentive
Awards/Performance Appraisal Committee and functions as to its review
and recommendation to the Commander concerning Quality Step Increases,
Outstanding Performance Ratings and Sustained Superior Performance
Awards, for unit employees. WE WILL restore the procedure which existed
prior to December 26, 1979 whereby the Incentive Awards/Performance
Appraisal Committee reviewed proposed Quality Step Increases,
Outstanding Performance Ratings, Sustained Superior Performance Awards,
in addition to Unsatisfactory Ratings, Beneficial Suggestions, and
Special Achievement Awards, and made recommendations thereon to the
Commander.
(Agency/Activity)
Dated: . . . By: (Signature) This Notice must remain posted for 60
consecutive days from the date of posting and must not be altered,
defaced or covered by any other material. If employees have any
questions concerning this Notice or compliance with any of its
provisions, they may communicate directly with the Acting Regional
Director, Region II, Federal Labor Relations Authority whose address is:
26 Federal Plaza, Room 24-102, New York, New York 10278; and whose
telephone number is: (212) 264-4934.
--------------- FOOTNOTES$ ---------------
/1/ Noting particularly that no exceptions were filed to the Judge's
finding that the Respondent did not fail to cooperate in impasse
procedures and decisions of the Federal Service Impasses Panel in
violation of section 7116(a)(1) and (6) of the Statute, the Authority
adopts such finding and shall order dismissal of that allegation of the
complaint.
/2/ Section 7116(a)(1) and (5) reads as follows:
Sec. 7116. Unfair labor practices
(a) For the purpose of this chapter, it shall be an unfair
labor practice for an agency--
(1) to interfere with, restrain, or coerce any employee in the
exercise by the employee of any right under this chapter;
. . . .
(5) to refuse to consult or negotiate in good faith with a
labor organization as required by this chapter(.)
/3/ National Treasury Employees Union and Department of the Treasury,
Bureau of the Public Debt, 3 FLRA 769 (1980), aff'd sub nom. National
Treasury Employees Union v. FLRA, 691 F.2d 553 (D.C. Cir. 1982).
/4/ National Treasury Employees Union and Internal Revenue Service,
14 FLRA 463 (1984) (Proposals 1 and 2).
/5/ American Federation of Government Employees, AFL-CIO, Local 3488
and Federal Deposit Insurance Corporation, New York Region, 17 FLRA No.
78 (1985) (Proposal 2).
/6/ American Federation of Government Employees, AFL-CIO, Local 2302
and U.S. Army Armor Center, Ft. Knox, Kentucky, 15 FLRA No. 5 (1984)
(Proposal 2).
/7/ National Federation of Federal Employees, Local 943 and
Department of the Air Force, Keesler Air Force Base, Mississippi, 16
FLRA No. 49 (1984). In this respect, National Federation of Federal
Employees, Local 541 and Veterans Administration Hospital, Long Beach,
California, supra, relied upon by the Judge, is inapposite since it
involved a proposal which did not present the issue of management's
rights to establish performance standards. National Treasury Employees
Union and Internal Revenue Service, 14 FLRA 463, fn. 8 (1984).
/8/ The caption on the transcript herein erroneously states "DEPT, OF
THE ARMY."
/9/ Between March 30, 1981 (the end of the appraisal year and
beginning of an awards period) and September 1981, Respondent held in
abeyance approval of Quality Step Increases and Outstanding Performance
Ratings.
/10/ This Notice was, except for the recital of Committee members,
identical to Respondent's Notice 12451 issued on December 26, 1979.
Management refers to it as an updated Notice 12451.
/11/ It also acted upon Quality Step Increases for the period ending
March 31, 1981. However, between March 31, 1981 and September 11,
1981-- while the matter was pending at the Impasses Panel-- Respondent
held in abeyance the approval or issuance of Quality Step Increases or
Outstanding Performance Awards. Awards issued between January-- April
1981 were for the period ending March 1980.
/12/ In the cited case the complaint only alleged a failure to
negotiate re impact and implementation. No allegation was made that the
respondent was obliged to bargain as to the decision concerning the
changed review procedure, and no conclusion in that regard was reached
by the Authority.
/13/ Some of the testimony adduced by Respondent, involving the
meetings between the parties during October 1980 and April 1981, is
possibly indicative of bargaining as to the change. However, since
Respondent insists it would not bargain on the decision and did not do
so, I could not conclude from such testimony that any such bargaining
did in fact occur in good faith on the part of management.