At this time FLRA remains fully operational. Effective Friday July 31, 2020, the agency now extends the prohibition on in-person filings indefinitely.  

See details: here.

U.S. Federal Labor Relations Authority

Search form

Federal Aviation Science and Technological Association (Union) and Federal Aviation Administration, Department of Transportation (Activity) 

[ v03 p39 ]
The decision of the Authority follows:

 3 FLRA No. 6
                                            Case No. 0-AR-2
    This Matter Is Before the Authority on a Petition for Review of the
 Award of Arbitrator Theodore Dyke Filed by the Union under Section
 7122(a) of the Federal Service Labor-management Relations Statute (5
 U.s.c. 7122(a)).
    According to the Arbitrator's Award, the Grievance Arose When the
 Grievant, an Electronics Technician at the Activity, Was Not Assigned to
 Work February 20, 1978, a Federal Holiday (George Washington's
 Birthday), Although She Had Not Asked for the Day off and Other
 Employees in the Crew of Which She Was a Member Were Assigned to Work
 That Day.  A Grievance Was Filed in Which the Grievant Sought "(T)o Work
 Holidays per the Intent of Article 40" of the Collective Bargaining
 Agreement /1/ and Also "Restitution or Other Premium Pay Lost Due to the
 Actions of the Employer." the Matter Was Ultimately Submitted to
 Arbitration.  The Issue as Stated by the Arbitrator Was:
    Did the Employer Violate the Contract by Giving (The Grievant) the
 Day off on February 20,
    Washington's Birthday, a Legally Established Federal Holiday.
    In His Award the Arbitrator Cited Specific Provisions of the Parties'
 Agreement and Found, Contrary to the Union's Position, That the Activity
 Had Not Changed the Basic Watch Schedule in Violation of the Agreement.
 He Further Found That the Activity Had Not Violated Article 40 of the
 Agreement.  In Doing So He Stated:
    The Union Would, by its Posture, Reverse the Contract Language to
 Read, in Effect, That
    '. . . Employees Shall Be Allowed to Work Such Holiday If They So
 Request.' There Is Nothing
    By Way of the Contract or past Practices or in the Negotiations
 Themselves Supportive of this
    Conclusion.  If at All, the Opposite Predominately Prevails.
    The Arbitrator Therefore Denied the Grievance, Concluding That "It Is
 'The Union Which Is Attempting to Gain Through Arbitration Something
 They Could Not Gain During Negotiations.'"
    The Union Filed a Petition for Review of the Arbitrator's Award
 Pursuant to the Rules of Procedure Set Forth in C.f.r.part 2411(1978),
 Which, to the Extent Consistent with the Provisions of Section 7122(a)
 Of the Federal Service Labor-management Relations Statute (5 U.s.c.
 7122(a)) and as Amended by Section 2400.5 of the Transition Rules and
 Regulations of the Federal Labor Relations Authority (44 Fed.reg.
 44741), Remain Operative with Respect to this Case.  The Union Seeks
 Authority Acceptance of the Petition on the Basis of the Exception
 Discussed Below.  The Agency Did Not File an Opposition.
    Pursuant to Section 2411.32 of the Amended Rules and Section 7122(a)
 Of the Statute, the Authority Will Grant a Petition for Review of an
 Arbitrator's Award Where it Appears, Based upon the Facts and
 Circumstances Described in the Petition, That the Award Is Deficient
 Because it Is Contrary to Law or Regulation, or on Other Grounds Similar
 To Those Applied by Federal Courts in Private Sector Labor-management
 Relations Cases.
    In its Exception, the Union Alleges That the Arbitrator's Award Is
 Based upon a Nonfact.  In Support of this Exception the Union Refers to
 A Portion of the Arbitrator's Opinion Accompanying His Award in Which
 The Arbitrator Referred to the Agency's Holiday Policy Contained in
 Agency Regulations /2/ as "Federal Holiday Policy." the Union Thus
 Asserts That Had the Arbitrator Not Made this "Gross Mistake of Fact,"
 Believing the Holiday Policy to Be a Federal Policy Rather than an
 Agency Policy, He "Would Have Been Forced to Rule That Article 40,
 Section 3 Displaced the Faa Holiday Policy Contained in the Faa's
 Internal Regulations, and That .  . . Article 40, Section 3 of the
 Fasta/faa Agreement Should Apply." /3/
    The Federal Labor Relations Authority Will Grant a Petition for
 Review of an Arbitration Award on the Ground That the Award Is Based on
 A Nonfact.  United States Army Missile Materiel Readiness Command
 (Usamircom) and American Federation of Government Employees, Local 1858,
 Afl-cio, Case No. O-ar-7, 2 Flra No. 60 (January 17, 1980).  However, in
 This Case the Union Has Not Described Facts and Circumstances to Support
 Its Exception.  The Union Has Not Shown That the Arbitrator's Reference
 To the Agency "Holiday Policy" as "Federal Holiday Policy" Is the
 Central Fact Underlying His Award and That but for the Arbitrator's
 Misapprehension He Would Have Reached a Different Result.  While the
 Union Argues That but for the Arbitrator's Finding of this Nonfact, He
 Would Have Been Forced to Rule That the Holiday Policy Contained in
 Article 40 of the Agreement Applied, it Is Noted That the Arbitrator
 Specifically Addressed the Application of Article 40 to the Grievance
 And Concluded That "(T)he Union Would, by its (Argued for
 Interpretation), Reverse the Contract Language . . . " and "(T)here Is
 Nothing by Way of the Contract or past Practices or in the Negotiations
 Themselves Supportive of this Conclusion." Thus the Union's Argument in
 Support of its Exception Constitutes Nothing More than Disagreement with
 The Arbitrator's Interpretation and Application of the Agreement
 Provision Before Him.  This Does Not Constitute a Basis for Reviewing
 Arbitration Awards.  United States Army Missile Materiel Readiness
 Command, Supra.  Therefore the Union's Exception Provides No Basis for
 Acceptance of its Petition under Section 2411.32 of the Amended Rules.
    Accordingly, the Union's Petition for Review of the Arbitrator's
 Award Is Denied Because it Fails to Meet the Requirements of Section
 2411.32 of the Amended Rules for Acceptance by the Authority of a
 Petition for Review of an Arbitrator's Award.
    Issued, Washington, D.c., April 10, 1980
                       Ronald W. Haughton, Chairman
                       Henry B. Frazier Iii, Member
                        Leon B. Applewhaite, Member
                     Federal Labor Relations Authority
    /1/ Article 40 of the Parties' Agreement States in Pertinent Part:
   .          .          .          .
    Section 3.  To the Extent That Operational Requirements Permit,
 Employees Scheduled to Work
    On Actual Established Legal Holidays or Days Observed in Lieu of Such
 Holidays Shall Be Given
    Such Day off If They So Request
    Section 4.  A List of Employees Assigned to Work Legal Holidays and
 Days in Lieu of
    Holidays Shall Be Posted at Least Twenty-one (21) Days in Advance,
 And These Assignments, Once
    Posted, Will Not Be Deleted Without Consent of the Employees
    /2/ the Agency Policy Referred to by the Arbitrator Is as Follows:
    81.  Basic Policy.  Employees Will Not Be Assigned to Duty on
 Holidays Unless Work Is
    Necessary for the Protection of Life or Property, Is in the Interest
 Of the General Public, or
    Is Necessary to Meet an Emergency in Which the Government Requires
 The Completion of a
    Particular Job Without Delay.  In Line with this General Policy, as
 Many Employees as Feasible
    In Continuously Operating Activities (I.e., Activities Open 16 to 24
 Hours a Day, 7 Days a
    Week) Will Be Excused from Duty on a Holiday;  and as Many Employees
 As Necessary to Meet
    Operating Requirements Will Be Required to Work . . .
    /3/ the Union Refers, in Support of this Argument, to Article 55 of
 The Parties' Agreement Which, as Set Forth by the Arbitrator, Provides
 In Part:
    Any Provision of this Agreement Shall Be Determined a Valid Exception
 To and Shall
    Supersede Any Existing Faa Rules, Regulations, Orders and Practices
 Which Are in Conflict with
    The Agreement.