DEPARTMENT OF AGRICULTURE AGRICULTURAL RESEARCH SERVICE PLUM ISLAND ANIMAL DISEASE CENTER GREENPORT, NEW YORK and LOCAL 1940, AMERICAN FEDERATION OF GOVERNMENT EMPLOYEES, AFL-CIO
In the Matter of )
DEPARTMENT OF AGRICULTURE )
AGRICULTURAL RESEARCH SERVICE )
PLUM ISLAND ANIMAL DISEASE )
GREENPORT, NEW YORK )
and) Case No. 91 FSIP 198
LOCAL 1940, AMERICAN )
FEDERATION OF GOVERNMENT )
EMPLOYEES, AFL-CIO )
The Department of Agriculture, Agricultural Research Service, Plum Island Animal Disease Center, Greenport, New York (Employer), filed a request for assistance with the Federal Service Impasses Panel (Panel) to consider a negotiation impasse under section 7119 of the Federal Service Labor-Management Relations Statute (Statute) between it and Local 1940, American Federation of Government Employees, AFL-CIO (Union).
The Panel determined that the impasse, which concerns competitive areas and the timing of a reduction in force (RIF), should be resolved through written submissions from the parties, with the Panel to take whatever action it deemed appropriate to
resolve the dispute. Submissions were made pursuant to these procedures, and the Panel has now considered the entire record.
The Employer's mission is to conduct research to protect animal commodities against catastrophic economic losses caused by foreign animal disease agents. The bargaining unit consists of approximately 120 employees who work in a variety of administrative and skilled-trade occupations. The parties' collective-bargaining
agreement expired on May 31, 1991, but remains in effect at the present time.
This dispute arose as a result of the Employer's decision to contract out the work performed by bargaining-unit employees at Plum Island. All administrative appeals in connection with this decision were exhausted by May 1991. Accordingly, it is now necessary for the Employer to conduct a RIF at the installation.
ISSUES AT IMPASSE
The parties are at impasse over whether (1) the competitive area1 which will be used in conducting the RIF should be expanded, and (2) the RIF delayed.
1. Competitive Area
a. The Union's Position
The Union proposes that the competitive area be expanded to include both Plum Island and the Employer's facility at Ithaca, New York. The Union maintains that an expanded competitive area is necessary in order to maximize employment opportunities for senior bargaining-unit employees. While it concedes that most of the affected employees will probably be offered positions with the contractor, it argues that continued Federal employment is preferable because senior employees would retain the benefits which they have accrued during their years of Federal service. The Union contends that retention of senior employees in Government occupations would reduce the total cost of severance pay to the Employer and is consistent with existing OPM regulations.
b. The Employer's Position
The Employer proposes that the status quo be maintained, i.e.,that the competitive area be defined as the local commuting area. It argues that expansion of the competitive area to include its Ithaca facility would result in only a very small number of opportunities being created for senior Plum Island employees; in this regard, it notes that only five employees would be eligible to bump or retreat into positions at Ithaca. According to the Employer, the Union's proposal would not only be unfair to the employees at the Ithaca facility (which was proposed because it is
non-Union), but would require the payment of relocation expenses for those employees accepting transfers. The Employer further contends that allowing bargaining-unit employees to bump and retreat into positions at Ithaca would have a disruptive effect, as Plum Island employees would require "substantial" training to become familiar with their new occupations. Moreover, expansion of the competitive area would conflict with the Employer's policy at its other facilities, and adoption of an enlarged area at one location could create "pressure to expand the area in all cases."
Finally, the Employer notes that employees will have the right of
1 A competitive area is the geographical and organizational limit within which employees compete for job retention. First refusal with the contractor and emphasizes that the results of an
informal survey reveal that many employees would oppose a trans fer.
Having examined the evidence and arguments on this issue, we
conclude that the dispute should be resolved on the basis of the
Employer's proposal. While we continue to accept, as a general principle, the idea that senior employees should be retained during periods of reduced operations, in our view, the limited number of opportunities which would be created by an expanded competitive area in this case are outweighed by the costs, disruption, and administrative burdens involved. Although the Union's proposal may result in a reduction in the total cost of severance pay to the Employer, those benefits are likely to be offset by the costs of relocating employees as well as the administrative costs of conducting a RIF at Ithaca.
Aside from those aspects already discussed concerning the Union's proposal, we believe that the Union has failed to demonstrate that expansion of the competitive area is necessary. In this regard, it is uncontested that bargaining-unit employees have been guaranteed the right of first refusal of jobs with the private contractor; under this arrangement, the contractor has promised to fill approximately 100 positions. Others have already found other employment since they were apprised of the decision to contract out the work.
The Union's proposal is also deficient when examined in terms of its impact on Ithaca employees, with whom Plum Island employees, heretofore, have had no community of interest. Ithaca em