Prior to implementing a change in a condition of employment of bargaining unit employees, an agency is required to provide the exclusive representative with notice and an opportunity to bargain over those aspects of the change that are within the scope of bargaining under the Statute. When an agency exercises a reserved management right and the substance of the decision is not itself subject to negotiation, the agency is nonetheless obligated to bargain over the procedures to implement that decision and appropriate arrangements for unit employees adversely affected by that decision, but only if the resulting changes have more than a de minimis effect on conditions of employment.
KNOW YOUR RIGHTS
Article 28 B. Assignment to tours of duty shall be posted five days in advance in the appropriate work area covering at least a two week period.
Formal Meetings and Investigative Interviews
A. The Union shall be given the opportunity to be represented at any formal discussion between one or more representatives of the Service and one or more employees in the unit or their
representatives concerning any grievance or any personnel policy or practices or other general conditions of employment.
KNOW YOUR RIGHTS
"Obey now, grieve later" - an employee should obey a supervisors lawful order and grieve the order later if the employee believes the order was in violation of a negotiated agreement or policy. There are three generally recognized exceptions to the "obey now, grieve later" rule, but the two that are most common are: 1) when the order is illegal; 2) when compliance with the order would pose a threat to the safety, health or welfare of the officer or another. This is a tricky area and extreme caution should be used before declaring an exception.
Furlough Days Are EXCLUDABLE!
There is a lot of uncertainty within BP management on this topic. Pursuant to DOJ Order 1551 and INS AM’s, which are still the controlling regulations, furlough days are excludable for AUO Purposes.