| n Collective
Bargaining n Impact and Implementation Bargaining n Past Practice n Negotiability Appeals n Duty to Bargain |
| REF: n Title 5 USC Ch 71; n 5 CFR Chapter XIV |
|
||
|
When management wants to make a change affecting unit employees’ conditions of employment, the union may be entitled to negotiate on the substance of the change itself (substantive bargaining) or may be precluded from doing so because of law, rule, regulation, or management rights. Even where the union cannot bargain on the change itself, management must give the union reasonable advance notice of the proposed change and the right to request impact and implementation (I & I) bargaining. This type of bargaining concerns procedures that management will use to implement the proposed change and appropriate arrangements for employees adversely impacted by the change. | |
|
Management is normally required to give sufficient written notice to the appropriate union representatives of the proposed change and be available, upon request, to bargain over the change prior to its effectuation. If the union does not respond, or does not respond in a timely fashion, it has waived its right to bargain and the proposal can be implemented as outlined in the formal notification. If the union does request negotiations, management must, to the extent possible, maintain the status quo until agreement is reached through the negotiating process. | |
|
