Evening star., 1962-04-12

require that they represent thu
interests of the agency or ac'
tivity in consultations or net.
gotiationS with representative
of employe organizations.
/ Examples of non-supervisory
persons whose management
support activities might involve
a conflict of interest and hence
bar local or national union Of
flee are budget analysts, man
power planners. management
analysts, and internal inveSti-
gators and auditors. However,
even these can serve as union
officers if an agency decides
that no conflict of interest is
involved.
Q. What are some examples
Of non-supervisory persons who
are associated with or assist
management who would be per-
mitted to serve as union Off
GERS:
A. Some examples of those
management people who could
serve as union officers are
librarians. statisticians. and
accounting technicians who
maintain records of allotment
of funds.
@. Are "employe councils
sored by management
permitted under the new pro.
gram?
A. The general answer is
yes" However, an employe
council would not be appropri-
ate In any situation in which
a union has exclusive recogni-
rtion in a unit. And manage
ment should take a rather close
look. even at situations where
there is formal recognition.
In an installation that has no
substantial organized repre-
sentation of employees through
their own volition - no bona
fide employe organization-an
employe council would not be
inappropriate and. in fact,
might be a useful device for
management-employe commu-
nications.
@. 1t is conceivable that the
situation will arise where over
so per cent of the employees
would be represented by an en-
ploye council. Could an employe
council get exclusive recogni-
ton and thereby eliminate
formal recognition Of other
groups?
A. An employe council is not
an employe organization within
the meaning of the Executive
order. If it were to change into
an employe organization, it
would have to meet all the re-
quirements of the new pro-
gram.
@. May an agency acquire an
employe organization seeking
informal recognition to present
a copy of its constitution, a list
of its local officers, ETC.?
1 A. Yes, the agency may re-
quire a reasonable showing that
the organization is a bona fide
employe organization.
Q. If an employe organiza-
ton does not agree with the
agency's decision for granting
formal recognition at the ma
tional level, does the order
provide an avenue for seeking
redress?
A. No. The agency head has
complete discretion on the
granting of formal recognition
at the national level.
Q. If a union just barely
showed 10 per cent. how soor
can management ask for {
reverification of this?
A. Nothing limits manage.
ment from asking for reverifi,
cation at any time If it wishes
however, the organization
should not be arbitrarily or ca.
priciously asked to demonstrat,
that it meets the requirements
Q. In an election to deter.
mine majority status for ex
elusive recognition purposes
should the winner obtain a ma
jority of eligible employees (al
absolute majority or simply {
majority of those who actual,
vote?
A. The Presidents Tempo,
rary Committee on the Imple
mentation of the Federal En-
ployee- Management Relation.
Program believes that a con
sistent rule should be applied
by all agency heads on thi
point. 1t advises that:
"a EXclsive recognition
: should be granted to the or
: ganization chosen by a major,
lty OF those voting, provided
! that there is a representative
vote. Generally. a representa-
! tive vote should mean a mini
mum of go per cent of those il
= the unit eligible to vote. II