Source: https://case-law.vlex.com/vid/472-u-s-648-604993598
Timestamp: 2020-07-14 13:43:30
Document Index: 214688387

Matched Legal Cases: ['§ 7701', '§ 7701', '§ 7101', '§ 4303', '§ 7512', '§ 7513', '§ 4303', '§ 7512', '§ 4303', '§ 7701', '§ 7701', '§ 7106']

472 U.S. 648 (1985), 83-1673, Cornelius, Acting Director, Office of Personnel - Federal Cases - Case Law - VLEX 604993598
Docket Nº: No. 83-1673
Citation: 472 U.S. 648, 105 S.Ct. 2882, 86 L.Ed.2d 515, 53 U.S.L.W. 4837
Party Name: Cornelius, Acting Director, Office of Personnel
472 U.S. 648 (1985)
105 S.Ct. 2882, 86 L.Ed.2d 515, 53 U.S.L.W. 4837
(a) The Board has so interpreted § 7701(c)(2)(A) in its regulation defining "harmful error," and its interpretation is entitled to deference. To apply a different definition of "harmful error" in an arbitral context than in a Board proceeding, so as to permit an arbitrator to overturn agency disciplinary action on the basis of a violation of a bargaining agreement that is harmful only to the union, would directly contravene the Act's purpose of promoting consistency in resolving federal employee grievances and avoiding forum shopping. Pp. 657-662.
(b) Moreover, the "harmful error" rule must be interpreted as the Board interprets it if the underlying purpose of the Act of maintaining an effective and efficient Government, and the particular purpose of § 7701 to give agencies greater ability to remove or discipline erring employees expeditiously, are to be carried out. The purpose of the Act of strengthening federal employee unions and making the collective bargaining process more effective is not undermined by application of the Board's interpretation of the "harmful error" rule in the arbitral context. Under any interpretation of [105 S.Ct. 2884] the rule, unions are free to bargain for procedures to govern agency actions, and agencies must follow agreed-upon procedures. If the agency violates these procedures with prejudice to the individual employee's rights, any resulting agency disciplinary decision will be reversed. Whether or not there is prejudice to the individual employee, the union may file a grievance in its own behalf and, in the case of a clear breach of the agreement, may file an unfair labor practice charge with the Federal Labor Relations Authority. Thus, the union has adequate remedies of its own for enforcing agency compliance with the procedural requirements of the bargaining agreement. Pp. 662-665.
BLACKMUN, J., delivered the opinion of the Court, in which BURGER, C.J., and WHITE, REHNQUIST, STEVENS, and O'CONNOR, JJ., joined. MARSHALL, J., filed a dissenting opinion, in which BRENNAN, J., joined, post, p. 666. POWELL, J., took no part in the decision of the case.
a comprehensive revision of the laws governing the rights and obligations of civil servants, [and] contains the first statutory scheme governing labor relations between federal agencies and their employees.
Bureau of Alcohol, Tobacco and Firearms v. FLRA, 464 U.S. 89, 91 (1983). Among the major purposes of the Act were the "preser[vation of] the ability of federal managers to maintain `an effective and efficient Government,'" ibid., quoting 5 U.S.C. § 7101(b), and the
strengthen[ing of] the position of
federal unions and [making] the collective bargaining process a more effective instrument of the public interest,
464 U.S. at 107.
To promote the first of these purposes, the Act provides that a federal employee may be removed or otherwise disciplined for unacceptable performance or for misconduct. Specifically, § 4303 establishes procedures by which an agency may remove or demote an employee whose performance is unacceptable. In addition, § 7512 provides that an agency may take adverse action against an employee, including removal, suspension for more than 14 days, reduction in grade or pay, or a furlough of 30 days or less, for, as § 7513 states, "such cause as will promote the efficiency of the service," including misconduct. A federal employee subjected to agency disciplinary action taken pursuant to § 4303 or § 7512 may appeal the agency's decision to the Board. §§ 4303(e), 7513(d), and 7701. The Board must sustain the agency's decision if it is supported by [105 S.Ct. 2885] appropriate evidence. § 7701(c)(1).1 The agency's decision may not be sustained, however, if the employee "shows harmful error in the application of the agency's procedures in arriving at such decision." § 7701(c)(2)(A).2
to strengthen the position of federal unions and to make the
collective bargaining process a more effective instrument of the public interest
negotiate over terms and conditions of employment, unless a bargaining proposal is inconsistent with existing federal law, rule, or regulation.
Bureau of Alcohol, Tobacco and Firearms v. FLRA, 464 U.S. at 92. Even matters reserved to agency-management discretion, such as discipline, are subject to negotiation concerning the procedures that management officials will observe in exercising their authority. § 7106(b)(2).
In matters covered under...
122 F.3d 1069 (9th Cir. 1997), 96-55280, Akbar v. Gomez