Opinion ID: 500648
Heading Depth: 2
Heading Rank: 3

Heading: The Ten-Day Waiting Period

Text: 27 The second part of the proposed provision would require management to wait ten days after receiving a list of qualified bargaining-unit employees before considering for a position candidates who do not belong to the bargaining unit. The FLRA ruled that this requirement did not constitute a preference or advantage not authorized by law, rule, or regulation ... for the purpose of improving or injuring the prospects of any particular person for employment, as prohibited by section 2302(b)(6). 24 F.L.R.A. at 497. In the FLRA's view, it is sufficient that the provision would not have compelled management to select a member of the bargaining unit for a vacant position, even if it would have briefly delayed hiring from outside the unit. 11 28 We agree. Section 2302(b)(6) is directed at purposeful discrimination to help or hinder particular individuals in obtaining employment without regard to their merit. The effect of the proposed provision, however, as NTEU has pointed out, is to encourage complete and comprehensive consideration of bargaining unit employees before the selecting official utilizes alternative staffing methods to fill vacant positions. Letter from John McEleney to Executive Director, FLRA (July 8, 1983), reprinted in App. 5. It would merely reinforce the initial restriction of the area of consideration to the bargaining unit, which we have already held to be consistent with merit system principles as implemented by the FPM. It would not require or, in the circumstances of this case, likely induce management to select employees on grounds other than merit. Cf. AFGE, Local 2782 v. FLRA, 803 F.2d 737 (D.C.Cir.1986) (upholding FLRA determination that union proposal that would have required management to promote to vacant positions employees previously demoted without fault conflicted with the FPM). It therefore does not fall within the prohibition of section 2302(b)(6). 12