Opinion ID: 2423435
Heading Depth: 2
Heading Rank: 1

Heading: The CMPA

Text: Of particular concern in the present case is the CMPA § 1-605.02, which describes PERB's powers. Specifically, § 1-605.02(6) grants to PERB the power to [c]onsider appeals from arbitration awards pursuant to a grievance procedure; and that the provisions of this paragraph shall be the exclusive method for reviewing the decision of an arbitrator concerning a matter properly subject to the jurisdiction of the Board, notwithstanding provisions of [the Arbitration Act]. The District focuses on the language that this paragraph shall be the exclusive method for reviewing the decisions of an arbitrator and interprets § 1-605.02(6) as precluding confirmation of CMPA awards under the Arbitration Act. (Emphasis added). The District reasons that while [s]uch awards would have been presumptively encompassed by the UAA because they would be arbitration awards pursuant to a written CBA this provision signifies a legislative decision not to intermingle CMPA and UAA matters by taking these awards out of the UAA. AFGE instead focuses on the earlier language in the same provision, which begins, Consider appeals from arbitration awards pursuant to a grievance procedure.... (Emphasis added). AFGE maintains that this earlier language limits the remainder of the provision to apply to grievance awards only. Therefore, AFGE contends that the CMPA does not expressly exclude interest arbitration awards from review under the D.C. Uniform Arbitration Act, while it does limit the review of grievance arbitration awards to PERB. AFGE argues that resort to the UAA is permissible because this case involves an interest arbitration award, and not a grievance award. The stated purpose of the District of Columbia's Comprehensive Merit Personnel Act is to assure that the District of Columbia shall have a modern flexible system of public personnel administration.... D.C.Code § 1-601.02(a) (2009 Supp.). Specifically, the D.C. Council intended for the CMPA to, among other things, [i]nsure the efficient administration of the personnel system, [e]stablish impartial and comprehensive administrative or negotiated procedures for resolving employee grievances, and [p]rovide for a positive policy of labor-management relations including collective bargaining between the District of Columbia government and its employees[.] D.C.Code § 1-601.02. In order to provid[e] for a positive policy of labor-management relations, the CMPA created the Public Employee Relations Board. PERB is composed of persons who through their experience have demonstrated an expert knowledge of the field of labor relations. D.C.Code § 1-605.01 (2008 Supp.). The CMPA entrusts PERB with powers including the following: (1) the power to decide whether unfair labor practices have been committed and issue an appropriate remedial order; (2) the power to resolve bargaining impasses through fact-finding, final and binding arbitration, or other methods agreed upon by the parties as approved by the Board and to remand disputes if it believes further negotiations are desirable; (3) the power to determine in disputed cases ... whether a matter is within the scope of collective bargaining; (4) the power to consider appeals from arbitration awards pursuant to a grievance procedure; and (5) the power to seek appropriate judicial process to enforce its orders and otherwise carry out its authority under this chapter. D.C.Code § 1-605.02. The CMPA also dictates the specific procedure for the approval of CBAs negotiated between labor organizations and the government: An agreement with a labor organization is subject to the approval of the Mayor or his or her designee.... An agreement shall be approved within 45 days from the date of its execution by the parties, if it conforms to applicable law. If disapproved because certain provisions are asserted to be contrary to law, the agreement shall either be returned to the parties for renegotiation of the offensive provisions or such provisions shall be deleted from the agreement. An agreement which has not been approved or disapproved within the prescribed period of 45 days shall go into effect on the 46th day and shall be binding on the parties. D.C.Code § 1-617.15(a). After the Mayor has approved the CBA, the Mayor is to submit the CBA to the D.C. Council for its information. [4] D.C.Code § 1-617.15(b). CBAs that specifically concern compensation are subject to the review of both the D.C. Council and the Mayor. See D.C.Code § 1-617.17.