[Federal Register Volume 75, Number 54 (Monday, March 22, 2010)]
[Rules and Regulations]
[Pages 13429-13433]
From the Federal Register Online via the Government Publishing Office [www.gpo.gov]
[FR Doc No: 2010-6201]
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Rules and Regulations
Federal Register
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Federal Register / Vol. 75, No. 54 / Monday, March 22, 2010 / Rules
and Regulations
[[Page 13429]]
FEDERAL LABOR RELATIONS AUTHORITY
5 CFR Part 2423
Unfair Labor Practice Proceedings
AGENCY: Office of the General Counsel, Federal Labor Relations
Authority.
ACTION: Final rule.
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SUMMARY: The General Counsel of the Federal Labor Relations Authority
(FLRA) revises portions of its regulations regarding unfair labor
practice (ULP) proceedings. The purpose of the revisions is to restore
the Office of the General Counsel's (OGC) role in facilitating the
resolution of disputes and in providing training and educating the
FLRA's customers about their rights and responsibilities under the
Federal Service Labor-Management Relations Statute (Statute). The
revisions also clarify certain administrative matters relating to the
filing and investigation of ULP charges. These revisions reestablish
the OGC's leadership role in providing guidance on Alternative Dispute
Resolution (ADR) techniques to union and agency representatives to
strengthen labor-management relationships that will aid in resolving
disputes short of litigation. These amended regulations are also
consistent with the purposes underlying Executive Order 13522 (EO
13522) on Creating Labor-Management Forums to Improve Delivery of
Government Services, issued on December 9, 2009 by President Obama. EO
13522 provides a platform from which a cooperative and productive form
of labor-management relations throughout the executive branch of the
Federal government will be established. The FLRA will play a prominent
role in providing services, i.e., training; materials and guidances;
and facilitation, which are needed to accomplish the objectives of EO
13522. With renewed attention to customer service, the OGC will use its
expertise to foster successful labor-management relations through the
training of union representatives and agency personnel in dispute
resolution and cooperative methods of labor-management relations.
Implementation of the regulatory changes will also enhance the purposes
and policies of the Statute by promoting the resolution of disputes at
an early stage, thereby preventing ULPs and/or reducing the need to
file ULP charges, which will lower costs to the public.
DATES: Effective Date: April 1, 2010.
FOR FURTHER INFORMATION CONTACT: Dennis P. Walsh, Deputy General
Counsel, at the address for the Office of the General Counsel or by
telephone (202) 218-7741.
SUPPLEMENTARY INFORMATION: On February 1, 2010, the General Counsel of
the FLRA proposed modifications to the existing rules and regulations
in subpart A Part 2423 of title 5 of the Code of Federal Regulations
regarding the prevention of ULPs and invited comments on the proposed
modifications. (75 FR 5003) (Feb. 1, 2010). All comments have been
considered prior to publishing the final rule. The major purpose of
these revisions is to restore the ADR, training and education program.
The General Counsel offers the OGC staff's services to assist the
parties in working collaboratively to resolve labor-management
relations disputes. These regulations are consistent with internal OGC
policies concerning the prevention and resolution of ULP disputes and
the investigation of ULP charges.
Sectional Analyses
Sectional analyses of the revisions to Part 2423--Unfair Labor
Practice Proceedings are as follows:
Part 2423--Unfair Labor Practice Proceedings
Section 2423.0
This section is amended to provide that this part is applicable to
any charge of an alleged ULP pending or filed with the Authority on or
after April 1, 2010.
Subpart A--Filing, Investigating, Resolving, and Acting on Charges
Section 2423.1
The majority of the comments received concern sections 2423.1,
2423.2 and 2423.12. These sections clarify the OGC's role to include
providing ADR services before and after the filing of a charge. Three
commenters agreed with the amended regulations which restore the OGC's
leadership role in providing guidance on ADR techniques and in
participating in and encouraging the parties to resolve disputes before
a charge has been filed, while a charge is being investigated, or after
a Regional Director has made a merit determination. The commenters
stated that the assistance of an FLRA Regional Office representative
may help the parties to see the issues more clearly which will help to
avoid unnecessary proceedings. One commenter stated that the FLRA's
mission is better served by providing proactive programs including
education and training.
Another commenter proposed that the references to the OGC
maintaining neutrality (sections 2423.1, 2423.8 and 2423.11) be
restored. This commenter suggested that the parties do not need help in
pursuing their respective interests. The commenter maintained that the
question of whether the FLRA acts with neutrality has always existed.
Another commenter stated that the amendment of the regulations in
February 2008 to expressly ensure OGC's neutrality was misguided
because the preservation of neutrality in no way precluded the OGC from
engaging in ADR activities. In addition to the rationale provided in
the Notice of Proposed Rulemaking, the OGC's Unfair Labor Practice
Casehandling Manual provides policies, procedures, and guidance to OGC
agents on the importance of maintaining neutrality throughout the ULP
process.
The OGC reiterates its belief that its neutrality is not
compromised by helping parties to settle disputes if requested to do
so, whether pre-charge, while a charge is being investigated, or after
the Regional Director has made a merit determination. Thus, the final
rule, as promulgated, is the same as the proposed rule.
The above comments, which concern multiple sections of the
regulations, are not repeated under the sectional analyses below.
Section 2423.2
Comments described under the preceding section apply here. The
final rule, as promulgated, is the same as the proposed rule.
[[Page 13430]]
Section 2423.3
The final rule, as promulgated, is the same as the proposed rule.
Section 2423.4
One commenter suggested that a Regional Director include supporting
documents that are filed with the charge when the charge is forwarded
to the Charged Party. This commenter stated that it will help the
Charged Party understand the basis underlying the allegations of the
charge. If the basis underlying the allegations of a charge cannot be
discerned, a Regional Office will send the charge back to a Charging
Party for clarification. Neither a copy of the charge nor an opening
letter is sent to the Charged Party until the Region receives such
clarification. Moreover, the confidentiality requirements set forth
under section 2423.8(d) preclude the disclosure of the documents to
which the commenter refers.
The final rule, as promulgated, is the same as the proposed rule.
Section 2423.5
This section is reserved.
Section 2423.6
The final rule, as promulgated, is the same as the proposed rule.
Section 2423.7
This section, which is reserved, is unchanged.
Section 2423.8
Comments concerning the deletion of the neutrality provision are
addressed above.
The final rule, as promulgated, is the same as the proposed rule.
Section 2423.9
The final rule, as promulgated, is the same as the proposed rule.
Section 2423.10
The final rule, as promulgated, is the same as the proposed rule.
Section 2423.11
One commenter endorsed the proposed change to provide for a
Regional Director to exercise discretion concerning notifying the
parties when a decision has been made to dismiss a charge. This
commenter opined that the previous requirement that both parties be
notified by the Regional Director of a decision to dismiss a charge had
a chilling effect on the protected activity of charging parties.
The final rule, as promulgated, is the same as the proposed rule.
Section 2423.12
Comments concerning the implementation of ADR during the ULP
process are addressed above. In addition, with regard to providing the
grounds for granting an appeal of a Regional Director's approval of a
unilateral settlement agreement (paragraph (c)), one commenter endorsed
the change and stated that procedures for appeal of an administrative
decision should be clear and that the proposed change restored
transparency to the unilateral settlement procedure.
The final rule, as promulgated, is the same as the proposed rule.
Regulatory Flexibility Act Certification
Pursuant to section 605(b) of the Regulatory Flexibility Act, 5
U.S.C. 605(b), the General Counsel of the FLRA has determined that this
regulation, as amended, will not have a significant impact on a
substantial number of small entities, because this rule applies to
federal employees, federal agencies, and labor organizations
representing federal employees.
Unfunded Mandates Reform Act of 1995
This rule change will not result in the expenditure by state,
local, and tribal governments, in the aggregate, or by the private
sector, of $100,000,000 or more in any one year, and it will not
significantly or uniquely affect small governments. Therefore, no
actions were deemed necessary under the provisions of the Unfunded
Mandates Reform act of 1995.
Small Business Regulatory Enforcement Fairness Act of 1996
This action is not a major rule as defined by section 804 of the
Small Business Regulatory Enforcement Fairness Act of 1996. This rule
will not result in an annual effect on the economy of $100,000,000 or
more; a major increase in costs or prices; or significant adverse
effects on competition, employment, investment, productivity,
innovation, or on the ability of United States-based companies to
compete with foreign-based companies in domestic and export markets.
Paperwork Reduction Act of 1995
The amended regulations contain no additional information
collection or record keeping requirements under the Paperwork Reduction
Act of 1995, 44 U.S.C. 3501, et seq.
List of Subjects in 5 CFR Part 2423
Administrative practice and procedure, Government employees, Labor
management relations.
0
For these reasons, the General Counsel of the Federal Labor Relations
Authority amends 5 CFR Part 2423 as follows:
PART 2423--UNFAIR LABOR PRACTICE PROCEEDINGS
0
1. The authority citation for part 2423 continues to read as follows:
Authority: 5 U.S.C. 7134.
0
2. Section 2423.0 is revised to read as follows:
Sec. 2423.0 Applicability of this part.
This part is applicable to any charge of alleged unfair labor
practices pending or filed with the Authority on or after April 1,
2010.
0
3. Subpart A is revised to read as follows:
Subpart A--Filing, Investigating, Resolving, and Acting on Charges
Sec.
2423.1 Resolution of unfair labor practice disputes prior to a
Regional Director determination whether to issue a complaint.
2423.2 Alternative Dispute Resolution (ADR) services.
2423.3 Who may file charges.
2423.4 Contents of the charge; supporting evidence and documents.
2423.5 [Reserved]
2423.6 Filing and service of copies.
2423.7 [Reserved]
2423.8 Investigation of charges.
2423.9 Amendment of charges.
2423.10 Action by the Regional Director.
2423.11 Determination not to issue complaint; review of action by
the Regional Director.
2423.12 Settlement of unfair labor practice charges after a Regional
Director determination to issue a complaint but prior to issuance of
a complaint.
2423.13-2423.19 [Reserved]
Subpart A--Filing, Investigating, Resolving, and Acting on Charges
Sec. 2423.1 Resolution of unfair labor practice disputes prior to a
Regional Director determination whether to issue a complaint.
(a) Resolving unfair labor practice disputes prior to filing a
charge. The purposes and policies of the Federal Service Labor-
Management Relations Statute can best be achieved by the collaborative
efforts of all persons covered by that law. The General Counsel
encourages all persons to meet and, in good faith, attempt to resolve
unfair labor practice disputes prior to filing unfair labor practice
charges. If
[[Page 13431]]
requested, or agreed to by both parties, a representative of the
Regional Office, in appropriate circumstances, may participate in these
meetings to assist the parties in identifying the issues and their
interests and in resolving the dispute. Attempts by the parties to
resolve unfair labor practice disputes prior to filing an unfair labor
practice charge do not toll the time limitations for filing a charge
set forth at 5 U.S.C. 7118(a)(4).
(b) Resolving unfair labor practice disputes after filing a charge.
The General Counsel encourages the informal resolution of unfair labor
practice allegations subsequent to the filing of a charge and prior to
a determination on the merits of the charge by a Regional Director. A
representative of the appropriate Regional Office, as part of the
investigation, may assist the parties in informally resolving their
dispute.
Sec. 2423.2 Alternative Dispute Resolution (ADR) services.
(a) Purpose of ADR services. The Office of the General Counsel
furthers its mission and implements the agency-wide Federal Labor
Relations Authority Collaboration and Alternative Dispute Resolution
Program by promoting stable and productive labor-management
relationships governed by the Federal Service Labor-Management
Relations Statute and by providing services that assist labor
organizations and agencies, on a voluntary basis to:
(1) Develop collaborative labor-management relationships;
(2) Avoid unfair labor practice disputes; and
(3) Informally resolve unfair labor practice disputes.
(b) Types of ADR Services. Agencies and labor organizations may
jointly request, or agree to, the provision of the following services
by the Office of the General Counsel:
(1) Facilitation. Assisting the parties in improving their labor-
management relationship as governed by the Federal Service Labor-
Management Relations Statute;
(2) Intervention. Intervening when parties are experiencing or
expect significant unfair labor practice disputes;
(3) Training. Training labor organization officials and agency
representatives on their rights and responsibilities under the Federal
Service Labor-Management Relations Statute and how to avoid litigation
over those rights and responsibilities, and on using problem-solving
and ADR skills, techniques, and strategies to resolve informally unfair
labor practice disputes; and
(4) Education. Working with the parties to recognize the benefits
of, and establish processes for, avoiding unfair labor practice
disputes, and resolving any unfair labor practice disputes that arise
by consensual, rather than adversarial, methods.
(c) ADR services after initiation of an investigation. As part of
processing an unfair labor practice charge, the Office of the General
Counsel may suggest to the parties, as appropriate, that they may
benefit from these ADR services.
Sec. 2423.3 Who may file charges.
(a) Filing charges. Any person may charge an activity, agency or
labor organization with having engaged in, or engaging in, any unfair
labor practice prohibited under 5 U.S.C. 7116.
(b) Charging Party. Charging Party means the individual, labor
organization, activity or agency filing an unfair labor practice charge
with a Regional Director.
(c) Charged Party. Charged Party means the activity, agency or
labor organization charged with allegedly having engaged in, or
engaging in, an unfair labor practice.
Sec. 2423.4 Contents of the charge; supporting evidence and
documents.
(a) What to file. The Charging Party may file a charge alleging a
violation of 5 U.S.C. 7116 by completing a form prescribed by the
General Counsel, or on a substantially similar form, that contains the
following information:
(1) The name, address, telephone number, facsimile number (where
facsimile equipment is available), and e-mail address of the Charging
Party;
(2) The name, address, telephone number, facsimile number (where
facsimile equipment is available), and e-mail address of the Charged
Party;
(3) The name, address, telephone number, facsimile number (where
facsimile equipment is available), and e-mail address of the Charging
Party's point of contact;
(4) The name, address, telephone number, facsimile number (where
facsimile equipment is available), and e-mail address of the Charged
Party's point of contact;
(5) A clear and concise statement of the facts alleged to
constitute an unfair labor practice, a statement of how those facts
allegedly violate specific section(s) and paragraph(s) of the Federal
Service Labor-Management Relations Statute and the date and place of
occurrence of the particular acts; and
(6) A statement whether the subject matter raised in the charge:
(i) Has been raised previously in a grievance procedure;
(ii) Has been referred to the Federal Service Impasses Panel, the
Federal Mediation and Conciliation Service, the Equal Employment
Opportunity Commission, the Merit Systems Protection Board, or the
Office of the Special Counsel for consideration or action;
(iii) Involves a negotiability issue raised by the Charging Party
in a petition pending before the Authority pursuant to part 2424 of
this subchapter; or
(iv) Has been the subject of any other administrative or judicial
proceeding.
(7) A statement describing the result or status of any proceeding
identified in paragraph (a)(6) of this section.
(b) When to file. Under 5 U.S.C. 7118(a)(4), a charge alleging an
unfair labor practice must normally be filed within six (6) months of
its occurrence unless one of the two (2) circumstances described under
paragraph (B) of 5 U.S.C. 7118(a)(4) applies.
(c) Declarations of truth and statement of service. A charge shall
be in writing and signed, and shall contain a declaration by the
individual signing the charge, under the penalties of the Criminal Code
(18 U.S.C. 1001), that its contents are true and correct to the best of
that individual's knowledge and belief.
(d) Statement of service. A charge shall also contain a statement
that the Charging Party served the charge on the Charged Party, and
shall list the name, title and location of the individual served, and
the method of service.
(e) Self-contained document. A charge shall be a self-contained
document describing the alleged unfair labor practice without a need to
refer to supporting evidence and documents submitted under paragraph
(f) of this section.
(f) Submitting supporting evidence and documents and identifying
potential witnesses. When filing a charge, the Charging Party shall
submit to the Regional Director any supporting evidence and documents,
including, but not limited to, correspondence and memoranda, records,
reports, applicable collective bargaining agreement clauses, memoranda
of understanding, minutes of meetings, applicable regulations,
statements of position and other documentary evidence. The Charging
Party also shall identify potential witnesses with contact information
(telephone number, e-mail address, and facsimile number) and shall
provide a brief synopsis of their expected testimony.
[[Page 13432]]
Sec. 2423.5 [Reserved]
Sec. 2423.6 Filing and service of copies.
(a) Where to file. A Charging Party shall file the charge with the
Regional Director for the region in which the alleged unfair labor
practice has occurred or is occurring. A charge alleging that an unfair
labor practice has occurred or is occurring in two or more regions may
be filed with the Regional Director in any of those regions.
(b) Filing date. A charge is deemed filed when it is received by a
Regional Director. A charge received in a Region after the close of the
business day will be deemed received and docketed on the next business
day. The business hours for each of the Regional Offices are set forth
at http://www.FLRA.gov.
(c) Method of filing. A Charging Party may file a charge with the
Regional Director in person or by commercial delivery, first class
mail, facsimile or certified mail. If filing by facsimile transmission,
the Charging Party is not required to file an original copy of the
charge with the Region. A Charging Party assumes responsibility for
receipt of a charge. Supporting evidence and documents must be
submitted to the Regional Director in person, by commercial delivery,
first class mail, certified mail, or by facsimile transmission.
(d) Service of the charge. The Charging Party shall serve a copy of
the charge (without supporting evidence and documents) on the Charged
Party. Where facsimile equipment is available, the charge may be served
by facsimile transmission in accordance with paragraph (c) of this
section. The Region routinely serves a copy of the charge on the
Charged Party, but the Charging Party remains responsible for serving
the charge in accordance with this paragraph.
Sec. 2423.7 [Reserved]
Sec. 2423.8 Investigation of charges.
(a) Investigation. The Regional Director, on behalf of the General
Counsel, conducts an investigation of the charge as deemed necessary.
During the course of the investigation, all parties involved are
afforded an opportunity to present their evidence and views to the
Regional Director.
(b) Cooperation. The purposes and policies of the Federal Service
Labor-Management Relations Statute can best be achieved by the full
cooperation of all parties involved and the timely submission of all
potentially relevant information from all potential sources during the
course of the investigation. All persons shall cooperate fully with the
Regional Director in the investigation of charges. A failure to
cooperate during the investigation of a charge may provide grounds to
dismiss a charge for failure to produce evidence supporting the charge.
Cooperation includes any of the following actions, when deemed
appropriate by the Regional Director:
(1) Making union officials, employees, and agency supervisors and
managers available to give sworn/affirmed testimony regarding matters
under investigation;
(2) Producing documentary evidence pertinent to the matters under
investigation; and
(3) Providing statements of position on the matters under
investigation.
(c) Investigatory subpoenas. If a person fails to cooperate with
the Regional Director in the investigation of a charge, the General
Counsel, upon recommendation of a Regional Director, may decide in
appropriate circumstances to issue a subpoena under 5 U.S.C. 7132 for
the attendance and testimony of witnesses and the production of
documentary or other evidence. However, no subpoena shall be issued
under this section which requires the disclosure of intramanagement
guidance, advice, counsel or training within an agency or between an
agency and the Office of Personnel Management.
(1) A subpoena shall be served by any individual who is at least 18
years old and who is not a party to the proceeding. The individual who
served the subpoena must certify that he or she did so:
(i) By delivering it to the witness in person;
(ii) By registered or certified mail; or
(iii) By delivering the subpoena to a responsible individual (named
in the document certifying the delivery) at the residence or place of
business (as appropriate) of the person for whom the subpoena was
intended. The subpoena shall show on its face the name and address of
the Regional Director and the General Counsel.
(2) Any person served with a subpoena who does not intend to comply
shall, within 5 days after the date of service of the subpoena upon
such person, petition in writing to revoke the subpoena. A copy of any
petition to revoke shall be served on the General Counsel.
(3) The General Counsel shall revoke the subpoena if the witness or
evidence, the production of which is required, is not material and
relevant to the matters under investigation or in question in the
proceedings, or the subpoena does not describe with sufficient
particularity the evidence the production of which is required, or if
for any other reason sufficient in law the subpoena is invalid. The
General Counsel shall state the procedural or other grounds for the
ruling on the petition to revoke. The petition to revoke shall become
part of the official record if there is a hearing under subpart C of
this part.
(4) Upon the failure of any person to comply with a subpoena issued
by the General Counsel, the General Counsel shall determine whether to
institute proceedings in the appropriate district court for the
enforcement of the subpoena. Enforcement shall not be sought if to do
so would be inconsistent with law, including the Federal Service Labor-
Management Relations Statute.
(d) Confidentiality. It is the General Counsel's policy to protect
the identity of individuals who submit statements and information
during the investigation, and to protect against the disclosure of
documents obtained during the investigation, as a means of ensuring the
General Counsel's continuing ability to obtain all relevant
information. After issuance of a complaint and in preparation for a
hearing, however, identification of witnesses, a synopsis of their
expected testimony and documents proposed to be offered into evidence
at the hearing may be disclosed as required by the prehearing
disclosure requirements in Sec. 2423.23.
Sec. 2423.9 Amendment of charges.
Prior to the issuance of a complaint, the Charging Party may amend
the charge in accordance with the requirements set forth in Sec.
2423.6.
Sec. 2423.10 Action by the Regional Director.
(a) Regional Director action. The Regional Director, on behalf of
the General Counsel, may take any of the following actions, as
appropriate:
(1) Approve a request to withdraw a charge;
(2) Dismiss a charge;
(3) Approve a written settlement agreement in accordance with the
provisions of Sec. 2423.12;
(4) Issue a complaint; or
(5) Withdraw a complaint.
(b) Request for appropriate temporary relief. Parties may request
the General Counsel to seek appropriate temporary relief (including a
restraining order) under 5 U.S.C. 7123(d). The General Counsel may
initiate and prosecute injunctive proceedings under 5 U.S.C. 7123(d)
only upon approval of the Authority. A determination by the General
Counsel not to seek approval of the Authority to seek such appropriate
temporary relief is final and shall not be appealed to the Authority.
[[Page 13433]]
(c) General Counsel requests to the Authority. When a complaint
issues and the Authority approves the General Counsel's request to seek
appropriate temporary relief (including a restraining order) under 5
U.S.C. 7123(d), the General Counsel may make application for
appropriate temporary relief (including a restraining order) in the
district court of the United States within which the unfair labor
practice is alleged to have occurred or in which the party sought to be
enjoined resides or transacts business. Temporary relief may be sought
if it is just and proper and the record establishes probable cause that
an unfair labor practice is being committed. Temporary relief shall not
be sought if it would interfere with the ability of the agency to carry
out its essential functions.
(d) Actions subsequent to obtaining appropriate temporary relief.
The General Counsel shall inform the district court which granted
temporary relief pursuant to 5 U.S.C. 7123(d) whenever an
Administrative Law Judge recommends dismissal of the complaint, in
whole or in part.
Sec. 2423.11 Determination not to issue complaint; review of action
by the Regional Director.
(a) Opportunity to withdraw a charge. If the Regional Director
determines that the charge has not been timely filed, that the charge
fails to state an unfair labor practice, or for other appropriate
reasons, the Regional Director may request the Charging Party to
withdraw the charge.
(b) Dismissal letter. If the Charging Party does not withdraw the
charge within a reasonable period of time, the Regional Director will
dismiss the charge and provide the parties with a written statement of
the reasons for not issuing a complaint.
(c) Appeal of a dismissal letter. The Charging Party may obtain
review of the Regional Director's decision to dismiss a charge by
filing an appeal with the General Counsel within 25 days after service
of the Regional Director's decision. A Charging Party shall serve a
copy of the appeal on the Regional Director. The General Counsel shall
serve notice on the Charged Party that an appeal has been filed.
(d) Extension of time. The Charging Party may file a request, in
writing, for an extension of time to file an appeal, which shall be
received by the General Counsel not later than 5 days before the date
the appeal is due. A Charging Party shall serve a copy of the request
for an extension of time on the Regional Director.
(e) Grounds for granting an appeal. The General Counsel may grant
an appeal when the appeal establishes at least one of the following
grounds:
(1) The Regional Director's decision did not consider material
facts that would have resulted in issuance of a complaint;
(2) The Regional Director's decision is based on a finding of a
material fact that is clearly erroneous;
(3) The Regional Director's decision is based on an incorrect
statement or application of the applicable rule of law;
(4) There is no Authority precedent on the legal issue in the case;
or
(5) The manner in which the Region conducted the investigation has
resulted in prejudicial error.
(f) General Counsel action. The General Counsel may deny the appeal
of the Regional Director's dismissal of the charge, or may grant the
appeal and remand the case to the Regional Director to take further
action. The General Counsel's decision on the appeal states the grounds
listed in paragraph (e) of this section for denying or granting the
appeal, and is served on all the parties. Absent a timely motion for
reconsideration, the decision of the General Counsel is final.
(g) Reconsideration. After the General Counsel issues a final
decision, the Charging Party may move for reconsideration of the final
decision if it can establish extraordinary circumstances in its moving
papers. The motion shall be filed within 10 days after the date on
which the General Counsel's final decision is postmarked. A motion for
reconsideration shall state with particularity the extraordinary
circumstances claimed and shall be supported by appropriate citations.
The decision of the General Counsel on a motion for reconsideration is
final.
Sec. 2423.12 Settlement of unfair labor practice charges after a
Regional Director determination to issue a complaint but prior to
issuance of a complaint.
(a) Bilateral informal settlement agreement. Prior to issuing a
complaint, the Regional Director may afford the Charging Party and the
Charged Party a reasonable period of time to enter into an informal
settlement agreement to be approved by the Regional Director. When a
Charged Party complies with the terms of an informal settlement
agreement approved by the Regional Director, no further action is taken
in the case. If the Charged Party fails to perform its obligations
under the approved informal settlement agreement, the Regional Director
may institute further proceedings.
(b) Unilateral informal settlement agreement. If the Charging Party
elects not to become a party to a bilateral settlement agreement, which
the Regional Director concludes effectuates the policies of the Federal
Service Labor-Management Relations Statute, the Regional Director may
choose to approve a unilateral settlement between the Regional Director
and the Charged Party. The Regional Director, on behalf of the General
Counsel, shall issue a letter stating the grounds for approving the
settlement agreement and declining to issue a complaint. The Charging
Party may obtain review of the Regional Director's action by filing an
appeal with the General Counsel in accordance with Sec. 2423.11(c) and
(d). The General Counsel may grant an appeal when the Charging Party
has shown that the Regional Director's approval of a unilateral
settlement agreement does not effectuate the purposes and policies of
the Federal Service Labor-Management Relations Statute. The General
Counsel shall take action on the appeal as set forth in Sec.
2423.11(b) through (g).
Sec. Sec. 2423.13-2423.19 [Reserved]
Dated: March 17, 2010.
Julia Akins Clark,
General Counsel, Federal Labor Relations Authority.
[FR Doc. 2010-6201 Filed 3-19-10; 8:45 am]
BILLING CODE 6727-01-P