UNITED STATES OFFICE OF PERSONNEL MANAGEMENT WASHINGTON,
D.C. 20415-2000
LABOR-MANAGEMENT RELATIONS ADVISORY #01-1
DATE December 17, 2001
SUBJECT: THE IMPLICATIONS OF THE NLRB'S DECISION IN
EPILEPSY FOUNDATION ON FEDERAL SECTOR
LABOR-MANAGEMENT
RELATIONS
The decision of the National Labor Relations Board (the Board) in
Epilepsy Foundation of Northeast Ohio, 331 NLRB 92, at 1
(July 10, 2000) (Epilepsy Foundation) provides that an
employee in a non-unionized workplace has a right under section 7 of
the National Labor Relations Act (NLRA) to have a co-worker present
at an investigatory interview that the employee believes may result
in disciplinary action. This constitutes broadening of the so-called
"Weingarten right."
In NLRB v. J. Weingarten, Inc., 420 U.S. 251 (1975)
(Weingarten), the Supreme Court held that the Board's
determination that section 7 "creates a statutory right in an
employee to refuse to submit without union representation to an
interview which he reasonably fears may result in his discipline"
was "at least permissible under" the Act. Weingarten, 420
U.S. at 256, 266-67. Also, the Court acknowledged that "[i]t is the
province of the NLRB, not the courts, to determine whether or not
the 'need' [for a Weingarten-type rule] exists in light of
changing industrial practices and the NLRB's cumulative experience
in dealing with labor-management relations." Weingarten, 420 U.S. at
266. The Court did not address whether the same rule would apply to
a non-unionized workplace.
In 1982, in Materials Research Corp., 262 NLRB 1010
(1982) (Materials Research, the Board extended the
Weingarten right to cover employees in nonunion workplaces,
holding that such employees have a right to request the presence of
a co-worker in an investigatory interview which the employee
reasonably believes could result in disciplinary action. The Board
reversed itself in Sears, Roebuck & Co., 274 NLRB 230
(1985) (Sears), holding that Weingarten principles
do not apply in circumstances where there is no certified or
recognized union. Three years later, in E.I. DuPont de
Nemours, 289 NLRB 627, 628 (1988) (DuPont), the Board
adhered to the rule enunciated in Sears, but acknowledged
that "the statute might be amenable to other interpretations." In
Epilepsy Foundation, the Board has come full circle,
reviving the holding of Materials Research.
Central to all of the cases mentioned above is section 7 of the
NLRA, which establishes the rights of private sector employees and
provides that:
Employees shall have the right to self-organization,
to form, join, or assist labor organizations, to bargain
collectively through representatives of their own choosing,
and to engage in other concerted activities for the
purpose of collective bargaining or other mutual aid or
protection, and shall also have the right to refrain from
any or all of such activities except to the extent that such right
may be affected by an agreement requiring membership in a labor
organization as a condition of employment as authorized in section
158(a)(3) of this title.
29 U.S.C. 157 (emphasis added). Both union and nonunion
employees fall under the protections of section 7 of the NLRA. See
NLRB v. Washington Aluminum Co., 370 U.S. 9 (1962).
Moreover, the critical component of section 7 in each case was
the "to engage in other concerted activities for the purpose of ...
mutual aid and protection" clause. As the Board notes in
Epilepsy Foundation:
[We were] correct in Materials Research to
attach much significance to the fact that the Court's
Weingarten decision found that the right was grounded in
the language of Section 7 of the Act, specifically the right to
engage in 'concerted activities for the purpose of mutual aid or
protection.' This rationale is equally applicable in circumstances
where employees are not represented by a union, for in these
circumstances the right to have a coworker present at an
investigatory interview also greatly enhances the employees'
opportunities to act in concert to address their concern 'that the
employer does not initiate or continue a practice of imposing
punishment unjustly.' Thus, affording Weingarten rights
to employees in these circumstances effectuates the policy that
'Section 7 rights are enjoyed by all employees and are in no [way]
dependent on union representation for their implementation.'
Glomac Plastics, Inc., 234 NLRB 1309, 1311 (1978).
331 NLRB 92, at 3 (footnote omitted).
The D.C. Circuit, in upholding the Board's decision, in pertinent
part, stated that "[t]he NLRB's determination that an employee's
request for a coworker's presence at an investigatory interview is
concerted action for mutual aid and protection and thus within the
realm of 7 is therefore reasonable." Epilepsy Foundation,
268 F.3d 1095 (D.C. Cir., Nov. 2, 2001). Elaborating, the court
asserted that:
[i]t follows, therefore, that if 'hav[ing] a coworker
present at an investigatory interview which the employee
reasonably believes might result in disciplinary action,' is
concerted action for mutual aid or protection, then the Board's
decision rests on a permissible construction of the statute. In a
unionized workplace, an employee's request for union
representation during an investigatory interview is undoubtedly
concerted activity for mutual aid and protection In other words,
the presence of a coworker gives an employee a potential witness,
advisor, and advocate in an adversarial situation, and, ideally,
militates against the imposition of unjust discipline by the
employer. The Board's position also recognizes that even nonunion
employees may have a shared interest in preventing the imposition
of unjust punishment, and an employee's assertion of
Weingarten invokes this shared interest.
While the Board has reversed its position, yet again, on the
breadth of the Weingarten rule, it will not impact Federal
sector labor-management relations. Unlike the private sector, the
Federal Service Labor-Management Relations Statute, 5 U.S.C. 7101,
et seq. (the Statute), does not contain the "other
concerted activities for the purpose of ... mutual aid or
protection" clause. Instead, it states that:
Each employee shall have the right to form, join, or
assist any labor organization, or to refrain from any such
activity, freely and without fear of penalty or reprisal, and each
employee shall be protected in the exercise of such right. Except
as otherwise provided under this chapter, such right includes the
right -
- to act for a labor organization in the capacity of a
representative and the right, in that capacity, to present the
views of the labor organization to heads of agencies and other
officials of the executive branch of the Government, the
Congress, or other appropriate authorities, and
- to engage in collective bargaining with respect to
conditions of employment through representatives chosen by
employees under this chapter.
5 U.S.C. 7102. Considering the absence of the &qout;other
concerted activity" language, employee activities protected under
section 7102 are somewhat limited in comparison to those protected
by section 7 of the NLRA. Since the Board's position regarding
employees in a non-unionized workplace rests solely on the clause in
section 7 of NLRA, which is not contained, even analogously, in the
Statute, there is no statutory basis for the Federal Labor Relations
Authority (the Authority) to adopt the Board's renewed expansive
interpretation of Weingarten.
Furthermore, in the Federal sector it is clear from section
7114(a)(2)(B) of the Statute that "the investigatory examination
right applies only to employees in a bargaining unit." FLRA General
Counsel Memorandum To Regional Directors On Meetings Under The
Federal Service Labor-Management Relations Statute (Jan. 25, 2001).
That section states that:
An exclusive representative of an appropriate
unit in an agency shall be given the opportunity to be
represented at -
(B) any examination of an employee
in the unit by a representative of the agency in
connection with an investigation if -
(i) the employee reasonably believes that the
examination may result in disciplinary action against the
employee; and (ii) the employee requests
representation.
(emphasis added). In essence, section 7114(a)(2)(B) requires that
where a bargaining unit employee satisfies elements (i) and (ii),
the union must be afforded an opportunity to be present.
This represents a distinction in the evolution of the right to
representation in the private and Federal sectors. In the private
sector, the right to have a union representative or a co-worker
present during an investigatory interview resides with the employee.
However, in the Federal sector this right has not been given to the
employee; rather, the exclusive representative of the bargaining
unit was granted the right to be present at the employee's request.
Moreover, the legislative history of the Statute illustrates that
Congress anticipated this distinction. In particular, the conferees
stated in the Conference Committee Report accompanying the Statute
that they "recognize that the right to representation in
examinations may evolve differently in the private and Federal
sectors." House of Rep. Conf. Report. 95-1717, 156, 1978
U.S.C.C.A.N. 2860, 2890. In so noting, the conferees stated that
they "specifically intend that future court decisions interpreting
the right in the private sector will not necessarily be
determinative for the Federal sector." Id.
In summary, the absence of the operative language from section 7
of the NLRA in the Statute, the unmistakable inclusion of the terms
"exclusive representative" and "unit" in section 7114(a)(2)(B), and
the legislative history of the Statute combine to establish that
non-bargaining unit Federal employees do not have the right to the
presence of a union representative or co-worker during an
investigatory examination. Therefore, the Authority has no basis to
follow the Board's decision in Epilepsy Foundation.
This issuance provides guidance
and should not be interpreted as a policy document. It
is based on the best information available at the time of
issuance. If you have any questions or comments and this
advisory, please feel free to contact James Muetzel, Labor
Relations Specialist at (202)-606-1112, or by email at jmuetzel@opm.gov. |
Page created on 31 December 2001
|