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Management must bargain on conditions of
employment (e.g., personnel policies, practices, working conditions) unless the
unions proposal is inconsistent with law, rule, or regulation. One legal limitation
to bargaining is the management rights provision in 5 U.S.C. 7106. However, these
management rights are not absolute. Management must bargain over the procedures it will
use in exercising these rights and also on appropriate arrangements for employees
adversely affected by the exercise of management rights. In addition, certain management
rights are "permissive" rights. These include the numbers, types and grades of
employees assigned and methods and means of performing work.
The duty to bargain only
applies to conditions of employment of members of the bargaining unit. There is no
obligation to negotiate other issues. |