Human Resources

The Employee Relations Branch (ERB) is dedicated to serve the agencies in the resolution of conflict, specifically those problems which include misconduct, performance and labor/management relations. The following outlines the major responsibilities of the ERB staff:

Employee Relations Teams

Advise the agencies, including employees and management concerning the appropriate course of action to resolve performance-based and conduct issues.

Encourage employees and supervisors to use mediation under the Conflict Resolution Program to resolve problems before they turn into complaints.

Prepare performance improvement plans, leave restriction letters, requests for medical information, proposal letters, and decision letters.

Serve as Agency Representative before the Merit Systems Protection Board (MSPB).

Negotiate settlement of mediated disputes, MSPB appeals, discrimination complaints (affirmative defense in MSPB appeals), whistleblower complaints, Uniformed Services Employment and Reemployment Rights Act (USERRA) complaints and other workplace conflicts.

Investigate Office of Inspector General (OIG) Hotline Complaints, prepare Reports of Investigation, and initiate through management, any remedial actions.

Provide analysis and final decision on formal grievances.

Develop employee relations instructional material, with an emphasis on remedial and preventive action, and train all employees.

Labor Relations

Manages the Labor Relations Program which includes contract management, negotiations, Partnerships, impact and implementation bargaining and arbitration.

Represents and serves as an advisor to management officials during union contract negotiations.

Employee Relations Policy

Initiates ER policy, develops ER training and communications, adjudicates grievances and provides investigative leadership.

Provides guidance and service in preparation and presentation before MSPB.