Negotiated Grievance Procedure and Unfair Labor Practice Files.
None.
A. Offices in Washington, DC: Labor Management Relations
Center, Human Resources Center (OASAM) and;
B. OASAM Regional Personnel Offices.
DOL employees who have filed grievances under negotiated grievance
procedures, and DOL employees who have filed unfair labor practices charges
against the Department.
This system contains a variety of records relating to an employee
grievance filed under procedures established by labor-management negotiations
and unfair labor practice charges filed under the Federal Service
Labor-Management Relations Statute. The Records may include information such
as: Employee's name, grade, job title, employment history, arbitrator's
decision or report, record of appeal to the Federal Labor Relations Authority,
and a variety of employment and personnel records associated with the grievance
or charge.
5 U.S.C. 7121 for grievances, 5 U.S. 7116 for unfair labor practices,
Federal Service Labor-Management Relations Statute and related amendments of 5
U.S.C. 5596(b) for back pay.
These records are used to process an employee's grievance filed under a
negotiated grievance procedure or an unfair labor practice charge filed by an
employee or union.
These records and information in these records that are relevant and
necessary may be used:
a. To disclose information to officials of the Merit System
Protection Board or the Office of Special Counsel, when requested in connection
with appeals, special studies of the civil service and other merit systems,
review of DOL rules and regulations, investigations or alleged or possible
prohibited personnel practices, and such other functions as may be authorized
by law.
b. To disclose information to the Equal Employment Opportunity
Commission when requested in connection with investigations into alleged or
possible discrimination practices or examination of affirmative employment
programs.
c. To disclose information to the Federal Labor Relations
Authority or its General Counsel when requested in connection with
investigations of allegations of unfair labor practices or matters before the
Federal Service Impasses Panel.
d. To disclose information to the union when requested in
connection with the union's representation of the DOL employee who has filed
the grievance or unfair labor practice.
Manual file.
By name and/or case file number.
Locked room.
Records are destroyed 4 years after the closing of the case.
Director, Labor-Management Relations, Human Resources Center, U.S.
Department of Labor, 200 Constitution Ave., NW, Washington, DC 20210.
Contact system manager at above address.
Contact system manager at above address.
Contact system manager at above address.
Individual employees who have filed grievances and charges,
employee/supervisor interviews, investigative and employment records, and
findings of arbitrators and other tribunals.
Under the specific exemption provided by 5 U.S.C. 552a(k)(2), this
system of records is exempted from the following provisions of the Privacy Act:
5 U.S.C. 552a(c)(3), (d), (e)(1), and (e) (4)(G),(H), (I) & (f).
Information from the case file may be denied in anticipation of a civil action
or proceeding, in instances where premature release of documents could hamper
the decision-making process, where the release of personal information about
another employee may result in an invasion of personal privacy, and where
release of confidential statements could lead to intimidation or harassment of
witnesses and impair future investigations by making it more difficult to
collect similar information. Personal information about other employees that is
contained in the grievant's or charging party's file because of its use as
comparative data such as: medical records, place and date of birth, age,
marital status, home address and telephone numbers, the substance of promotion
recommendations, supervisory assessments of professional conduct and ability,
may be denied to the subject when it could cause embarrassment and/or
harassment to the other employees.
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