Collapse to view only § 4111. Exclusive recognition
- § 4101. Congressional findings and policy
- § 4102. Definitions
- § 4103. Application
- § 4104. Employee rights
- § 4105. Management rights
- § 4106. Foreign Service Labor Relations Board
- § 4107. Functions of Foreign Service Labor Relations Board
- § 4108. Functions of General Counsel
- § 4109. Judicial review and enforcement
- § 4110. Foreign Service Impasse Disputes Panel
- § 4111. Exclusive recognition
- § 4112. Employees represented
- § 4113. Representation rights and duties
- § 4114. Resolution of implementation disputes
- § 4115. Unfair labor practices
- § 4116. Prevention of unfair labor practices
- § 4117. Standards of conduct for labor organizations
- § 4118. Administrative provisions
§ 4101. Congressional findings and policyThe Congress finds that—
(1) experience in both private and public employment indicates that the statutory protection of the right of workers to organize, bargain collectively, and participate through labor organizations of their own choosing in decisions which affect them—
(A) safeguards the public interest,
(B) contributes to the effective conduct of public business, and
(C) facilitates and encourages the amicable settlement of disputes between workers and their employers involving conditions of employment;
(2) the public interest demands the highest standards of performance by members of the Service and the continuous development and implementation of modern and progressive work practices to facilitate improved performance and efficiency; and
(3) the unique conditions of Foreign Service employment require a distinct framework for the development and implementation of modern, constructive, and cooperative relationships between management officials and organizations representing members of the Service.
Therefore, labor organizations and collective bargaining in the Service are in the public interest and are consistent with the requirement of an effective and efficient Government. The provisions of this subchapter should be interpreted in a manner consistent with the requirement of an effective and efficient Government.
(Pub. L. 96–465, title I, § 1001, Oct. 17, 1980, 94 Stat. 2128.)
§ 4102. DefinitionsAs used in this subchapter, the term—
(1) “Authority” means the Federal Labor Relations Authority, described in section 7104(a) of title 5;
(2) “Board” means the Foreign Service Labor Relations Board, established by section 4106(a) of this title;
(3) “collective bargaining” means the performance of the mutual obligation of the management representative of the Department and of the exclusive representative of employees to meet at reasonable times and to consult and bargain in a good-faith effort to reach agreement with respect to the conditions of employment affecting employees, and to execute, if requested by either party, a written document incorporating any collective bargaining agreement reached, but this obligation does not compel either party to agree to a proposal or to make a concession;
(4) “collective bargaining agreement” means an agreement entered into as a result of collective bargaining under the provisions of this subchapter;
(5) “conditions of employment” means personnel policies, practices, and matters, whether established by regulation or otherwise, affecting working conditions, but does not include policies, practices, and matters—
(A) relating to political activities prohibited abroad or prohibited under subchapter III of chapter 73 of title 5;
(B) relating to the designation or classification of any position under section 3981 of this title;
(C) to the extent such matters are specifically provided for by Federal statute; or
(D) relating to Government-wide or multiagency responsibility of the Secretary affecting the rights, benefits, or obligations of individuals employed in agencies other than those which are authorized to utilize the Foreign Service personnel system;
(6) “confidential employee” means an employee who acts in a confidential capacity with respect to an individual who formulates or effectuates management policies in the field of labor-management relations;
(7) “dues” means dues, fees, and assessments;
(8) “employee” means—
(A) a member of the Service who is a citizen of the United States, wherever serving, other than a management official, a confidential employee, a consular agent, a member of the Service who is a United States citizen (other than a family member) employed under section 3951 of this title, or any individual who participates in a strike in violation of section 7311 of title 5; or
(B) a former member of the Service as described in subparagraph (A) whose employment has ceased because of an unfair labor practice under section 4115 of this title and who has not obtained any other regular and substantially equivalent employment, as determined under regulations prescribed by the Board;
(9) “exclusive representative” means any labor organization which is certified as the exclusive representative of employees under section 4111 of this title;
(10) “General Counsel” means the General Counsel of the Authority;
(11) “labor organization” means an organization composed in whole or in part of employees, in which employees participate and pay dues, and which has as a purpose dealing with the Department concerning grievances (as defined in section 4131 of this title) and conditions of employment, but does not include—
(A) an organization which, by its constitution, bylaws, tacit agreement among its members, or otherwise, denies membership because of race, color, creed, national origin, sex, age, preferential or nonpreferential civil service status, political affiliation, marital status, or disability;
(B) an organization which advocates the overthrow of the constitutional form of government of the United States;
(C) an organization sponsored by the Department; or
(D) an organization which participates in the conduct of a strike against the Government or any agency thereof or imposes a duty or obligation to conduct, assist, or participate in such a strike;
(12) “management official” means an individual who—
(A) is a chief of mission or principal officer;
(B) is serving in a position to which appointed by the President, by and with the advice and consent of the Senate, or by the President alone;
(C) occupies a position which in the sole judgment of the Secretary is of comparable importance to the offices mentioned in subparagraph (A) or (B);
(D) is serving as a deputy to any individual described by subparagraph (A), (B), or (C);
(E) is assigned to carry out functions of the Inspector General of the Department of State and the Foreign Service under section 3929 of this title; or
(F) is engaged in the administration of this subchapter or in the formulation of the personnel policies and programs of the Department;
(13) “Panel” means the Foreign Service Impasse Disputes Panel, established by section 4110(a) of this title; and
(14) “person” means an individual, a labor organization, or an agency to which this subchapter applies.
(Pub. L. 96–465, title I, § 1002, Oct. 17, 1980, 94 Stat. 2129; Pub. L. 103–236, title I, § 180(a)(9), Apr. 30, 1994, 108 Stat. 416; Pub. L. 117–263, div. I, title XCII, § 9219(3), Dec. 23, 2022, 136 Stat. 3879.)
§ 4103. Application
(a) Departments and agencies affected
(b) Exclusion of subdivisions
The President may by Executive order exclude any subdivision of the Department from coverage under this subchapter if the President determines that—
(1) the subdivision has as a primary function intelligence, counterintelligence, investigative, or national security work, and
(2) the provisions of this subchapter cannot be applied to that subdivision in a manner consistent with national security requirements and considerations.
(c) Suspension of provisions
(Pub. L. 96–465, title I, § 1003, Oct. 17, 1980, 94 Stat. 2130; Pub. L. 97–241, title III, § 303(b), Aug. 24, 1982, 96 Stat. 291; Pub. L. 105–277, div. G, subdiv. A, title XIII, § 1335(k)(3), title XIV, § 1422(b)(4)(C), Oct. 21, 1998, 112 Stat. 2681–789, 2681–793.)
§ 4104. Employee rights
(a) Every employee has 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. Each employee shall be protected in the exercise of such right.
(b) Except as otherwise provided under this subchapter, such right includes the right—
(1) to act for a labor organization in the capacity of a representative and, in that capacity, to present the views of the labor organization to the Secretary and other officials of the Government, including the Congress, or other appropriate authorities; and
(2) to engage in collective bargaining with respect to conditions of employment through representatives chosen by employees under this subchapter.
(Pub. L. 96–465, title I, § 1004, Oct. 17, 1980, 94 Stat. 2130.)
§ 4105. Management rights
(a) Subject to subsection (b), nothing in this subchapter shall affect the authority of any management official of the Department, in accordance with applicable law—
(1) to determine the mission, budget, organization, and internal security practices of the Department, and the number of individuals in the Service or in the Department;
(2) to hire, assign, direct, lay off, and retain individuals in the Service or in the Department, to suspend, remove, or take other disciplinary action against such individuals, and to determine the number of members of the Service to be promoted and to remove the name of or delay the promotion of any member in accordance with regulations prescribed under
(3) to conduct reductions in force, and to prescribe regulations for the separation of employees pursuant to such reductions in force conducted under section 4010a of this title;
(4) to assign work, to make determinations with respect to contracting out, and to determine the personnel by which the operations of the Department shall be conducted;
(5) to fill positions from any appropriate source;
(6) to determine the need for uniform personnel policies and procedures between or among the agencies to which this subchapter applies; and
(7) to take whatever actions may be necessary to carry out the mission of the Department during emergencies.
(b) Nothing in this section shall preclude the Department and the exclusive representative from negotiating—
(1) at the election of the Department, on the numbers, types, and classes of employees or positions assigned to any organizational subdivision, work project, or tour of duty, or on the technology, methods, and means of performing work;
(2) procedures which management officials of the Department will observe in exercising any function under this section; or
(3) appropriate arrangements for employees adversely affected by the exercise of any function under this section by such management officials.
(Pub. L. 96–465, title I, § 1005, Oct. 17, 1980, 94 Stat. 2131; Pub. L. 103–236, title I, § 181(b), Apr. 30, 1994, 108 Stat. 417; Pub. L. 103–415, § 1(jj)(2), Oct. 25, 1994, 108 Stat. 4303.)
§ 4106. Foreign Service Labor Relations Board
(a) Establishment; composition
(b) Chairperson serving concurrently as Chairman of Authority; length of terms; designation of alternate Chairperson
(c) Vacancies
(d) Holding other Government offices or positions; compensation
(e) Removal of members
(Pub. L. 96–465, title I, § 1006, Oct. 17, 1980, 94 Stat. 2131.)
§ 4107. Functions of Foreign Service Labor Relations Board
(a) General provisionsThe Board shall—
(1) supervise or conduct elections and determine whether a labor organization has been selected as the exclusive representative by a majority of employees who cast valid ballots and otherwise administer the provisions of this subchapter relating to the according of exclusive recognition to a labor organization;
(2) resolve complaints of alleged unfair labor practices;
(3) resolve issues relating to the obligation to bargain in good faith;
(4) resolve disputes concerning the effect, the interpretation, or a claim of breach of a collective bargaining agreement, in accordance with section 4114 of this title; and
(5) take any action considered necessary to administer effectively the provisions of this subchapter.
(b) Consistency or precedence of decisions under other provisions of law
(c) ImplementationIn order to carry out its functions under this subchapter—
(1) the Board shall by regulation adopt procedures to apply in the administration of this subchapter; and
(2) the Board may—
(A) adopt other regulations concerning its functions under this subchapter;
(B) conduct appropriate inquiries wherever persons subject to this subchapter are located;
(C) hold hearings;
(D) administer oaths, take the testimony or deposition of any individual under oath, and issue subpenas;
(E) require the Department or a labor organization to cease and desist from violations of this subchapter and require it to take any remedial action the Board considers appropriate to carry out this subchapter; and
(F) consistent with the provisions of this subchapter, exercise the functions the Authority has under chapter 71 of title 5 to the same extent and in the same manner as is the case with respect to persons subject to chapter 71 of such title.
(Pub. L. 96–465, title I, § 1007, Oct. 17, 1980, 94 Stat. 2132.)
§ 4108. Functions of General Counsel
The General Counsel may—
(1) investigate alleged unfair labor practices under this subchapter,
(2) file and prosecute complaints under this subchapter, and
(3) exercise such other powers of the Board as the Board may prescribe.
(Pub. L. 96–465, title I, § 1008, Oct. 17, 1980, 94 Stat. 2133.)
§ 4109. Judicial review and enforcement
(a) Persons entitled to maintain action; time of filing; venue
(b) Enforcement of order; temporary relief or restraining order
(c) Applicability of other provisions of law
(d) Unfair labor practices
(Pub. L. 96–465, title I, § 1009, Oct. 17, 1980, 94 Stat. 2133.)
§ 4110. Foreign Service Impasse Disputes Panel
(a) Establishment; compositionThere is established within the Federal Labor Relations Authority the Foreign Service Impasse Disputes Panel, which shall assist in resolving negotiating impasses arising in the course of collective bargaining under this subchapter. The Chairperson shall select the Panel from among individuals the Chairperson considers knowledgeable in labor-management relations or the conduct of foreign affairs. The Panel shall be composed of 5 members, as follows:
(1) 2 members of the Service (other than a management official, a confidential employee, or a labor organization official);
(2) one individual employed by the Department of Labor;
(3) one member of the Federal Service Impasses Panel; and
(4) one public member who does not hold any other office or position in the Government.
The Chairperson of the Board shall set the terms of office for Panel members and determine who shall chair the Panel.
(b) Compensation; travel expenses
(c) Impasse investigation and settlement; hearings and other actions upon failure to settle; notice; binding nature of action
(1) The Panel or its designee shall promptly investigate any impasse presented to it by a party. The Panel shall consider the impasse and shall either—
(A) recommend to the parties to the negotiation procedures for the resolution of the impasse; or
(B) assist the parties in resolving the impasse through whatever methods and procedures, including factfinding and recommendations, it may consider appropriate to accomplish the purpose of this section.
(2) If the parties do not arrive at a settlement after assistance by the Panel under paragraph (1), the Panel may—
(A) hold hearings;
(B) administer oaths, take the testimony or deposition of any individual under oath, and issue subpenas as provided in section 7132 of title 5; and
(C) take whatever action is necessary and not inconsistent with this subchapter to resolve the impasse.
(3) Notice of any final action of the Panel under this section shall be promptly served upon the parties, and the action shall be binding on such parties during the term of the collective bargaining agreement unless the parties agree otherwise.
(Pub. L. 96–465, title I, § 1010, Oct. 17, 1980, 94 Stat. 2133.)
§ 4111. Exclusive recognition
(a) Secret ballot election; majority vote
(b) Investigation of petition; hearing; supervision of election; certification of results; length of time between electionsIf a petition is filed with the Board—
(1) by any person alleging—
(A) in the case of a unit for which there is no exclusive representative, that 30 percent of the employees in the unit wish to be represented for the purpose of collective bargaining by an exclusive representative, or
(B) in the case of a unit for which there is an exclusive representative, that 30 percent of the employees in the unit alleged that the exclusive representative is no longer the representative of the majority of the employees in the unit; or
(2) by any person seeking clarification of, or an amendment to, a certification then in effect or a matter relating to representation;
the Board shall investigate the petition, and if it has reasonable cause to believe that a question of representation exists, it shall provide an opportunity for a hearing (for which a transcript shall be kept) after reasonable notice. If the Board finds on the record of the hearing that a question of representation exists, the Board shall supervise or conduct an election on the question by secret ballot and shall certify the results thereof. An election under this subsection shall not be conducted in any unit within which a valid election under this subsection has been held during the preceding 12 calendar months or with respect to which a labor organization has been certified as the exclusive representative during the preceding 24 calendar months.
(c) Intervention of labor organizations; placement on ballotA labor organization which—
(1) has been designated by at least 10 percent of the employees in the unit; or
(2) is the exclusive representative of the employees involved;
may intervene with respect to a petition filed pursuant to subsection (b) and shall be placed on the ballot of any election under subsection (b) with respect to the petition.
(d) Eligibility to vote; regulations; choices on ballot; preferential voting; certification as exclusive representative
(1)
(A) from labor organizations on the ballot, that labor organization which the employees wish to have represent them; or
(B) not to be represented by a labor organization.
(2) In any election in which more than two choices are on the ballot, the regulations of the Board shall provide for preferential voting. If no choice receives a majority of first preferences, the Board shall distribute to the two choices having the most first preferences the preferences as between those two of the other valid ballots cast. The choice receiving a majority of preferences shall be declared the winner. A labor organization which is declared the winner of the election shall be certified by the Board as the exclusive representative.
(e) Submission of required material
(f) Grounds for denial of exclusive recognition statusExclusive recognition shall not be accorded to a labor organization—
(1) if the Board determines that the labor organization is subject to corrupt influence or influences opposed to democratic principles; or
(2) in the case of a petition filed under subsection (b)(1)(A), if there is not credible evidence that at least 30 percent of the employees wish to be represented for the purpose of collective bargaining by the labor organization seeking exclusive recognition.
(g) Waiver of hearings; consent elections
(Pub. L. 96–465, title I, § 1011, Oct. 17, 1980, 94 Stat. 2134.)
§ 4112. Employees represented
The employees of the Department shall constitute a single and separate worldwide bargaining unit, from which there shall be excluded—
(1) employees engaged in personnel work in other than a purely clerical capacity; and
(2) employees engaged in criminal or national security investigations or who audit the work of individuals to insure that their functions are discharged honestly and with integrity.
(Pub. L. 96–465, title I, § 1012, Oct. 17, 1980, 94 Stat. 2135.)
§ 4113. Representation rights and duties
(a) Negotiation of collective bargaining agreements; nondiscriminatory representation
(b) Places of representation
(1) An exclusive representative shall be given the opportunity to be represented at—
(A) any formal discussion between one or more representatives of the Department and one or more employees in the unit (or their representatives), concerning any grievance (as defined in section 4131 of this title) or any personnel policy or practice or other general condition of employment; and
(B) any examination of an employee by a Department representative 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 such representation.
(2) The Department shall annually inform employees of their rights under paragraph (1)(B).
(c) Duty to bargain in good faith; determination of techniques assisting negotiation
(d) Applicability to other employee rights or remediesThe rights of an exclusive representative under this section shall not preclude an employee from—
(1) being represented by an attorney or other representative of the employee’s own choosing, other than the exclusive representative, in any grievance proceeding under subchapter XI; or
(2) exercising grievance or appeal rights established by law, rule, or regulation.
(e) Obligations included in good faith bargainingThe duty of the Department and the exclusive representative to negotiate in good faith shall include the obligation—
(1) to approach the negotiations with a sincere resolve to reach a collective bargaining agreement;
(2) to be represented at the negotiations by duly authorized representatives prepared to discuss and negotiate on any condition of employment;
(3) to meet at reasonable times and convenient places as frequently as may be necessary and to avoid unnecessary delays;
(4) for the Department to furnish to the exclusive representative, or its authorized representative, upon request and to the extent not prohibited by law, data—
(A) which is normally maintained by the Department in the regular course of business;
(B) which is reasonably available and necessary for full and proper discussion, understanding, and negotiation of subjects within the scope of collective bargaining; and
(C) which does not constitute guidance, advice, counsel, or training provided for management officials or confidential employees, relating to collective bargaining;
(5) to negotiate jointly with respect to conditions of employment applicable to employees in more than one of the agencies authorized to utilize the Foreign Service personnel system, as determined by the heads of such agencies; and
(6) if agreement is reached, to execute, upon the request of any party to the negotiation, a written document embodying the agreed terms, and to take the steps necessary to implement the agreement.
(f) Approval of agreement by Secretary; effective date; binding effect
(1) An agreement between the Department and the exclusive representative shall be subject to approval by the Secretary.
(2) The Secretary shall approve the agreement within 30 days after the date of the agreement unless the Secretary finds in writing that the agreement is contrary to applicable law, rule, or regulation.
(3) Unless the Secretary disapproves the agreement by making a finding under paragraph (2), the agreement shall take effect after 30 days from its execution and shall be binding on the Department and the exclusive representative subject to all applicable laws, orders, and regulations.
(g) Consultation by Department with exclusive representative
(Pub. L. 96–465, title I, § 1013, Oct. 17, 1980, 94 Stat. 2135.)
§ 4114. Resolution of implementation disputes
(a) Grievance procedure
Any dispute between the Department and the exclusive representative concerning the effect, interpretation, or a claim of breach of a collective bargaining agreement shall be resolved through procedures negotiated by the Department and the exclusive representative. Any procedures negotiated under this section shall—
(1) be fair and simple,
(2) provide for expeditious processing, and
(3) include provision for appeal to the Foreign Service Grievance Board by either party of any dispute not satisfactorily settled.
(b) Review by Foreign Service Labor Relations Board
Either party to an appeal under subsection (a)(3) may file with the Board an exception to the action of the Foreign Service Grievance Board in resolving the implementation dispute. If, upon review, the Board finds that the action is deficient—
(1) because it is contrary to any law, rule, or regulation; or
(2) on other grounds similar to those applied by Federal courts in private sector labor-management relations;
the Board may take such action and make such recommendations concerning the Foreign Service Grievance Board action as it considers necessary, consistent with applicable laws, rules, and regulations.
(c) Time of filing exceptions; finality and binding nature of action
(d) Judicial review
(Pub. L. 96–465, title I, § 1014, Oct. 17, 1980, 94 Stat. 2137.)
§ 4115. Unfair labor practices
(a) Department of StateIt shall be an unfair labor practice for the Department—
(1) to interfere with, restrain, or coerce any employee in the exercise by the employee of any right under this subchapter;
(2) to encourage or discourage membership in any labor organization by discrimination in connection with hiring, tenure, promotion, or other conditions of employment;
(3) to sponsor, control, or otherwise assist any labor organization, other than to furnish upon request customary and routine services and facilities on an impartial basis to labor organizations having equivalent status;
(4) to discipline or otherwise discriminate against an employee because the employee has filed a complaint or petition, or has given any information, affidavit, or testimony under this subchapter;
(5) to refuse to consult or negotiate in good faith with a labor organization, as required under this subchapter;
(6) to fail or refuse to cooperate in impasse procedures and impasse decisions, as required under this subchapter;
(7) to enforce any rule or regulation (other than a rule or regulation implementing section 2302 of title 5) which is in conflict with an applicable collective bargaining agreement if the agreement was in effect before the date the rule or regulation was prescribed; or
(8) to fail or refuse otherwise to comply with any provision of this subchapter.
(b) Labor organizationsIt shall be an unfair labor practice for a labor organization—
(1) to interfere with, restrain, or coerce any employee in the exercise by the employee of any right under this subchapter;
(2) to cause or attempt to cause the Department to discriminate against any employee in the exercise by the employee of any right under this subchapter;
(3) to coerce, discipline, fine, or attempt to coerce a member of the labor organization as punishment or reprisal, or for the purpose of hindering or impeding the member’s work performance or productivity as an employee or the discharge of the member’s functions as an employee;
(4) to discriminate against an employee with regard to the terms and conditions of membership in the labor organization on the basis of race, color, creed, national origin, sex, age preferential or nonpreferential civil service status, political affiliation, marital status, or disability;
(5) to refuse to consult or negotiate in good faith with the Department, as required under this subchapter;
(6) to fail or refuse to cooperate in impasse procedures and impasse decisions, as required under this subchapter;
(7)
(A) to call, or participate in, a strike, work stoppage, or slowdown, or to picket the Department in a labor-management dispute (except that any such picketing in the United States which does not interfere with the Department’s operations shall not be an unfair labor practice); or
(B) to condone any unfair labor practice described in subparagraph (A) by failing to take action to prevent or stop such activity;
(8) to deny membership to any employee in the unit represented by the labor organization except—
(A) for failure to tender dues uniformly required as a condition of acquiring and retaining membership, or
(B) in the exercise of disciplinary procedures consistent with the organization’s constitution or bylaws and this subchapter; or
(9) to fail or refuse otherwise to comply with any provision of this subchapter.
(c) Personal views, arguments, opinions, or statementsThe expression of any personal view, argument, or opinion, or the making of any statement, which—
(1) publicizes the fact of a representational election and encourages employees to exercise their right to vote in such an election;
(2) corrects the record with respect to any false or misleading statement made by any person; or
(3) informs employees of the Government’s policy relating to labor-management relations and representation,
if the expression contains no threat of reprisal or force or promise of benefit and was not made under coercive conditions shall not—
(A) constitute an unfair labor practice under this subchapter, or
(B) constitute grounds for the setting aside of any election conducted under this subchapter.
(d) Election of remedies
(Pub. L. 96–465, title I, § 1015, Oct. 17, 1980, 94 Stat. 2137; Pub. L. 102–138, title I, § 153(d)(2), Oct. 28, 1991, 105 Stat. 674; Pub. L. 117–263, div. I, title XCII, § 9219(4), Dec. 23, 2022, 136 Stat. 3879.)
§ 4116. Prevention of unfair labor practices
(a) Investigation by General Counsel; issuance of complaint; statement of reasons
(b) Notice in complaintAny complaint under subsection (a) shall contain a notice—
(1) of the charge;
(2) that a hearing will be held before the Board (or any member thereof or before an individual employed by the Board and designated for such purpose); and
(3) of the time and place fixed for the hearing.
(c) Answer; personal appearance
(d) Time of filing of charges
(1) Except as provided in paragraph (2), no complaint shall be issued based on any alleged unfair labor practice which occurred more than 6 months before the filing of the charge with the Board.
(2) If the General Counsel determines that the person filing any charge was prevented from filing the charge during the 6-month period referred to in paragraph (1) by reason of—
(A) any failure of the Department or labor organization against which the charge is made to perform a duty owed to the person, or
(B) any concealment which prevented discovery of the alleged unfair labor practice during the 6-month period,
the General Counsel may issue a complaint based on the charge if the charge was filed during the 6-month period beginning on the day of the discovery by the person of the alleged unfair labor practice.
(e) Regulations providing for resolution through informal methods
(f) Hearing
(g) Findings of fact relative to issuance of orders; backpayIf the Board (or any member thereof or any individual employed by the Board and designated for such purpose) determines after any hearing on a complaint under subsection (f) that the preponderance of the evidence received demonstrates that the Department or labor organization named in the complaint has engaged in or is engaging in an unfair labor practice, then the individual or individuals conducting the hearing shall state in writing their findings of fact and shall issue and cause to be served on the Department or labor organization an order—
(1) to cease and desist from any such unfair labor practice in which the Department or labor organization is engaged;
(2) requiring the parties to renegotiate a collective bargaining agreement in accordance with the order of the Board and requiring that the agreement, as amended, be given retroactive effect;
(3) requiring reinstatement of an employee with backpay in accordance with section 5596 of title 5; or
(4) including any combination of the actions described in paragraphs (1) through (3) or such other action as will carry out the purpose of this subchapter.
If any such order requires reinstatement of an employee with backpay, backpay may be required of the Department (as provided in section 5596 of title 5) or of the labor organization, as the case may be, which is found to have engaged in the unfair labor practice involved.
(h) Findings of fact requiring dismissal of complaint
(Pub. L. 96–465, title I, § 1016, Oct. 17, 1980, 94 Stat. 2139.)
§ 4117. Standards of conduct for labor organizations
(a) Freedom from corrupt influences and influences opposed to basic democratic principlesThe Department shall accord recognition only to a labor organization that is free from corrupt influences and influences opposed to basic democratic principles. Except as provided in subsection (b), an organization is not required to prove that it is free from such influences if it is subject to a governing requirement adopted by the organization or by a national or international labor organization or federation of labor organizations with which it is affiliated, or in which it participates, containing explicit and detailed provisions to which it subscribes calling for—
(1) the maintenance of democratic procedures and practices, including—
(A) provisions for periodic elections to be conducted subject to recognized safeguards, and
(B) provisions defining and securing the right of individual members to participate in the affairs of the organization, to receive fair and equal treatment under the governing rules of the organization, and to receive fair process in disciplinary proceedings;
(2) the exclusion from office in the organization of persons affiliated with Communist or other totalitarian movements and persons identified with corrupt influences;
(3) the prohibition of business or financial interests on the part of organization officers and agents which conflict with their duty to the organization and its members; and
(4) the maintenance of fiscal integrity in the conduct of the affairs of the organization, including provisions for accounting and financial controls and regular financial reports or summaries to be made available to members.
(b) Furnishing of informationA labor organization may be required to furnish evidence of its freedom from corrupt influences opposed to basic democratic principles if there is reasonable cause to believe that—
(1) the organization has been suspended or expelled from, or is subject to other sanction by, a parent labor organization, or federation of organizations with which it has been affiliated, because it has demonstrated an unwillingness or inability to comply with governing requirements comparable in purpose to those required by subsection (a); or
(2) the organization is in fact subject to influences that would preclude recognition under this subchapter.
(c) Reports; bonding of officials and other employees; compliance with trusteeship and election standards
(d) Regulations; filing of complaints; cease and desist orders
(e) Participation in labor organizations restricted
(1) Notwithstanding any other provision of this subchapter—
(A) participation in the management of a labor organization for purposes of collective bargaining or acting as a representative of a labor organization for such purposes is prohibited under this subchapter—
(i) on the part of any management official or confidential employee;
(ii) on the part of any individual who has served as a management official or confidential employee during the preceding two years; or
(iii) on the part of any other employee if the participation or activity would result in a conflict of interest or apparent conflict of interest or would otherwise be incompatible with law or with the official functions of such employee; and
(B) service as a management official or confidential employee is prohibited on the part of any individual having participated in the management of a labor organization for purposes of collective bargaining or having acted as a representative of a labor organization during the preceding two years.
(2) For the purposes of paragraph (1)(A)(ii) and paragraph (1)(B), the term “management official” does not include—
(A) any chief of mission;
(B) any principal officer or deputy principal officer;
(C) any administrative or personnel officer abroad; or
(D) any individual described in section 4102(12)(B), (C), or (D) of this title who is not involved in the administration of this subchapter or in the formulation of the personnel policies and programs of the Department.
(f) Willful and intentional violationsIf the Board finds that any labor organization has willfully and intentionally violated section 4115(b)(7) of this title by omission or commission with regard to any strike, work stoppage, slowdown, the Board shall—
(1) revoke the exclusive recognition status of the labor organization, which shall then immediately cease to be legally entitled and obligated to represent employees in the unit; or
(2) take any other appropriate disciplinary action.
(Pub. L. 96–465, title I, § 1017, Oct. 17, 1980, 94 Stat. 2140; Pub. L. 103–236, title I, § 171, Apr. 30, 1994, 108 Stat. 411; Pub. L. 105–277, div. G, subdiv. B, title XXIII, § 2315, Oct. 21, 1998, 112 Stat. 2681–828.)
§ 4118. Administrative provisions
(a) Assignment for deduction of dues
(b) Termination of assignment for deduction of dues
An assignment for deduction of dues shall terminate when—
(1) the labor organization ceases to be the exclusive representative;
(2) the individual ceases to receive a salary from the Department as a member of the Service; or
(3) the individual is suspended or expelled from membership in the exclusive representative.
(c) Negotiations with uncertified labor organizations
(d) Official time usage
The following provisions shall apply to the use of official time:
(1) Any employee representing an exclusive representative in the negotiation of a collective bargaining agreement under this subchapter shall be authorized official time for such purposes, including attendance at impasse proceedings, during the time the employee otherwise would be in a duty status. The number of employees for whom official time is authorized under this paragraph shall not exceed the number of individuals designated as representing the Department for such purposes.
(2) Any activities performed by any employee relating to the internal business of the labor organization, including the solicitation of membership, elections of labor organization officials, and collection of dues, shall be performed during the time the employee is in a nonduty status.
(3) Except as provided in paragraph (1), the Board shall determine whether any employee participating for, or on behalf of, a labor organization in any phase of proceedings before the Board shall be authorized official time for such purpose during the time the employee would otherwise be in a duty status.
(4) Except as provided in paragraphs (1), (2), and (3), any employee representing an exclusive representative, or engaged in any other matter covered by this subchapter, shall be granted official time in any amount the Department and the exclusive representative agree to be reasonable, necessary, and in the public interest.
(Pub. L. 96–465, title I, § 1018, Oct. 17, 1980, 94 Stat. 2141.)