§7114 Representation Rights and Duties

Summary

A union that has been chosen as the only representative for a group of employees speaks for everyone in that group. The union must represent all workers fairly, whether they belong to the union or not. The union has the right to be at formal talks between the agency and employees about grievances, personnel rules, or general work conditions. The union also has the right to be present if an employee is being questioned in an investigation where the employee reasonably thinks they could be disciplined and the employee asks for a representative. The agency must tell employees about this investigatory representation right every year. An employee can still use their own lawyer or other chosen representative for grievances or appeals and can use any grievance or appeal rights allowed by law or rules. Both the agency and the union must bargain honestly and try to reach a contract. They must send authorized people who are ready to talk about work conditions, meet at reasonable times, and avoid unnecessary delays. The agency must give the union, on request and when the law allows, business data that the agency normally keeps and that is needed for bargaining, but not internal management advice. If they reach agreement, they must write it down if asked and take steps to carry it out. The head of the agency must approve a written agreement within 30 days if it follows the law. If the head does not act within 30 days, the agreement goes into effect. Local deals that are covered by a higher-level agreement follow the approval steps of that higher agreement or the agency’s rules.