Federal Labor Relations Course (Basic)

Module 1: Governing Principles for Federal Human Resources Management, Historical Overview

• Review the merit system principles, prohibited personnel practices, and the EEO framework.
• Trace the history of unionism in the U.S. and its evolution in the federal sector.
• Explain how collective bargaining provides orderly conflict resolution and improves operations.

Module 2: Federal Labor-Management Relations Statute

• Summarize Title VII of the CSRA and key provisions of 5 U.S.C. Chapter 71.
• Differentiate employee, union, and management rights—including management rights in §7106.
• Identify third-party mechanisms (FLRA, FMCS, FSIP) and their roles in labor relations.
• Define bilateral decision-making, scope of bargaining, grievance/arbitration, and official time.

Module 3: Exclusive Recognition

• Define a bargaining unit and apply appropriateness criteria (community of interest, effective dealings, efficiency).
• Recognize statutory exclusions (e.g., supervisors, confidential employees, certain security functions).
• Outline organizing campaigns and neutrality rules for employees, unions, and management.
• Explain elections, certifications, petition bars (election/certification/contract), window periods, and decertification.

Module 4: Collective Bargaining (Negotiations)

• Plan and conduct negotiations consistent with good-faith bargaining obligations.
• Distinguish mandatory, permissive, and prohibited subjects of bargaining.
• Address negotiability disputes and use FMCS/FSIP processes to resolve impasses.
• Document agreements and understand the effect of negotiated provisions.

Module 5: Living With the Agreement and Meetings

• Administer and interpret collective bargaining agreements and manage contract changes.
• Apply past practice principles and mid-term bargaining considerations.
• Understand representation at meetings (formal discussions) and related rights/obligations.
• Promote constructive day-to-day labor-management relations under the agreement.

Module 6: Grievances and Unfair Labor Practices

• Design and execute negotiated grievance procedures culminating in binding arbitration.
• Process grievances effectively—roles, timelines, and documentation.
• Identify union and management ULPs and outline FLRA investigation and remedies.
• Differentiate when issues belong in ULP charges versus the grievance process.