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Assignments

(Page 2 of 4)

Assignments Generally  |  Assigning Specific Tasks
Assignments to Bargaining Unit Employees  |  Assignments to Non-bargaining Unit Employees
Classification/Position Description  |  Details/loans/Temporary Assignments  |  Emergency Work
Equitable Assignments  |  Firearms  |  Handicapped Employees  |  Light Duty
Numbers/Types of Personnel Assigned  |  Nurses  |  Overtime  |  Preparation Time
Reassignment  |  Reward/Penalty  |  Rotation  |  Seniority  |  Solitary Work
Supervisory/Managerial Positions  |  Teachers  |  Training
Tours of Duty/Shifts/Part-time Schedules  |  Union Officials
Volunteer(s)/Option  |  Workleader  |  Miscellaneous

Classification/Position Description

  1. Preventing management from regularly assigning duties not reasonably related to a job description. AFGE, AFL–CIO, Local 1999, 2 FLRA 153, Proposal II [N]
  2. Requiring that the duties of an employee's position be modified to accommodate illness/injury. NFFE, Local 1624, 3 FLRA 142 [NN]
  3. Requiring that the work assignments be consistent with the primary function of the fire department and/or the position classification standards for fire fighters, requiring assignment of duties to available employees by rotation, and prohibiting assignment of specified duties to fire fighters. IAFF, Local F–109, AFL-CIO, 8 FLRA 35 [NN]
  4. Prohibiting the assignment of duties performed by employees in one classification series to employees in any other classification series. National Association of Government Inspector & Quality Assurance Personnel, Unit #2, 8 FLRA 144, Proposal 2 [NN]
  5. Assignments, “as a general matter,” to be consistent with grade level, position description and performance. AFGE, AFL–CIO, Local 1858, 10 FLRA 440, Proposal 2 (first sentence) [N]
  6. Prohibiting the assignment of work on the basis of grade or group. NTEU, 13 FLRA 48, Proposal 1 [NN]
  7. Every effort will be made to assign work appropriate to classification. LIUNA, AFL–CIO, CLC, Local 1267, 14 FLRA 686, Proposal 7, Section 7a (first sentence) [N]
  8. Preventing management from assigning duties to employees that are inappropriate to their positions or qualifications. NFFE, Local 1622, 16 FLRA 578, Provision 2 [NN]
  9. Employees will not be held responsible for duties for which it has not provided training. NAGE, Local R14–8, 24 FLRA 126, Proposal 5 [NN]
  10. Prohibiting the assignment of work to employees when the work does not conform to the employees' classifications or qualifications. Independent Letterman Hospital Workers Union, 29 FLRA 456, Proposal 1 [NN]
  11. To the maximum extent consistent with work assignments, employees will be assigned to work appropriate to the job classification specified in their description(s) and at the step or grade level for which they are being paid. AFGE, AFL–CIO, Council 214, 29 FLRA 1587, Provision 1 [NN]
  12. Requiring the agency to utilize employees’ skills to the maximum extent possible and, to the extent possible, to distribute the work equitably within employees' job classifications. NAGE, SEIU, AFL–CIO, 40 FLRA 657, Provision 8 [N]

To top of page Details/Loans/Temporary Assignments

  1. Compelling the selection of a particular individual for temporary assignment to another position solely on the basis of seniority. AFGE, AFL–CIO, 2 FLRA 604, Proposals IV, V and VI [NN]
  2. Mandating “light duty” details for employees temporarily unable to perform all the duties of their positions. NFFE, Local 1624, 3 FLRA 142 [NN]
  3. Management to use seniority in selecting employees to temporarily perform the duties of their positions at different duty stations. AFGE, AFL–CIO, 5 FLRA 83 [N]
  4. Requiring management to make selections for details only from rosters; giving employees the right to decline to accept details; requiring that employees be selected for details on the basis of inverse seniority; and restricting the duration of details to 60 days. AFGE, AFL–CIO, Local 916, 7 FLRA 292, Provisions I (third paragraph) and II [NN]
  5. Selecting supervisors will establish rosters within the lowest organizational entity in which five qualified candidates for details can be obtained. AFGE, AFL–CIO, Local 916, 7 FLRA 292, Provision I (first paragraph) 45 [N]
  6. "Loans"––i.e., temporary performance of employees of the duties of their positions in other work areas--be made on the basis of inverse seniority. AFGE, AFL–CIO, Local 916, 7 FLRA 292, Provision III [N]
  7. Competitive procedures for selecting employees for details of more than 60 days to higher-grade positions or positions with known promotion potential. AFGE, AFL–CIO, National Immigration & Naturalization Service Council, 8 FLRA 347, Proposal 16 [N]
  8. Procedures for selecting employees for details to higher positions or for assignment to lower-graded work which is unusually dirty or arduous, where management determines that two or more employees are equally qualified and capable. LIUNA, AFL–CIO, Local 1276, 9 FLRA 703, Provision 2 [N]
  9. Establishing 88 instead of 40 hours as the minimum time an employee will remain at the top of the rotation list for special details. AFGE, AFL–CIO, Local 2272, 9 FLRA 1004, Proposal 9 [N]
  10. Establishing a 48-hour notice requirement for special details. AFGE, AFL–CIO, Local 2272, 9 FLRA 1004, Proposal 11 [N]
  11. Limiting management's right to assign union officials to details, special assignments, or any other out-of-the-district activities. AFGE, AFL–CIO, Local 2272, 9 FLRA 1004, Proposal 7 [NN]
  12. Prohibiting the agency from limiting by grade the employees that the agency will consider for details. IFPTE, Local 4, 14 FLRA 52 (both proposals) [N]
  13. Requiring the use of inverse seniority in temporarily assigning employees to work they do not usually perform. LIUNA, AFL–CIO–CLC, Local 1267, 14 FLRA 686, Proposal 7, Section 7a (with exception of first sentence) and Section 7b (first disputed sentence) [NN]
  14. Limiting the length of temporary assignments. AFGE, AFL–CIO, National Border Patrol Council, 16 FLRA 251, Proposal 1 [NN]
  15. Rotating details, shorter than 30 calendar days, to positions having a higher grade or qualifying experience among qualified employees to the fullest extent feasible. NFFE, Local 1622, 16 FLRA 578, Provision 1 [N]
  16. Extending coverage of the agreement to bargaining unit employees while they are on detail outside the unit. AFGE, National Council of Social Security Administration Field Operations Locals, AFL–CIO, 17 FLRA 11, Proposal 1 [NN]
  17. Limiting the circumstances under which employees can be detailed. NFFE, Local 615, 17 FLRA 318, Provision 1, Subsection A [NN]
  18. Prohibiting details to higher levels or different kinds of work for the purpose of affording certain employees an undue opportunity to gain qualifying experience or preventing others from gaining such experience. NFFE, Local 615, 17 FLRA 318, Provision 1, Subsection C [N]
  19. Establishing the qualifications for the details under the program as those commonly posted for the GS–9 1evel. AFSCME, Local 2910, 18 FLRA 241, Proposal 2 [NN]
  20. Setting the duration of the details at one year. AFSCME, Local 2910, 18 FLRA 241, Proposal 2 [NN]
  21. Providing information to the union about details. AFGE, AFL–CIO, Local 12, 18 FLRA 418, Proposal 7 [N]
  22. Agency to apply seniority when selecting qualified (as determined by management) unit employees for detail. Local Lodge 830, IAM, AFL–CIO, 20 FLRA 848, Section 9a (second and third sentences) [N]
  23. Giving employees the right to a temporary reassignment before accepting a permanent reassignment to another field office. AFGE, AFL-CIO, Local 3804, 21 FLRA 870, Proposal 4 [NN]
  24. Prohibiting details to lower graded positions except under certain specified circumstances. Treasury, 21 FLRA 1051, Provision 9 [NN]
  25. Listing circumstances under which details are appropriate. NFFE, 21 FLRA 1105, Provision 2 [NN]
  26. Details for less than 31 calendar days will normally be rotated among employees. AFSCME, Local 2027, 23 FLRA 56 [N]
  27. Use of seniority and employee capability when detailing or reassigning stewards to different work areas. International Plate Printers, Die Stampers and Engravers Union of North America, AFL–CIO, Local 2, 25 FLRA 113, Provision 4 [N]
  28. Prohibiting the detailing of an employee to duties beyond his physical capabilities. AFGE, AFL–CIO, Local 1858, 27 FLRA 69, Provision 4 [NN]
  29. Allowing management to place nurses on extended detail only when that solution would be more practical than any other and for the shortest period of time. National Union of Hospital Care Employees, AFL–CIO, District 1199, 28 FLRA 435, Proposal 13, Section 5 (first sentence) [NN]
  30. Employees be informed of details and that records be maintained of the details. National Union of Hospital Care Employees, AFL–CIO, District 1199, 28 FLRA 435, Proposal 13, Section 5 (second and third sentences) [N]
  31. Limiting details to same or lower-graded positions. AFGE, AFL–CIO, Local 1770, 28 FLRA 493, Provision 5, Section 2 [NN]
  32. Prohibiting the detailing of an employee as a means of avoiding the filling of a position by promotion. AFGE, AFL–CIO, Local 1770, 28 FLRA 493, Provision 5, Section 7 [NN]
  33. Requiring that details be rotated to the fullest extent practicable consistent with the accomplishment of the mission of the employer. NFFE, Local 1853, 29 FLRA 94, Provision 2 [NN]
  34. Requiring the agency to request volunteers for details from appropriate areas on an equitable basis. NFFE, Local 797, 29 FLRA 333, Provision 3 [N]
  35. Detailees to be relieved of their current work. NTEU, Chapter 22, 29 FLRA 348, Proposal 9 [NN]
  36. Fairly and equitably distributing to other employees the work of employees who are detailed and assigning work at the conclusion of the detail. NTEU, Chapter 22, 29 FLRA 348, Proposal 11 (second and third sentences) [N]
  37. Limiting temporary full-time appointments to one year. New York State Nurses Association, 30 FLRA 706, Proposal 6, Section 7.01 (third paragraph, first sentence, first part) [NN]
  38. Limiting circumstances under which an employee can be detailed. NFFE, Local 2052, 30 FLRA 797, Proposal 14 [NN]
  39. Involving the use of details to avoid temporary promotions. AFGE, AFL–CIO, Local 2924, 30 FLRA 845 [N]
  40. Detail and loans will not be for more 90 days within a year. Tidewater Virginia Federal Employees Metal Trades Council, 31 FLRA 131, Provision 9 [NN]
  41. Management to restrict the work assignments of employees who have been assigned a temporary medical limitation due to a work related injury or illness. Bremerton Metal Trades Council>, 32 FLRA 643, Provision 2 [NN]
  42. Temporary assignments to the position of Acting Chief of Security Service be made based on seniority. Fraternal Order of Police, Lodge IF (R.I.) Federal, 32 FLRA 944, Proposal 4 [NN]
  43. Requiring the agency to secure approval from Office of Personnel Management prior to detailing an employee for more than 1 year. Service and Hospital Employees International Union, 35 FLRA 521, Provision 6 [NN]
  44. Requiring supervisors to ensure that employees who are on detail to one division and who choose to use the shuttle bus will return to their normal division within regular duty hours at the end of their workday. NAGE, 37 FLRA 263, Section E [NN]
  45. Employees who choose to use their own transportation to commute to and from work will spend a complete daily tour of duty at the division to which they have been assigned. NAGE, 37 FLRA 263, Section F [NN]
  46. Banning the use of details when there are adequate registers of candidates for the positions in question. Federal Employees Metal Trades Council, 38 FLRA 1410, Provision 2 [NN]
  47. Prohibiting supervisors from rotating or scheduling details with the objective of avoiding payment of compensation at a higher level. NTEU, 39 FLRA 27, Provision 15 [N]. Remanded in Internal Revenue Service v. Federal Labor Relations Authority, 960 F.2d 1068 (D.C. Cir. 1992). On remand, NTEU, 45 FLRA 1256, Provision 15, Article 24, Section 2(C) [NN]
  48. Providing that the agency will consider the shortened details as full 30–day details for the purpose of awarding Officer Corps Rating points. AFGE, National Border Patrol Council, 39 FLRA 675, Proposal 1 [N]. Reversed in Immigration and Naturalization Service v. Federal Labor Relations Authority, 972 F.2d 1347 (9th Cir. 1992).
  49. Providing that the agency will provide the union with the time and attendance reports of the affected employees for the periods that they were on detail. AFGE, National Border Patrol Council, 39 FLRA 675, Proposal 2 [N]. Reversed in Immigration and Naturalization Service v. Federal Labor Relations Authority, 972 F.2d 1347 (9th Cir. 1992).
  50. Providing that the parties agree that detailed employees had been scheduled to work 128 hours of overtime during the details. AFGE, National Border Patrol Council, 39 FLRA 675, Proposal 3 [N]. Reversed in Immigration and Naturalization Service v. Federal Labor Relations Authority, 972 F.2d 1347 (9th Cir. 1992).
  51. Providing that the number of hours of overtime actually worked by the employees on detail will subtracted from the base figure of 128 hours in order to determine how many hours each employee lost because of the early termination of the detail. AFGE, National Border Patrol Council, 39 FLRA 675, Proposal 4 [N]. Reversed in Immigration and Naturalization Service v. Federal Labor Relations Authority, 972 F.2d 1347 (9th Cir. 1992).
  52. Providing that the agency will offer overtime on a priority basis to each employee who lost overtime as the result of the early termination of the details. AFGE, National Border Patrol Council, 39 FLRA 675, Proposal 5 [N]. Reversed in Immigration and Naturalization Service v. Federal Labor Relations Authority, 972 F.2d 1347 (9th Cir. 1992).
  53. Providing that the agency will offer all affected employees the opportunity to work twice the amount of overtime due under proposal 4 (128 hours) until the employees have recouped the overtime they lost due to the early termination of the details. AFGE, National Border Patrol Council, 39 FLRA 675, Proposal 6 [N]. Reversed in Immigration and Naturalization Service v. Federal Labor Relations Authority, 972 F.2d 1347 (9th Cir. 1992).
  54. Requiring the agency to establish objective and job related qualification for details. Health and Human Services and American Federation of Government Employees, 41 FLRA 618, Subsection 1 [N]
  55. Requiring the agency to use volunteers for details chosen from among employees determined by management to posses the required qualifications. The agency must select in order of seniority, inverse seniority or a combination of both. AFGE, Local 1923, 41 FLRA 618, Subsections 3, 4, 5 and 6 [N]
  56. Requiring the agency to canvass Health Care Financing Administration for qualified employees for details. AFGE, Local 1923, 41 FLRA 618, Subsection 10 [N]
  57. Prohibiting the agency from requiring unit employees to travel away from their normal duty stations for more than 10 hours unless they are provided with appropriate Temporary Duty Assignment orders. NAGE, Locals R14–68 and R14–73, 42 FLRA 639, Provision 4 [N]
  58. Management to keep details to the shortest practicable time limits. AFGE, AFL–CIO, Local 53, 42 FLRA 938, Provision 4 [N]
  59. Entitling employees who are permitted to continue a temporary assignment beyond the termination date to retain any pay received for such duties. NFFE, Local 405, 42 FLRA 1112, Proposal 21 [N]
  60. Details will not normally exceed 3 months. NAGE, Local R5–82, 43 FLRA 25, Provision 4 [N]
  61. Requiring the agency to limit details to brief periods for specific purposes. NAGE, Local R14–52, 44 FLRA 738, Provision 5 (first and second sentences) [N]
  62. Limiting the length of temporary duty assignments away from an employee's duty station to 15 work days. AFGE, Local 1658, 44 FLRA 1375, Provision 4 [NN]
  63. Employees will be detailed twice a year for 2 weeks to offices continuing to give pilot weather briefings in order that the employees could maintain their PWB certification. National Weather Service Employees Organization, (MEBA/NMU), 46 FLRA 49, Proposal 2 [NN]
  64. Requiring the agency to use, respectively, volunteers, seniority and rotation to fill the detail. NAGE, Local R1–109, 53 FLRA 403, Proposals 1–3 [NN, (a)(2)(B)]
  65. Requiring the agency to delay the detail until after consolidation of two facilities. NAGE, Local R1–109, 53 FLRA 403, Proposal 7 [NN, (a)(2)(B)]
  66. Requiring that the agency delay the detail until conclusion of the negotiation process. NAGE, Local R1–109, 53 FLRA 403, Proposal 11 [NN, (a)(2)(B)]
  67. No employees will be placed in a disadvantageous position by virtue of service on a detail or work project. NTEU, 53 FLRA 539, Article 12, Section 5 [N]
  68. Details to lower-graded positions normally will not exceed more than three months. AFGE, Local 12, 61 FLRA 209, Proposal 8 [NN, (a)(2)(A)]
  69. Requires the Agency to pay employees detailed to a higher-graded position at the rate appropriate for the higher-grade level. AFGE, Local 12, 61 FLRA 209, Proposal 9(a) [N]
  70. Requires the Agency to post proposed details of employees to higher-graded positions for 10 days prior to the effectuation of the details. AFGE, Local 12, 61 FLRA 209, Proposal 9(b) [N, (b)(2)]
  71. Agency required, under certain circumstances, to assign employees from the West Haven facility to the Newington facility, to establish a detail for all qualified employees and to rotate them through the detail by seniority or reverse seniority, and to permit qualified employees to swap shifts. NAGE, Local R1–109, 61 FLRA 593, Proposals 2, 5, 6, 7, 8 and 9 [NN, non-bargaining unit working conditions]

To top of page Emergency Work

  1. Limiting the work assigned to a called back employee to the emergency work leading to call back. NFFE, Local 1380, 11 FLRA 129 [NN]
  2. Preventing the agency from reassigning nurses from one ward to another except in emergencies and then after consultation with the staff nurse or nurses involved. Colorado Nurses Association, 25 FLRA 803, Proposal 4 (first sentence) [NN]
  3. Prohibiting the agency from assigning such duties as housekeeping and clerical support to nurses, except in emergencies. Illinois Nurses Association, 27 FLRA 714, Proposal 11 [NN]
  4. Modifying or adjusting schedules in emergencies. National Union of Hospital and Health Care Employees, AFL–CIO, District 1199, 28 FLRA 435, Proposal 15, Article 41, Section 7 (first sentence) [N]

To top of page Equitable Assignments

  1. General clean up duties to be equitably distributed. ACT, 2 FLRA 581, second paragraph [N]
  2. Assigning digital ranges in an equitable manner. AFGE, National Council of Social Security Payment Center Locals, 7 FLRA 818, Proposal 3 [N]
  3. Assignments shall not be made in violation of relevant law, rule and regulation. NFFE, Local 1497, 9 FLRA 151, Proposal 2 [N]
  4. Rotations to be distributed equitably and that assignments be made fairly and equitably. National Union of Hospital and Health Care Employees, AFL–CIO, District 1199, 28 FLRA 435, Proposal 15, Article 41, Section 4.d [N]
  5. Requiring equitable distribution of work assignments throughout the Agency's State Offices. Action Employees Local, AFSCME, 31 FLRA 1053, Proposal 2 [NN]
  6. Requiring that, to the extent feasible, the agency shall insure that employees are not statistically advantaged or disadvantaged by the assignment of downtime. AFGE, Council 147, 38 FLRA 110, Provision 2 [N]

To top of page Firearms

  1. Agency’s withdrawal of authority granted to employees to carry firearms. AFGE, National Border Patrol Council, 40 FLRA 521, Proposal 1 (first sentence) [NN]
  2. The agency to serve a written notice of the withdrawal of the authority to carry a firearm on the affected employees. AFGE, National Border Patrol Council, 40 FLRA 521, Proposal 1 (second sentence) [N]
  3. Addressing the assignment of duties to employees whose authorization to carry a firearm has been withdrawn. AFGE, National Border Patrol Council, 40 FLRA 521, Proposal 1 (third sentence) [N]
  4. Limiting the agency's discretion to determine whether employees who are required or designated to carry firearms should (1) qualify quarterly, (2) qualify on a course designated by the agency, (3) demonstrate a specific level of proficiency determined by the agency, and (4) have their authority to carry firearms withdrawn if such proficiency is not demonstrated. AFGE, National Border Patrol Council, 40 FLRA 521, Proposal 2 (first four sentences) [NN]
  5. Defining the firearms which the agency will authorize for use by employees during both on-duty and off-duty assignments. AFGE, National Border Patrol Council, 40 FLRA 521, Proposals 3 and 4 [NN]
  6. All employees involved in a shooting incident are entitled to union representation and will have up to 48 hours in which to consult with a union representative. AFGE, National Border Patrol Council, 40 FLRA 521, Proposal 5 [N]. Reversed in Immigration and Naturalization Service v. Federal Labor Relations Authority, 975 F.2d 218 (5th Cir. 1992).
  7. Employees currently carrying certain kinds of privately-owned firearms will continue to be authorized to carry them until they are replaced by agency-issued firearms. AFGE, National Border Patrol Council, 40 FLRA 521, Proposal 6 [NN]
  8. Requiring the agency to grant a hardship transfer to employees affected by a transfer of functions. NTEU, 43 FLRA 1442, Proposal 14 [NN]
  9. Permitting civilian police officers to bring personally owned firearms into and out of the Fort Jackson installation, whether reporting for work or for personal reasons, so long as they do not carry the firearms while on duty. NFFE, Local 1214, Federal District 1, IAM, 58 FLRA 601 [NN, LAW]
  10. Permitting the overnight storage of Agency-authorized firearms in a lock box or other secure storage container at all Agency offices where armed employees work or are assigned. NTEU, 59 FLRA 749 [NN, (a)(1)]. Vacated and remanded in NTEU v. FLRA, 404 F.3d (D.C. Cir. 2005).
  11. Modify the “Firearms and Use of Force Handbook” by requiring the agency to provide all officers who are required to carry a firearm in the performance of their job duties with a suitable locker or safe at the work site for firearm storage when off–duty. NTEU, 60 FLRA 367, Proposal 10(a) [NN, (a)(1)]
  12. Permitting certain employees who carry their authorized firearms between their residences and their work locations to make reasonable diversions and stops, as that term is defined in the proposal. NTEU, 60 FLRA 367, Proposal 11 [NN, (a)(1)]. Remanded for clarification in NTEU v. FLRA, No. 04-1433 (D.C. Cir. 2006).
  13. Permitting an employee to challenge the agency's initial firearms authority decision prior to invoking the parties' grievance and arbitration procedures. NTEU, 60 FLRA 367, Proposal 14(a)–(d) [N]
  14. If the agency takes an officer’s firearm pending an internal investigation, it will conduct an expeditious investigation on a priority basis. NTEU, 60 FLRA 367, Proposal 14(f) (first sentence) [NN, (a)(1)]. Reversed in National Treasury Employees Union v. FLRA, No. 04-1433 (D.C. Cir. 2006).
  15. Requiring the agency to provide an employee “with a written status report on a monthly basis informing the [employee] of the status” of the internal firearms authority investigation. NTEU, 60 FLRA 367, Proposal 14(f) (second sentence) [N]
  16. Adding the agency's removal of, or failure to return, an officer's firearm to the actions that qualify for expedited arbitration under the parties’ agreement. NTEU, 60 FLRA 367, Proposal 14(g) [NN, (a)(1)]
  17. Providing for expedited grievance /arbitration if an employee's right to carry a firearm has been removed and is not restored on a daily basis to allow an employee to be issued a weapon upon starting duty and return the weapon when terminating duty. NTEU, 60 FLRA 367, Proposal 14(h) [NN, (a)(1)]
  18. Requiring the agency to pay arbitration costs if it does not make an administrative decision on the return of an officer's firearm within 30 days of the notice of the civil resolution of an off-duty matter that led to the removal of an officer’s firearm. NTEU, 60 FLRA 367, Proposal 14(h) (last sentence) [NN, (a)(1)]

To top of page Handicapped Employees

  1. Requiring the agency to assign handicapped employee, who can no longer fulfill the requirements of his or her position with reasonable accommodation, to perform any available work for a period no shorter than 1 year. AFGE, Local 1345, 48 FLRA 168, Proposal 13 (first disputed sentence) [NN, (a)(2)(A) & (B)]
  2. Requiring accommodations to employees' handicaps regardless of whether the accommodations would impose undue hardships on agency operations. AFGE, Local 1345, 48 FLRA 168, Proposal 13 (second disputed sentence) [N, (b)(3)]
  3. Requiring retention of employees with handicapping conditions on the payroll pending final action by the Office of Personnel Management on disability retirement applications. AFGE, Local 1345, 48 FLRA 168, Proposal 13 (third disputed sentence) [NN, GWR]

To top of page Light Duty

  1. Management to find, for employees who are unable to perform their regular duties because of injury or illness, work assignments which they can perform or to reshape their regular duties. NFFE, Local 943, 19 FLRA 949, Proposal 2 [NN]
  2. Agency to assign certain duties and refrain from assigning other duties to employees in “light duty status.” International Plate Printers, Die Stampers and Engravers Union of North America, AFL–CIO, Local 2, 25 FLRA 113, Provisions 33 and 34 [NN]
  3. Agency to make every effort to assign ill or injured employees to light-duty work. National Union of Hospital and Health Care Employees, AFL–CIO, District 1199, 28 FLRA 435, Proposal 16 [NN]
  4. Giving any employee the right to decline to perform an assigned duty if the employee had a reasonable belief that the duty posed an immediate risk to the employee's health or safety. AFGE, AFL–CIO, Local 1458, 29 FLRA 3, Provision 1 [NN]
  5. Permitting employees to request, for certifiable medical reasons, to perform less arduous work, for which they are qualified, than that which they are usually assigned, if such less arduous work is available for them to perform. AFGE, AFL–CIO, Local 1458, 29 FLRA 3, Provision 6 [N]
  6. When an employee becomes capable of performing light work after an on- the-job injury the employing department would make every reasonable effort to assign light duty work consistent with restrictions specified by the Branch Clinic. NFFE, Local 284, 29 FLRA 958, Provision 1 [N]
  7. Management to assign light duty to any employee who is unable to perform the regular duties of his or her position due to illness or injury. AFGE, Local 3884, 30 FLRA 16, Proposal 2 [N]
  8. Requiring light duty for employees returned to work by the agency’s medical authority. AFGE, AFL–CIO, Local 1625, 30 FLRA 1105, Provision 6 [NN]
  9. Requiring light duty assignments consistent with restrictions imposed by employer’s own medical authorities. AFGE, Council 257, AFL–CIO, National Association of Government Inspectors and Quality Assurance Personnel, Local 4004, Naval Aviation Depot, Pensacola, FL, 30 FLRA 1144, Provision 1 [N]
  10. Providing for the equitable distribution of light duty assignments. AFGE, AFL–CIO, Local 1931, 32 FLRA 1023, Provision 18 [N]
  11. Requiring the agency to make a diligent effort to provide an employee, returning to duty after an illness or injury with temporary work consistent with any limitations substantiated by a physician‘s certification. NFFE, Local 2096, 36 FLRA 834, Provision 1 [N]
  12. Placement of medically restricted employees. AFGE, Local 2024, 37 FLRA 249, Proposal 5 [N]
  13. Requiring the agency to make efforts to reassign an ill or injured employee. NTEU, 45 FLRA 339, Provision 11 [N]
  14. Requiring supervisors to take appropriate action in connection with employees’ work–related injuries. AFGE, Local 1345, 48 FLRA 168, Proposal 11 [N]
  15. Concerning the agency's assignment of light duty work to temporarily disabled employees. NAGE, Local R14–23, 53 FLRA 1440 [NN, (a)(2)(B)]

To top of page Numbers/Types of Personnel Assigned

  1. Establishing requirements that when a crew drops below a certain number, efforts to fill vacancies in the schedule will be made and in case of hazardous weather dismissal, minimum of four employees will be kept on duty, and limiting management’s right to assign certain employees to perform other employee's work outside the basic workweek. IBEW, AFL-CIO, Local 121, 8 FLRA 188 [NN]
  2. Ample personnel in cell blocks. AFGE, AFL–CIO, Local 2272, 9 FLRA 1004 [PN]
  3. Assigning responsibility for administering a test run to additional engineering personnel besides the graphic control operator. AFGE, AFL–CIO, Local 3511, 12 FLRA 76, Proposal 32 [NN]
  4. Governing the number of pilots assigned to vessels under certain conditions. International Organization of Masters, Mates and Pilots, 13 FLRA 508, Proposals 19 and 20 [NN]
  5. Subjecting management's right to assign employees to licensing and physical considerations. LIUNA, AFL–CIO–CLC, Local 1267, 14 FLRA 686, Proposal 7, Section 7d [NN]
  6. Allowing certain employees to operate materials handling equipment only when a qualified operator is unavailable. LIUNA, Local 1276, AFL–CIO, 15 FLRA 49, Proposal 1 [NN]
  7. Agency to assign at least three employees to a watch or to distribute among the members of the watch the pay of the missing employee(s). National Maritime Union of America, AFL–CIO, 15 FLRA 576, Proposal II [PN]
  8. Assigning to specific employee responsibilities for counting cases at the end of each workday. AFGE, Local 1760, AFL–CIO, 15 FLRA 909, Proposals 5, 6 and 8 [NN]
  9. Management will provide the necessary manpower to assist in moving heavier items when management determines physical moves are necessary. NFFE, 22 FLRA 539, Proposal 7 [N]
  10. The assignment of two employees to specific jobs. International Organization of Masters, Mates and Pilots, 26 FLRA 92, Proposal 2 [PN]
  11. Number of employees required to perform their regularly assigned duties in a particular location. NFFE, Local 2052, 30 FLRA 797, Proposal 6, Section 4(c) [PN]
  12. Defining emergency and identifying the official who must declare the emergency. Tidewater Virginia Federal Employees Metal Trades Council, 31 FLRA 131, Provision 1 [NN]
  13. Assigning the responsibility for initiating action to effect recovery of indebtedness to the Fiscal Service. NFFE, Council of Veterans Administration Locals, 31 FLRA 360, Proposal 17, Section 2B (third paragraph, last sentence) [NN]
  14. Assigning the task of approving or disapproving an employee's attendance at national conventions of veterans' service organizations to specific agency officials. NFFE, Council of Veterans Administration Locals, 31 FLRA 360, Proposal 24, Section 5B(1) (first sentence) [NN]
  15. Facility Directors are authorized to approve full-time employees' absences to attend professional meetings and conferences. NFFE, Council of Veterans Administration Locals, 31 FLRA 360, Proposal 24, Section 5B(2) (first sentence) [N]
  16. Agency to maintain a minimum of two officers on each tour of duty. Fraternal Order of Police, Lodge IF (R.I.) Federal, 32 FLRA 944, Proposal 7 [NN]
  17. Prescribing the type of employee who must be assigned to a night shift. IAM, 33 FLRA 711, Proposal 11 [PN]
  18. Permitting only certain employees to operate machinery or equipment which could cause injury to others. Service and Hospital Employees International Union, Local 150, 35 FLRA 521, Provision 8 [NN]
  19. Restricting or precluding management's assignment of various cleaning duties. NFFE, Local 1655, 35 FLRA 815, Proposals 1, 2, 3, 4 and 6 [NN]
  20. Identifying the point at which an employee's responsibility for a particular assignment starts. AFGE, Local 3172, 35 FLRA 1276, Proposal 8 [NN]
  21. Requiring the agency to obtain additional staff to perform dental assistant duties. NAGE, Local R5–184, 52 FLRA 1024, Proposal 1 [PN, (b)(1)]
  22. Requiring the agency to assign a type of employee or position (dental hygienist) to a work project (dental assistant’s duties). NAGE, Local R5–184, 52 FLRA 1024, Proposal 4 [PN, (b)(l)]
  23. Requiring the agency to augment the staff assigned to dental assistant duties with temporary employee(s). NAGE, Local R5–184, 52 FLRA 1024, Proposal 5 [PN, (b)(l)]
  24. Seeking the addition of two full-time equivalent positions to the Albuquerque Field Office. NFFE, Local 2148, 53 FLRA 427, Proposal 1 [PN, (b)(1)]
  25. Seeking the filling of a vacancy within the Albuquerque Field Office. NFFE, Local 2148, 53 FLRA 427, Proposal 2 [PN, (b)(1)]
  26. Seeking the addition of a position to the Albuquerque Field Office. NFFE, Local 2148, 53 FLRA 427, Proposal 3 [PN, (b)(1)]
  27. Requiring the assignment of two specified employees to “advisor” positions. NFFE, Local 2015, 53 FLRA 967, Proposal 1 [NN, (a)(2)(C)]
  28. Requiring that the agency increase the number of FTEs (full–time equivalents) assigned to a particular division. NFFE, Local 2015, 53 FLRA 967, Proposal 2 [NN, (a)(1)]
  29. Identifying numbers, positions and grades of employees to be assigned to the Agency's Philadelphia operations. NAGE, Local R3–76, 55 FLRA 509 [NN, (a)(1)]
  30. Requiring the agency to use certain staffing levels at its Anchorage forecast office. National Weather Service Employees Organization, 61 FLRA 241 [PN, (b)(1)]. Reversed and remanded in National Weather Service Employees Organization v. FLRA, No. 05-1397 (D.C. Cir. 2006) [unpublished judgment].
  31. Management required to assign four employees to the mid-shift. NATCA, AFL–CIO, 61 FLRA 336, Provision 1 [PN, (b)(1)]

To top of page Nurses

  1. Preventing the assignment of specified duties to nurses except under certain circumstances. New York State Nurses Association, 11 FLRA 578 [NN]
  2. Prohibiting management from assigning a nurse to more than two different tours during a single workweek. Colorado Nurses Association, 25 FLRA 803, Proposal 3 [N]
  3. Listing various non-professional duties that the parties agree are not ordinarily intended to be a normal part of a registered nurse's activities. Illinois Nurses’ Association, 28 FLRA 212, Proposal 4 [N]
  4. Establishment of a core group that would only be assigned day-shift duties and a float pool of nurses that would be assigned relief service duties. National Union of Hospital and Health Care Employees, AFL‘CIO, District 1199, 28 FLRA 435, Proposal 13 [NN]
  5. Addressing registered nurses roles as it relates to withholding medications or procedures which she/he deems to be unsafe. Veterans Administration Staff Nurses Council, Local 5032, WFNHP, AFT, AFL–CIO, 29 FLRA 849, Proposal 4 [NN]
  6. Limiting when registered nurses will be scheduled by management to replace employees in other c1assifications––although qualified by the term normally. Veterans Administration Staff Nurses Council, Local 5032, WFNHP, AFT, AFL–CIO, 29 FLRA 849, Proposal 6 [NN]
  7. Requiring the Nurse Professional Standards Board to consider nurses for permanent appointment and to determine appropriate grades. Bronx Veterans Affairs Medical Center, 30 FLRA 706, Proposal 6 (third paragraph, second sentence) [NN]
  8. Ensuring that full-time Federal nurses will remain, and continue to perform duties in, their present health unit sites and will not be subject to relocation to other sites, either through reassignments, transfer, detail or removal from their present sites. Federal Professional Nurses Association, Local 2707, 43 FLRA 385 [NN]
  9. Requiring the agency to increase the number of nursing assistant to FTEs and to decrease the number of RNs at the Veterans Affairs Medical Center Dublin facility. AFGE, Local 1985, 55 FLRA 1145, Proposal 3 [NN]
  10. Requiring the agency to administer a test in order to determine whether employees are competent to administer suppositories. AFGE, Local 1985, 55 FLRA 1145, Proposal 4 [NN, (a)(2)(A) and (B)]

To top of page Overtime

  1. Employee assigned to service an applicant will be selected to perform any overtime required to service the applicant. AFGE, AFL–CIO, Meat Grading Council of Locals, 22 FLRA 496, Proposal 2 [N]
  2. Assignments to overtime in a fair and equitable manner. NFFE, Local 1798, 27 FLRA 239, Proposal 11 [N]

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Labor Management Relations

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