 |
U.S. Office of Personnel Management |
 |
|---|
|
U.S. Office of Personnel Management |
|
|---|
1. Providing for a free meal not to exceed a specified price to be given to food service workers. Keesler Air Force Base, 10 F 19 [N]
2. Giving employees who work more than two hours after normal quitting time a hot meal to be eaten on the employer's time, a meal ticket, or one hour straight time pay. Yuma Proving Ground, 14 F 68 [NN]
3. Employees will not be required to pay a surcharge for meals at the dining facility at a remote facility. Fort Ritchie, 26 F 61 [N]
4. Eliminating surcharges from the cost of meals at the fort's mess hall. Fort Meade, 27 F 2 [N]
1. Establishing "tip offset" at 10% for nonappropriated fund employees. Warner Robins Air Force Base, 8 F 116 [N]
2. Establishing salary setting practices. Pension Benefit Guaranty Corporation, 9 F 82 [NN]
3. Agency to exercise its discretion in setting the rate of pay of reemployed former employees in a fair and equitable manner. Portsmouth Naval Shipyard, 11 F 31 [N]
4. Seeking to establish rates of pay and fringe benefits for employees of the Fort Bragg Dependents Schools. Fort Bragg, 12 F 100 [N]
5. Agency to pay employees who do not take "home leave" to which they are entitled an amount equal to what they would have received if they taken the leave. Panama Canal Commission, 13 F 87 [NN]
6. Pilots to proceed outside the Cristobal breakwater for the purpose of boarding a vessel only in an emergency and that the pilot shall be compensated $500 for doing so. Panama Canal Commission, 13 F 87 [NN]
7. Agency to pay pilots terminated because of disability (and dependents of pilots who die) regular pay through the end of the pay period following the one in which the employee is terminated or dies. Panama Canal Commission, 13 F 87 [NN]
8. Pay, deducted from a pilot's pay to conform to the Federal wage ceiling, shall be credited to a special leave account. Panama Canal Commission, 13 F 87 [N]
9. Establishing committee to monitor the impact of the proposed negotiated salary adjustment system. Federal Deposit Insurance Corporation, 14 F 84 [NN]
10. Establishing a salary adjustment system for bargaining unit employees different from that established under the Board resolutions. Federal Deposit Insurance Corporation, 14 F 84 [NN]
11. Management to exercise its discretion to set pay rates in a fair manner for rehired employees. Portsmouth Naval Shipyard, 15 F 153 [N]
12. Adjusting the pay of unit employees by a cost-of-living/comparability factor to be determined by the President or the Pay Advisory Council. Federal Deposit Insurance Corporation, 21 F 36 on remand [NN]
13. Negotiating on terms and conditions of employment, other than pay and pay practices, of prevailing rate employees where those terms and conditions of employment were subject to negotiation prior to August 19, 1972. Energy, 22 F 100 [N]
14. Relating to the pay and pay practices of employees of the agency who are members of vessel crews and who are represented by the union. Navy, 25 F 8 [N]. Reversed in Navy Military Sealift Command v. Federal Labor Relations Authority, 836 F.2d 1409 (3rd Circuit, 1988).
15. Pay increase for prevailing rate employees which excludes the Government "pay cap" for such employees. Bureau of Reclamation, 25 F 15 [NN]
16. Permitting the negotiated wage rate of certain prevailing rate employees to exceed the statutory pay cap. Bonneville Power Administration, 25 F 46 [NN]
17. Wage rates for unit employees will be kept aligned with the rates paid the comparable craft at the Government Printing Office. Bureau of Engraving and Printing, 25 F 91 [N]. Reversed in Bureau of Engraving and Printing v. Federal Labor Relations Authority, 833 F.2d 1341 (D.C. Circuit, 1988).
18. Educational employees be paid an amount equal to that paid other employees at the activity in equivalent wage grade or General Schedule positions. Fort Bragg Dependents Schools, 25 F 96 [N]. Reversed in Department of Defense Dependents Schools v. Federal Labor Relations Authority, 838 F.2d 129 (4th Circuit, 1988). On petition for rehearing en banc, the court vacated its earlier decision, making it moot.
19. Various bonus payments to Panama Canal Commission employees under specified circumstances. Panama Canal Commission, 26 F 11 [N]
20. Cost-of-living adjustment for bargaining unit employees of the Panama Canal Commission. Panama Canal Commission, 26 F 16 [NN]
21. Increasing the pay of certain prevailing rate employees by four percent in fiscal year 1986. Western Area Power Administration, 26 F 25 [NN]
22. Vessel employees of the Panama Canal Commission may be paid in accordance with the wage practices of the maritime industry. Panama Canal Commission, 26 F 48 [N]
23. An employee be paid the normal daily pay rate while traveling from his home of record in the U.S. to his overseas duty post. Department of Defense Dependents Schools, 27 F 71 [N]
24. Negotiation with the agency over salary and fringe benefits. Fort Knox Dependents Schools, 27 F 80 [NN]
25. Pay rates will be fixed in accordance with pay practices in comparable school systems. Fort Stewart Schools, 28 F 67 [N]
26. A specific salary increase for a particular school year. Fort Stewart Schools, 28 F 67 [N]
27. Permitting the negotiation of pay and fringe benefits. Federal Deposit Insurance Corporation, 28 F 80 on remand [N]. Upheld in Federal Deposit Insurance Corporation v. Federal Labor Relations Authority, 927 F 2d 1257 (D.C. Circuit, 1991).
28. Establishing a formula for adjusting employee salaries. Nuclear Regulatory Commission, 29 F 19 [N]. Reversed in Nuclear Regulatory Commission v. Federal Labor Relations Authority, 879 F. 2d 1225 (4th Circuit, 1989) (en banc). Decision of 4th Circuit, en banc, vacated by Supreme Court in National Treasury Employees Union v. Nuclear Regulatory Commission, et al., 496 U.S. 901 (1990). Remanded to the 4th Circuit. Dismissed as moot on petition by Federal Labor Relations Authority on December 20, 1990.
29. Employees to receive a percentage increase in pay based on the percentage increase in work load. Department of Defense Dependents Schools, 29 F 49 [NN]
30. Waiting period for each periodic step increase shall be 52 weeks. Veterans Affairs, 29 F 50 [NN]
31. Establishing the compensation level of summer school teachers. Department of Defense Dependents Schools, 29 F 61 [N]
32. Concerning the length and/or types of prior service to be used in calculating pay levels, the amount and type of education which will move employees from one pay level to another, and how pay rates will be determined for employees working less than full time. Department of Defense Dependents Schools, 29 F 61 [NN]
33. Establishing the pay to which instructors are entitled when such instructors are retired military members. Department of Defense Dependents Schools, 29 F 61 [N]
34. Relating to pay and fringe benefits. West Point, 29 F 123 [N]
35. Barring personal service contracts. West Point, 29 F 123 [NN]. Reversed in West Point Elementary School Teacher Association v. Federal Labor Relations Authority, 855 F.2d 936 (2nd Circuit, 1988).
36. Stating that employee's pay can not be reduced (the "save pay" provision). Interior, 30 F 91 [N]. Reversed and remanded in Bureau of Indian Affairs, Yakima Agency and the Wapato Irrigation Project v. Federal Labor Relations Authority, 887 F.2d 172 (9th Circuit, 1989).
37. Including a Heavy Mobile Equipment Mechanic position within the scope of negotiation over wages conducted pursuant to section 704 of the Law. Bureau of Indian Affairs, 31 F 1 [NN]
38. Management to compensate an employee, who is assigned for more than 20 days to perform the duties of a position for which management has implemented special pay rates, at the special rate. Health and Human Services, 31 F 53 [N]
39. Raising unit employees' pay rates prospectively and retroactively whenever the agency appoints an individual to a position at an above-minimum rate pursuant to its authority under title 38, United States Code, section 411(b). Newington Veterans Affairs Medical Center and National Association of Government Employees, 36 F 21 [NN]. Upheld in Valenti v. Federal Labor Relations Authority, No. 90-4117 (2nd Circuit, 1991).
40. Requiring the agency to request from the Office of Personnel Management an annual cost of living adjustment for its Special Salary Rate employees equal to that granted its General Schedule employees. Internal Revenue Service, 37 F 9 [N]
41. Requiring the agency to request from the Office of Personnel Management an additional two percent adjustment for those Special Salary Rate positions where there was an attrition rate of five percent or more during the past year. Internal Revenue Service, 37 F 9 [N]
42. Establishing a salary schedule for bargaining unit employees. Kings Point Merchant Marine Academy and American Federation of Government Employees, 39 F 13 [N]
43. Pay and money-related fringe benefits. Langley Air Force Base and National Association of Government Employees, 40 F 15 [N]
44. Requiring the agency to grant employees a 7.75 percent "inequity increase." Interior, Bureau of Reclamation and International Brotherhood of Electrical Workers, 43 F 94 [NN]
45. Establishing a process for determining the wage rates for the various steel and die craft trades employees working at the Bureau of Engraving and Printing. Treasury, Bureau of Engraving and Printing and International Association of Machinists and Aerospace Workers and International Plant Printers, Die Stampers and Engravers and Graphic Communication International Union and IAS, 43 F 97 [N]. Reversed and remanded in Treasury, Bureau of Engraving and Printing v. Federal Labor Relations Authority, 995 F.2d 301 (D.C. Circuit, 1993). On remand in 50 F 87 [N]. Upheld in Treasury, Bureau of Engraving and Printing v. Federal Labor Relations Authority, No. 95-1499 (D.C. Circuit, 1996).
46. Providing for a 6 percent across-the-board pay increase under a five-step pay scale. Interior, Bureau of Mines and American Federation of Government Employees, 43 F 118 [NN]
47. Incorporating into the parties' collective bargaining agreement current wage schedules set by the Department of Defense Wage Fixing Authority so that the schedules may not be changed during the life of the agreement except as required by law or Government-wide regulation. Walla Walla Army Corps of Engineers and United Power Trades Organization, 44 F 93 [N]
48. Fixing basic compensation for overseas teachers. Department of Defense Dependents Schools and Overseas Education Association, 45 F 118 [NN]
49. Requiring the agency to pay employees at a certain hourly rate when assigned to certain details. General Services Administration and International Brotherhood of Police Officers, 47 F 30 [NN]
50. Establishing the method by which the salary of bargaining unit employees will be adjusted annually. Nuclear Regulatory Commission and National Treasury Employees Union, 47 F 95 [NN]
51. In establishing pilots' compensation, the agency will abide by the "intent of the U.S. Congress" in enacting title 5, United States Code, section 5348(b), specifying that pilots' pay may be adjusted in accordance with the wages and practices of the maritime industry. Panama Canal Commission and International Organization of Masters, Mates and Pilots, 51 F 32 [N]
52. Current bonus pay system and tropical differential will be eliminated and replaced with standard salaries. Panama Canal Commission and International Organization of Masters, Mates and Pilots, 51 F 32 [N]
53. Requiring the agency to pay detailed employees the locality pay applicable to the site to which they are detailed. Department of Veterans Affairs Medical Center, Newington, Connecticut and National Association of Government Employees, 53 F 47 [NN, GWR]
1. Specifying the rates of overtime pay to be paid under certain conditions. Nashville Army Corps of Engineers, 10 F 43 [NN]
2. Designating certain positions as special assignment positions which warrant additional compensation. National Capitol Region, 11 F 99 [NN]
3. A 10% pay increase for bonus pay for weekend or holiday work. Panama Canal Commission, 13 F 87 [NN]
4. Increasing tropical pay differential to 25%, exclusive of grade ceilings as provided by the Panama Canal Treaty. Panama Canal Commission, 13 F 87 [N]
5. Overtime compensation for bus chaperons when their duties extend beyond the normal school day. Fort Knox Dependents Schools, 25 F 95 [N]. Reversed in Fort Knox Dependent Schools v. Federal Labor Relations Authority, 875 F.2d 1179 (6th Circuit, 1989). Decision of 6th Circuit, vacated by Supreme Court in Federal Labor Relations Authority v. Fort Knox Dependent Schools. et al., 496 U.S. (1990).
6. Premium pay for employees of the Panama Canal Commission. Panama Canal Commission, 26 F 8 [N]
7. Compensation for overtime work of either compensatory time off or overtime pay. Illinois National Guard, 26 F 81 [NN]
8. Sunday premium pay for employees whose regular work schedule include Sunday work. Bureau of Reclamation, Rio Grande Project, 26 F 105 [N]. Reversed and remanded in Interior, Bureau of Reclamation, Rio Grande Project v. Federal Labor Relations Authority, 908 F.2d 570 (10th Circuit, 1990). Bureau of Reclamation, Rio Grande Project, 26 F 105 on remand [NN]
9. Dealing with shift differentials, premium pay and environmental pay. Corps of Engineers, 30 F 77 [NN]
10 Establishing ineligibility for overtime pay as a barrier to overtime assignments. Bureau of Engraving and Printing, 33 F 86 [NN]
11. Stating that employee's pay can not be reduced (the "save pay" provision). Interior, 35 F 31 on remand [NN]
12. Obligating the agency to pay overtime to employees who are delayed in leaving the installation at the end of their shift because of malfunctioning gates or other obstructions. Warner Robins Air Force Base and American Federation of Government Employees, 37 F 13 [N]. Reversed in Air Force v. Federal Labor Relations Authority, 952 F.2d 446 (D.C. Circuit, 1991).
13. Requiring overtime to be paid if the employees' return extends beyond regular duty time. Brockton/Roxbury Veterans Affairs Medical Center, 37 F 18 [NN]
14. Requiring the agency to make whole any employee who would have been entitled to overtime premium pay but for the agency's decision to unilaterally change its overtime practices. Newington Veterans Affairs Medical Center, 38 F 77 [N]
15. Part-time bargaining unit employees in nursing service who are assigned to work an eight hour shift of Sunday as part of their regularly scheduled tour of duty, shall receive 25% Sunday premium pay. Newington Veterans Affairs Medical Center, 38 F 23 [NN]
16. When an employee is called in to work for an overtime assignment, he or she will be paid from the time the employee leaves home up until the time the employee returns home after completing the assignment. National Park Service and American Federation of Government Employees, 51 F 25 [NN, LAW]
17. Granting a annual bonus to employees already holding Career Status II. Department of Defense Domestic Dependents, Elementary and Secondary Schools, Fort Bragg, North Carolina and Fort Bragg Association of Educators, 53 F 71 [N].
1. Establishing the percentage of profit realized from the overhaul projects to be paid to bargaining unit employees. Charleston Naval Shipyard, 32 F 15 [N]. Reversed in Charleston Naval Shipyard v. Federal Labor Relations Authority, 885 F. 2d 185 (4th Circuit, 1989).
2. Concerning the eligibility of current bargaining unit employees to participate in the profit sharing plan even if they retired before the profit sharing plan was implemented. Charleston Naval Shipyard, 32 F 15 [N]. Reversed in Charleston Naval Shipyard v. Federal Labor Relations Authority, 885 F. 2d 185 (4th Circuit, 1989).
1. Employees who are reassigned for more than 10 workdays to perform the duties of a special salary rate position will be compensated at the special salary rate. Internal Revenue Service and National Treasury Employees Union, 38 F 128 [N]
2. Employees who are detailed for more than 10 workdays to perform the duties of a special salary rate position will be compensated at the special salary rate. Internal Revenue Service and National Treasury Employees Union, 38 F 128 [NN]
3. Employees who are receiving special salary rates and are detailed to a post of duty where special salary rates do not apply shall continue to receive the special salary rates. Internal Revenue Service and National Treasury Employees Union, 38 F 128 [N]
4. Employees who are receiving special salary rates and are reassigned to a post of duty where special salary rates do not apply shall continue to receive the special salary rates. Internal Revenue Service and National Treasury Employees Union, 38 F 128 [NN]
1. Data for the Administrative support and Patron Services surveys will be collected by joint union-management teams, as in Crafts and Trades data, and will be presented to the Local Wage Survey Committee. Quantico Marine Corps, 2 F 58 [N]
2. Union to have the right to select the union representatives who would participate in a wage survey. Pennsylvania National Guard, 7 F 52 [NN]
3. Agency to participate in the Chicago Hospital Council's wage survey. North Chicago Veterans Affairs Medical Center, 27 F 77 [N]
4. Concerning the processing of data obtained from a wage survey. Department of Defense Dependents Schools, 29 F 61 [NN]
5. Wage survey results be agreed to. Department of Defense Dependents Schools, 29 F 61 [NN]
6. The local medical center undertake annual surveys of nurses' salaries in the local community and recommended adjustments of the salaries of its nurses accordingly. Wood Veterans Affairs Medical Center, 29 F 62 [N]
7. Periodic surveys of nurse pay in private sector. Bronx Veterans Affairs Medical Center, 30 F 89 [N]
8. Providing that, in determining the prevailing wage rate for employees, a bonus paid by one of the four companies surveyed to determine the prevailing rate will be considered as part of the base pay for that company. Bureau of Reclamation and International Brotherhood of Electrical Workers, 39 F 120 [NN]
9. Negotiating pay and money-related fringe benefits covering employees under the Prevailing Rate System Act of 1972. Langley Air Force Base and National Association of Government Employees, 40 F 15 [NN]
10. Special pay for Data Review Technicians. Social Security Administration and American Federation of Government Employees, 49 F 54 [N]
11. A joint survey of pilot's wages and practices will be conducted every 3 years. Panama Canal Commission and International Organization of Masters, Mates and Pilots, 51 F 32 [N]
1. Paying mileage from residence to duty station other than employee's headquarters. Food Safety and Quality Service, 8 F 25 [N]
2. Guarantee of sufficient funds to pay transferred employees for five years. General Services Administration, 9 F 108 [NN]
3. Agency to pay various license, inspection or registration fees, such as those for vehicles and trailers. Panama Canal Commission, 13 F 87 [NN]
4. Holiday pay and sick leave for temporary employees who are outside the bargaining unit. Defense Logistics Agency, 14 F 91 [NN]
5. Establishing the amount of the horse and necessary equipment allowance for employees who are required, as a condition of employment, to maintain a horse, trailer, and related equipment. Agriculture, 21 F 89 [N]
6. Agency to determine whether employees at GS-11 or above have rebutted presumption that they are non-exempt for Fair Labor Standard Act purposes. Navy Pacific Missile Test Center, 24 F 94 [NN]
7. Concerning salary and benefits. Fort Stewart Schools, 28 F 67 [N]
8. Authorizing the union to review and comment on data used to determine employee salary schedules. Fort Stewart Schools, 28 F 67 [N]
9. Giving employees extra days of compensation for loss of preparation time. Department of Defense Dependents Schools, 29 F 49 [NN]
10. Negotiating the pay status of such technicians while they were attending training that applies to the military aspects of technician employment. Connecticut National Guard, 29 F 86 [NN]
11. The use of the agency's imprest fund or other appropriate fund to pay for the 3 weekdays. Bureau of Alcohol, Tobacco and Firearms, 38 F 29 [NN]
12. Requiring the agency to reimburse employees for any loss of funds incurred as a result of the cancellation of leave by the agency. Langley Air Force Base and National Association of Government Employees, 40 F 15 [N]
13. Mandating that the agency charge its patrons a 20 percent surcharge on prices for certain services rendered. Langley Air Force Base and National Association of Government Employees, 40 F 15 [NN]
14. Requiring the agency to place employees in a paid status while they are changing into and out of the required protective clothing. Mare Island Naval Shipyard and Metal Trades Council, 41 F 13 [NN]
15. Requiring the agency to place employees in a paid status while they are changing into and out of the required protective clothing. Mare Island Naval Shipyard and Planners, Estimators, Progressmen and Schedulers Association, 41 F 31 [NN]
16. Requiring that GS and WG employees receive hazard pay for exposure to tobacco smoke. Veterans Affairs and National Association of Government Employees, 43 F 42 [N]. Reversed in Veterans Affairs v. Federal Labor Relations Authority, No. 92-1111 (D.C. Circuit, May 26, 1993). Unpublished.
17. Requiring the agency to compensate various employees who report for work as scheduled but are prevented from performing duties because of circumstances beyond their control. Fort A.P. Hill and American Federation of Government Employees, 44 F 1 [N]
18. Requiring standby pay for employees assigned to a closed fire camp. Forest Service and National Federation of Federal Employees, 45 F 120 [NN]
19. Concerning pay retention for disabled employees who are reassigned to lower-paid jobs. Panama Canal Commission and National Marine Engineers Beneficial Association/ National Maritime Union, 45 F 127 [N]
20. Providing compensation to union representatives who perform representational activities outside of their duty hours. St. Louis Army Reserve Personnel Center and American Federation of Government Employees, 46 F 143 [NN]
21. A proposal obligating the agency to reimburse employees' job-related license fees. Army Corps of Engineers and United Power Trades Organization, 48 F 24 [NN, LAW]. Upheld in United Power Trades Organization v. Federal Labor Relations Authority, 60 F.3d 835 (9th Circuit,, 1995).
22. Requiring the agency to reimburse an employee for the cost of corrective lenses certified by a private physician as necessary for the employee to operate a VDT. Internal Revenue Service and National Treasury Employees Union, 49 F 94 [NN, LAW]
23. Requiring the agency to reimburse an employee for the cost of an eye examination by a private physician if the physician prescribes corrective lenses or a change in existing lenses due to the use of a VDT. Internal Revenue Service and National Treasury Employees Union, 49 F 94 [NN, LAW]
Page created 6 March 1998
