The Federal Government will Become America's Model Employer for the 21st Century.
Recruit, Retain and Honor a World-Class Workforce to Serve the American People.
Review the Federal Employees Group Life Insurance (FEGLI) Handbook
Answering your questions about Healthcare and Insurance
Manage your retirement online.
Human Resources and Security Specialists should use this tool to determine the correct investigation level for any covered position within the U.S. Federal Government.
OPM’s Human Resources Solutions organization can help your agency answer this critically important question.
Developing senior leaders in the U.S. Government through Leadership for a Democratic Society, Custom Programs and Interagency Courses.
Visit this federal site to search for our regulatory notices, proposed and final rules.
See the latest tweets on our Twitter feed, like our Facebook pages, watch our YouTube videos, and page through our Flickr photos.
The content available is no longer being updated and as a result you may encounter hyperlinks which no longer function. You should also bear in mind that this content may contain text and references which are no longer applicable as a result of changes in law, regulation and/or administration.
Dear Mr. [xxx]:
We have completed our review of your claim for Sunday Premium Pay and have determined that the Office of Personnel Management (OPM) cannot render a decision concerning this matter.
The record shows that while employed as a Security Police Officer, you were part of a unit covered by a Collective Bargaining Agreement. In October 1993, shift changes were made affecting all Security Police Officers. Since nonmanagement personnel are members of the [labor union], the union was contacted as to the proper course of action to be taken. The union informed management that a survey of the members of the unit indicated that a majority of unit personnel favored a duty hour change.
Our Office cannot take jurisdiction over the claim of a federal employee on a matter that is subject to the negotiated grievance procedure under a collective bargaining agreement between the employees agency and union, unless that matter is or was specifically excluded from the agreements grievance procedure. This is because the courts have found that Congress intended that such a grievance procedure is to be the exclusive remedy for matters not excluded from the grievance process.
Cecil E. Riggs, et al.,
B-222962.3, April 23, 1992.
In the present case the negotiated grievance procedure was available to you when your claim arose, that grievance procedure was your exclusive remedy. The fact that you may have failed to take advantage of that procedure when it was available does not create jurisdiction in our Office to consider a claim over which we had no jurisdiction when it arose. Accordingly, we decline to assert jurisdiction or issue a decision concerning this matter.
Joann Charleston Adjudicator