Representational/Steward Resources

Please Note: The Steward Resources Page is still under development.  Additional pages and links will be added as soon as possible.

The most important written resource for NFFE Local 1998 Union representatives is the NFFE Local 1998 Steward Manual, which is included below and in the link on the right.  This page also includes a few "case studies" in handling issues that have arisen in the past.  Scroll down below the Steward Manual to see the case studies.  

For information on work schedules (including compressed work schedules), click on this link: WORK SCHEDULES.  

For samples of grievances, click on this link: GRIEVANCE SAMPLES.  
 

The NFFE Local 1998 Steward Manual is made up of 19 chapters, which are listed below.  Each chapter will have a link in the upper right hand corner that says "printer friendly version".  Until then, if you would like a printed version, please right-click on the title of each of the 19 chapters below, and then select "Open in New Window".  Then print out the page using the print option on your Internet Explorer browser. 

For information on obtaining training to be a Union Steward (including attending classes at the IAMAW's Winpisinger Technology and Education Center in Placid Harbor, Maryland), please click on the link to Chapter 8.  

The title of the far right hand column is "Representational or Internal Union Business?"  If the chapter is "representational, then it may (and should) be read on official time by the Union Steward.  If the chapter is "internal Union business", then it must be read on personal/non-work time, such as at home on the weekend, or during break or lunch, or after work.  

 

NFFE Local 1998 Steward Manual 
Chapter and Title Contents Representational or Internal Union Business? 
Chapter 1: Introduction  Introduction to the Steward Manual.  Brief information on who we are, our bylaws, our contract, and our history.   REPRESENTATIONAL
Chapter 2: Website Info Explanation of the www.nffe1998.org website.  Includes link-by-link explanation of the main table of contents.  Also explains how to save the website as a "favorite".   REPRESENTATIONAL
Chapter 3: Officer Duties Basic duties of the Union representative. Explains officer structure. Information on the Union website, newsletter, bulletin board, cabinet, officer list, membership list, and bargaining unit employee email distribution list  Mostly REPRESENTATIONAL but partly Internal Union Business
Chapter 4: Orientation How to conduct an orientation of new employees.  REPRESENTATIONAL
Chapter 5: Membership The importance of membership.  The rights of Union members.  Recruiting new members.  Information on the membership list and membership cards.  Internal Union Business
Chapter 6: Bylaws & Elections The NFFE Local 1998 bylaws - the rules that govern our internal decision-making.  How to run an election.   Internal Union Business
Chapter 7: Union Contacts How to contact NFFE National Business Representatives and Staff for representational guidance.  Includes mailing addresses, email addresses, and phone numbers.   REPRESENTATIONAL
Chapter 8: Training What kinds of representational training are available to you, and how to obtain training.   REPRESENTATIONAL
Chapter 9: Rep Issues Covers issues like Union Principles, the Duty of Fair Representation, official time, what is internal Union business, Weingarten Rights, formal meetings, and changes in working conditions.   REPRESENTATIONAL
Chapter 10: Legal Authorities Addresses the Federal Service Labor Management Relations Statute, the Code of Federal Regulations, the Foreign Affairs Manual, and other legal authorities.   REPRESENTATIONAL
Chapter 11: Contract Issues Explanation of various parts of the July 3, 2001 collective bargaining agreement, including the grievance procedure, negotiations, promotions, evaluations, and work schedules.  REPRESENTATIONAL
Chapter 12: UMC Meetings Explains what a Union/Management Council (UMC) meeting is and how to conduct one.   REPRESENTATIONAL
Chapter 13: Negotiations Explains numerous topics and provides guidance on how to conduct negotiations.  Topics include mid-term bargaining, bargaining in good faith, Negotiability, Management Rights, and "substantive" vs. "I&I" bargaining.   REPRESENTATIONAL
Chapter 14: Complaints How to handle complaints - including deciding whether to take no action, file a grievance, file a ULP, or take some other action.  Includes a link to a blank NFFE Local 1998 Complaint Form.    REPRESENTATIONAL
Chapter 15: Grievances How to file grievances, including step-by step process.  Also includes over 30 sample grievances.   REPRESENTATIONAL
Chapter 16: ULPs Information on how to file Unfair Labor Practice Charges.  Includes some samples.  REPRESENTATIONAL
Chapter 17: Other Actions Information on complaints filed with the EEO, MSPB, OSC, and Worker's Compensation claims.   REPRESENTATIONAL
Chapter 18: Glossary A glossary of labor/management terms useful for the Union Steward to perform and understand representational functions. REPRESENTATIONAL
Chapter 19: Miscellaneous   REPRESENTATIONAL

Updated 6-15-2008

 

 Case Studies in representational situations
 

The following case studies are still under construction....  

 

 

 

Case Study # 1: Management forces new employees to work the night shift and 4/10 CWS 
Date  Event  Description 
5-1-2006 Beginning/Background The Union and Management at PPT/WN negotiated a local work schedule agreement that specifically did not include a 4/10 CWS and did not include a night shift.  
     
     
     
     
     
     
     
1-15-2008 Step 3 Grievance The Union files a Step 3 Grievance with Passport Services HQ.
  Arbitration request  The Union invoked arbitration
     
     
     
     
     
     
     
     
     
  Settlement Agreement   
5-27-2008 Implementation of settlement Eight PPT/WN employees who were forced to move to the night shift report to duty on the day shift as a result of the settlement.  
6-13-2008 Implementation of settlement For all offices across PPT, the deadline passes at 8:00 PM for others on the night shift or second shift who did not receive "fair warning" that they would be required to work the night or second shift.  
     
     
     
     
Case Study # 2: Management makes unilateral change in work schedules/eliminates some CWS, and declares the Union's proposals to be nonnegotiable 
Date Event Description 
9-5-2001 Beginning/Background The Union and Management at PPT/SE negotiated a local work schedule agreement that provided for eight specific CWS, and determined the earliest and latest and employee could work.  
2003   Management notifies Union of proposal to change work schedule agreement, including eliminating three of the eight CWS.  
    The Union invokes its right to bargain. 
  Union/Management Council meetings  The parties discuss the proposals at the Union/Management Council meetings. That does not lead to a final resolution.  
  Formal bargaining  The parties enter into formal bargaining.  That does not lead to a final resolution.  
7-1-2003 Effort at resolution One of the Union negotiators makes another attempt at resolving the dispute, but that effort fails.  
7-10-2003 Declaration of nonnegotiability  Management declares the Union's proposals "nonnegotiable".  
7-23-2003 Negotiability appeal  The Union files a negotiability appeal to the FLRA in response to Management's declaration of nonnegotiability.  
7-25-2003 Union Grievance The Union files a grievance concerning 5 alleged violations of the collective bargaining agreement.  The grievance is submitted as an "Informal Grievance" in accordance with Article 20, Section 6 of the CBA.  
8-25-2003 Management response to the grievance  Management denies the grievance, and also disagrees with the Union filing the grievance as a "step" grievance.  Management treats the grievance as if it was a "Grievance Between the Parties", governed by Article 20, Section 8 of the CBA.  
9-23-2003 Arbitration request The Union invokes arbitration.  The Union accepted Management view that the dispute should have been filed as an Article 20, Section 8 Grievance Between the Parties, meaning that arbitration had to be requested within 30 days after Management's 8-25-2003 denial.   
10-2003 FLRA conference call In connection to the negotiability appeal, the FLRA held a conference call for the Union and Management to discuss the meaning of the Union's proposals and the affect or relationship of the grievance on the negotiability appeal.  
11-6-2003    

Management Position Statement on Negotiability Appeal

11-21-2003    

Union Position Statement on Negotiability Appeal
12-10-2003    

Management Response on Negotiability Appeal
2-26-2004    

Union Arbitration Brief
2-26-2004    

Management Arbitration Brief
3-11-2004    

Union Rebuttal of Management's Arbitration Brief
3-11-2004    

Management Rebuttal of Union's Arbitration Brief
8-17-2004 FLRA's decision The FLRA issued its decision on the Union's negotiability appeal.  The FLRA ruled that all of the Union's proposals were negotiable - meaning that Management had an obligation to bargain over them.  The FLRA ordered Management to return to the bargaining table.  
10-6-2004    

Proposed Settlement Agreement (Proposed by the Union)
10-6-2004    

Seattle Response to Settlement Agreement
10-26-2004    

Union Opening Statement for Arbitration
11-17-2004    

Seattle Work Schedules Agreement
11-29-2004 Settlement Agreement The parties sign a Settlement Agreement that resolves the dispute once and for all. 
  Implementation of settlement agreement