ATTACHMENT 9 SPECIAL LABOR AGREEMENT INFORMATION RETRIEVAL SYSTEM (LAIRS) SURVEY, APRIL 1974 The distribution of exclusive units by number of employees shows that 84% of recognitions cover fewer than 500 employees, and more than one half (53%) cover less than 100. Coupled with the fact that the average unit size is 312 employees (corresponding figure for 1972 was 319), there is a strong suggestion here that fragmentation of bargaining units is a prominent characteristic of the Federal labor relations program. As indicated in the report, 1,283 out of 2,400 agreements contain provisions for binding arbitration. 615,469 employees are covered by the provision of these arbitration clauses. Records available in our office show that more than 372 grievance-arbitration awards have been rendered since the inception of ExecuOrder 10988. (This includes a large number of arbitrations connected with unit-determination issues under E.O. 10988.) Additionally, 161 agreements covering 72,509 employees provide for advisory arbitration in adverse action cases. Whether the nature of the arbitrations is binding or advisory, 1,452 agreements covering 643,727 employees permit official time to be used by employee participants in the process. Frequently this also includes, in addition to aggrieved employee, employees who are representatives of the union or witnesses called by either party. A survey of these awards reveals that a variety of issues have been addressed. Included are: pay policies, incentive awards, overtime, promotion, wage survey, sick leave, annual leave, performance evaluation, discipline, work scheduling, work assignment, training and representation. ATTACHMENT 10 SUMMARY OF COMPARISONS OF RETIREMENT, LIFE INSURANCE, HEALTH BENEFITS AND OTHER MAJOR EMPLOYEE BENEFIT PROGRAMS, DECEMBER 1973 The U.S. Civil Service Commission has recently completed a study of retirement, life insurance, health benefits, holiday, and sick and annual leave programs provided by 25 leading employers. Recognizing that employers spend benefit dollars in different ways, often providing one benefit at the expense of another, the Commission wanted to find out how the government compares with these other employers on the basis of 6 fringe benefits, individually and overall. Employer contribution to life insurance, age and service requirements for optional retirement, number of holidays granted each year, health insurance coverage for surgical expenses-these are but a few of the benefit features the CSC considered. Various features of the other employers' benefit programs were compared to the Federal counterpart and rated as being comparable to, or more or less liberal than, the Federal. The same determination was made for each benefit and then for the total benefits package. The results were: One employer provided retirement benefits more liberal than the government's; 14 provided comparable benefits; 10 provided less liberal benefits; Three employers provided a holiday, sick and annual leave program more liberal than the government's; 3 provided comparable programs; 19 provided less liberal programs; One employer provided a health insurance program more liberal than the government's; 7 provided comparable programs; 17 provided less liberal programs; and Five employers provided life insurance programs more liberal than the government's; 3 provided comparable programs; 17 provided less liberal programs. Overall, of the 25 other employers included in the sample only the State of New York offers its employees a fringe benefits package that is more liberal than the Federal government's. The benefits packages offered by Baltimore, General Motors, Maryland, St. Louis, and U.S. Steel are comparable to the government package. Within their packages, some individual benefits are more liberal, while other are comparable. and still others are less liberal. A limited benefit feature in one category can be balanced or more than offset by a more liberal feature in another category. Private employers: Bank of America, E. I. du Pont de Nemours & Co., General Electric, General Motors Corp., International Business Machines Corp., Pacific Gas & Electric Co.. J. C. Penney Co., Inc., The Prudential Insurance Co. of America, Standard Oil Co. (New Jersey), Traveler's Insurance Co., United Airlines, and United States Steel Corp. Public employers: Baltimore, California, Dallas, Georgia, Maryland, Michigan, Minnesota, Mississippi, New York State, Phoenix, St. Louis, Virginia, and Wisconsin. (123) 34-619 O-74-9 ATTACHMENT NO. 1 1 Comparison of Executive Order 11491, as Amended, to Bills on Federal Labor Management Relations Labor-Management Relations in the Federal Service Labor-Management Act of 1973 (To amend Sec. 2(a) H.R. 13 (Brasco)/S. 351 (McGee) H.R. 9784 (Ford) Federal Employee Labor-Management Federal Employee Labor-Management organization extends to participation in its management and acting as a representative, including presentation of its views to officials of the Executive branch, the Congress, or other appropriate authority. Head of agency to assure that employees informed of rights and that no interference, restraint, coercion, or discrimination is practiced within agency to encourage or discourage membership in a labor organization. [1(a).] Congress, or to a committee or member thereof". [7102; 7103(b)(1); 7117(a) (2); 7117(c).] Right to be an officer or representa- Similar. [7103(b) (2)] tive, except a supervisor may not participate in the management or representation of a labor organization (other than as excepted by sec. 24) nor may an employee where there would be conflict or apparent conflict of interest or incompatability with law or official duties. [1(b)] ing membership, but does not prohibit encouraging membership. At request of organization employees required to become members (union shop) or pay equivalent dues (agency shop) as condition of employment. Would permit representation of supervisors and managers with rankand-file employees. [201 (j) (k); 101 (b); 701(a)(2).] ship other than requiring as condition of employment union membership and payment of dues (union shop) or pay equivalent dues (agency shop). Supervisors and managers can be represented together with rank and file employees under certain conditions. [2(a); 5(a) (c); 6(f); (10).] Does not limit supervisors and man- Same limitations as noted above. agers from being involved in manage ment of labor organizations. [101] H.R. 10700 (Henderson) Similar, but includes individuals no longer employed relative to an unfair labor practice under section 7109; and those employed at Veterans' Canteen Service, Veterans Administration, described in section 5102 (c) (14) of USC 5. Specifically excludes employees in Foreign Service who are paid under Chapter 14 or 14A or section 2385(d) of title 22; aliens and noncitizens employed outside US; employees stationed in Canal Zone; and members of the uniformed services. President can exclude employees working in locations where intelligence, investigative, or security work is performed and national security requirements and considerations are involved. [7103(a) (2)] • Supervisor: an employee having au- Similar. [7103 (a) (8)] thority, in the interest of an agency to hire, transfer, suspend, lay off, recall, promote, discharge, assign, reward, or discipline other employees, or responsibility to direct them, or to evaluate their performance, or to adjust their grievances, or effectively to recommend such action, if in connection with the foregoing the exercise of authority is not of a merely routine or clerical nature, but requires the use of independent judgment. [2(c)] Guard: an employee assigned to enforce against employees and other persons rules to protect agency Similar. [7103 (n) (11)] |