Unfair Labor Practice Proceedings, 5003-5007 [2010-2047]

Agencies

• Federal Labor Relations Authority

[Federal Register Volume 75, Number 20 (Monday, February 1, 2010)]
[Proposed Rules]
[Pages 5003-5007]
From the Federal Register Online via the Government Printing Office [www.gpo.gov]
[FR Doc No: 2010-2047]


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Proposed Rules
                                                Federal Register
________________________________________________________________________

This section of the FEDERAL REGISTER contains notices to the public of 
the proposed issuance of rules and regulations. The purpose of these 
notices is to give interested persons an opportunity to participate in 
the rule making prior to the adoption of the final rules.

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Federal Register / Vol. 75, No. 20 / Monday, February 1, 2010 / 
Proposed Rules

[[Page 5003]]



FEDERAL LABOR RELATIONS AUTHORITY

5 CFR Part 2423


Unfair Labor Practice Proceedings

AGENCY: Office of the General Counsel, Federal Labor Relations 
Authority.

ACTION: Notice of proposed rulemaking.

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SUMMARY: The General Counsel of the Federal Labor Relations Authority 
(FLRA) proposes to revise portions of its regulations regarding unfair 
labor practice (ULP) proceedings (Part 2423, subpart A). In keeping 
with the Chairman's focus on the revitalization of the mission of the 
FLRA, the purpose of the proposed revisions is to clarify the Office of 
the General Counsel's (OGC) role in facilitating the resolution of 
disputes and in providing training and educating the FLRA's customers 
about their rights and responsibilities under the Federal Service 
Labor-Management Relations Statute (Statute). The revisions also 
clarify certain administrative matters relating to the filing and 
investigation of ULP charges. These revisions establish the OGC's 
leadership role in providing guidance on Alternative Dispute Resolution 
(ADR) techniques to union and agency representatives to strengthen 
labor-management relationships that will aid in resolving disputes 
short of litigation. These amended regulations are also consistent with 
the purposes underlying Executive Order 13522 (EO 13522) on Creating 
Labor-Management Forums to Improve Delivery of Government Services, 
issued on December 9, 2009, by President Obama. EO 13522 provides a 
platform from which a cooperative and productive form of labor-
management relations throughout the executive branch of the Federal 
government will be established. The FLRA will play a prominent role in 
providing services, i.e., training; materials and guidances; and 
facilitation, which are needed to accomplish the objectives of EO 
13522. With renewed attention to customer service, the OGC will use its 
expertise to foster successful labor-management relations through the 
training of union representatives and agency personnel in dispute 
resolution and cooperative methods of labor-management relations. 
Implementation of the proposed regulatory changes will also enhance the 
purposes and policies of the Statute by promoting the resolution of 
disputes at an early stage, thereby preventing ULPs and/or reducing the 
need to file ULP charges, which will lower costs to the public.

DATES: Comments must be received on or before March 3, 2010.

ADDRESSES: Mail or deliver written comments to the Office of the 
General Counsel, Federal Labor Relations Authority, 1400 K Street, NW., 
Second Floor, Washington, DC 20424. Comments may also be e-mailed to 
dwalsh@flra.gov.

FOR FURTHER INFORMATION CONTACT: Dennis P. Walsh, Deputy General 
Counsel, at the address for the Office of the General Counsel or by 
telephone number (202) 218-7741, facsimile number (202) 482-6608.

SUPPLEMENTARY INFORMATION: The OGC of the FLRA proposes modifications 
to the existing rules and regulations in subpart A of title 5 of the 
Code of Federal Regulations regarding the prevention of ULPs. On 
February 19, 2008, after the OGC effectively provided critical ADR, 
training and education services for over 10 years, these regulations 
were revised to prohibit offering any type of pre-investigation or pre-
complaint assistance to the parties. The major purpose of these 
revisions is to restore the ADR, training and education program. The 
General Counsel offers the OGC staff's services to assist the parties 
in working collaboratively to resolve labor-management relations 
disputes. These regulations are consistent with internal OGC policies 
concerning the prevention and resolution of ULP disputes and the 
investigation of ULP charges.

Sectional Analyses

    Sectional analyses of the revisions to Part 2423--Unfair Labor 
Practice Proceedings are as follows:

Part 2423--Unfair Labor Practice Proceedings

Section 2423.0

    This part is applicable to any charge of an alleged ULP pending or 
filed with the Authority on or April 1, 2010.

Subpart A--Filing, Investigating, Resolving, and Acting on Charges

Section 2423.1

    Paragraph (a) has been revised to reflect that the OGC may, in 
appropriate circumstances, make Regional Office staff available to 
assist parties in identifying issues and interests with a goal of 
resolving disputes before they ripen into ULP charges. The OGC does not 
believe that its position of neutrality is compromised by providing the 
parties with pre-charge assistance in the settlement of disputes.
    Paragraph (b) is new. The rationale for the revision to paragraph 
(a), to assist the parties in resolving disputes before a charge has 
been filed, also pertains to paragraph (b), which concerns the 
resolution of ULP disputes after a charge has been filed.

Section 2423.2

    This section is revised to restore the ADR services provision of 
this regulation that was in effect before February 18, 2008. The OGC 
has historically been successful in assisting employees, labor 
organizations, and agencies in avoiding and resolving labor-management 
conflict. The use of a problem-solving approach, along with 
intervention, training, and education services, provides the 
participants in the Federal sector labor-management relations program 
with an alternative to adversarial and costly litigation. As stated in 
the Summary above, the provision of these services supports the purpose 
underlying EO 13522.

Section 2423.3

    This section, which identifies who may file a ULP charge, is 
unchanged.

Section 2423.4

    This section, describing the content of a ULP charge, is 
substantially unchanged. Paragraph (b) is revised to track more closely 
the statutory provision regarding the timeliness of a ULP charge.

[[Page 5004]]

Section 2423.5

    This section, which is reserved, is unchanged.

Section 2423.6

    This section is unchanged.

Section 2423.7

    This section, which is reserved, is unchanged.

Section 2423.8

    This section, which provides for the investigation of charges, is 
substantially unchanged. The proposed revision deletes the reference to 
the neutral and unbiased nature of unfair labor practice investigations 
that was incorporated in the February 18, 2008 revision of this 
regulation. As a public prosecutor, the Office of the General Counsel 
always strives to complete unfair labor practice investigations in a 
neutral and unbiased manner. Therefore, any additional reference is 
unnecessary.

Section 2423.9

    This section is unchanged.

Section 2423.10

    This section is unchanged.

Section 2423.11

    The proposed revision to paragraph (a) clarifies that the Regional 
Director retains discretion concerning the notification of the parties 
when a decision has been made to dismiss a charge. Because the Charging 
Party bears the burden of presenting evidence to support its ULP 
allegation(s), the Region will first inform the Charging Party of the 
Regional Director's decision and will afford the Charging Party an 
opportunity to request withdrawal of the charge. The proposed 
regulations no longer require that the Regional Director must inform 
the Charged Party of the determination to dismiss the charge before the 
Charging Party has been afforded the opportunity to withdraw the 
charge. The OGC does not believe that its position of neutrality is 
comprised by providing the Charging Party with this opportunity before 
informing the Charged Party of the decision to dismiss the charge.

Section 2423.12

    Paragraph (a) of this section has been deleted. As referenced above 
with regard to section 2423.2, the OGC's involvement in the provision 
of ADR services is not restricted to a point in time after a Regional 
Director has determined to issue a complaint.
    Paragraph (b) of this section is revised and redesignated as 
paragraph (a). The words ``but after a merit determination by the 
Regional Director'' are unnecessary and therefore have been deleted.
    Paragraph (c) of this section is redesignated as paragraph (b) and 
is revised to add the grounds for granting an appeal of a Regional 
Director's approval of a unilateral settlement agreement and to 
reference the applicable paragraphs of section 2423.11 concerning the 
process for obtaining review of a Regional Director's approval of a 
unilateral settlement agreement.

Regulatory Flexibility Act Certification

    Pursuant to section 605(b) of the Regulatory Flexibility Act, 5 
U.S.C. 605(b), the General Counsel of the FLRA has determined that this 
regulation, as amended, will not have a significant impact on a 
substantial number of small entities, because this rule applies to 
federal employees, federal agencies, and labor organizations 
representing federal employees.

Unfunded Mandates Reform Act of 1995

    This rule change will not result in the expenditure by state, 
local, and tribal governments, in the aggregate, or by the private 
sector, of $100,000,000 or more in any one year, and it will not 
significantly or uniquely affect small governments. Therefore, no 
actions were deemed necessary under the provisions of the Unfunded 
Mandates Reform act of 1995.

Small Business Regulatory Enforcement Fairness Act of 1996

    This action is not a major rule as defined by section 804 of the 
Small Business Regulatory Enforcement Fairness Act of 1996. This rule 
will not result in an annual effect on the economy of $100,000,000 or 
more; a major increase in costs or prices; or significant adverse 
effects on competition, employment, investment, productivity, 
innovation, or on the ability of United States-based companies to 
compete with foreign-based companies in domestic and export markets.

Paperwork Reduction Act of 1995

    The amended regulations contain no additional information 
collection or record keeping requirements under the Paperwork Reduction 
Act of 1995, 44 U.S.C. 3501, et seq.

List of Subjects in 5 CFR Part 2423

    Administrative practice and procedure, Government employees, Labor 
management relations.

    For these reasons, the General Counsel of the Federal Labor 
Relations Authority proposes to amend 5 CFR Part 2423 as follows:

PART 2423--UNFAIR LABOR PRACTICE PROCEEDINGS

    1. The authority citation for part 2423 continues to read as 
follows:

    Authority:  5 U.S.C. 7134.

    2. Section 2423.0 is revised to read as follows:


Sec.  2423.0  Applicability of this part.

    This part is applicable to any charge of alleged unfair labor 
practices pending or filed with the Authority on or after April 1, 
2010.
    3. Subpart A of Part 2423 is revised to read as follows:
Subpart A--Filing, Investigating, Resolving, and Acting on Charges
Sec.
2423.1 Resolution of unfair labor practice disputes prior to a 
Regional Director determination whether to issue a complaint.
2423.2 Alternative Dispute Resolution (ADR) services.
2423.3 Who may file charges.
2423.4 Contents of the charge; supporting evidence and documents.
2423.5 [Reserved]
2423.6 Filing and service of copies.
2423.7 [Reserved]
2423.8 Investigation of charges.
2423.9 Amendment of charges.
2423.10 Action by the Regional Director.
2423.11 Determination not to issue complaint; review of action by 
the Regional Director.
2423.12 Settlement of unfair labor practice charges after a Regional 
Director determination to issue a complaint but prior to issuance of 
a complaint.
2423.13-2423.19 [Reserved]

Subpart A--Filing, Investigating, Resolving, and Acting on Charges


Sec.  2423.1  Resolution of unfair labor practice disputes prior to a 
Regional Director determination whether to issue a complaint.

    (a) Resolving unfair labor practice disputes prior to filing a 
charge. The purposes and policies of the Federal Service Labor-
Management Relations Statute can best be achieved by the collaborative 
efforts of all persons covered by that law. The General Counsel 
encourages all persons to meet and, in good faith, attempt to resolve 
unfair labor practice disputes prior to filing unfair labor practice 
charges. If requested, or agreed to by both parties, a representative 
of the Regional Office, in appropriate circumstances, may participate 
in these meetings to assist the parties in identifying the issues and

[[Page 5005]]

their interests and in resolving the dispute. Attempts by the parties 
to resolve unfair labor practice disputes prior to filing an unfair 
labor practice charge do not toll the time limitations for filing a 
charge set forth at 5 U.S.C. 7118(a)(4).
    (b) Resolving unfair labor practice disputes after filing a charge. 
The General Counsel encourages the informal resolution of unfair labor 
practice allegations subsequent to the filing of a charge and prior to 
a determination on the merits of the charge by a Regional Director. A 
representative of the appropriate Regional Office, as part of the 
investigation, may assist the parties in informally resolving their 
dispute.


Sec.  2423.2  Alternative Dispute Resolution (ADR) services.

    (a) Purpose of ADR services. The Office of the General Counsel 
furthers its mission and implements the agency-wide Federal Labor 
Relations Authority Collaboration and Alternative Dispute Resolution 
Program by promoting stable and productive labor-management 
relationships governed by the Federal Service Labor-Management 
Relations Statute and by providing services that assist labor 
organizations and agencies, on a voluntary basis to:
    (1) Develop collaborative labor-management relationships;
    (2) Avoid unfair labor practice disputes; and
    (3) Informally resolve unfair labor practice disputes.
    (b) Types of ADR Services. Agencies and labor organizations may 
jointly request, or agree to, the provision of the following services 
by the Office of the General Counsel:
    (1) Facilitation. Assisting the parties in improving their labor-
management relationship as governed by the Federal Service Labor-
Management Relations Statute;
    (2) Intervention. Intervening when parties are experiencing or 
expect significant unfair labor practice disputes;
    (3) Training. Training labor organization officials and agency 
representatives on their rights and responsibilities under the Federal 
Service Labor-Management Relations Statute and how to avoid litigation 
over those rights and responsibilities, and on using problem-solving 
and ADR skills, techniques, and strategies to resolve informally unfair 
labor practice disputes; and
    (4) Education. Working with the parties to recognize the benefits 
of, and establish processes for, avoiding unfair labor practice 
disputes, and resolving any unfair labor practice disputes that arise 
by consensual, rather than adversarial, methods.
    (c) ADR services after initiation of an investigation. As part of 
processing an unfair labor practice charge, the Office of the General 
Counsel may suggest to the parties, as appropriate, that they may 
benefit from these ADR services.


Sec.  2423.3  Who may file charges.

    (a) Filing charges. Any person may charge an activity, agency or 
labor organization with having engaged in, or engaging in, any unfair 
labor practice prohibited under 5 U.S.C. 7116.
    (b) Charging Party. Charging Party means the individual, labor 
organization, activity or agency filing an unfair labor practice charge 
with a Regional Director.
    (c) Charged Party. Charged Party means the activity, agency or 
labor organization charged with allegedly having engaged in, or 
engaging in, an unfair labor practice.


Sec.  2423.4  Contents of the charge; supporting evidence and 
documents.

    (a) What to file. The Charging Party may file a charge alleging a 
violation of 5 U.S.C. 7116 by completing a form prescribed by the 
General Counsel, or on a substantially similar form, that contains the 
following information:
    (1) The name, address, telephone number, facsimile number (where 
facsimile equipment is available), and e-mail address of the Charging 
Party;
    (2) The name, address, telephone number, facsimile number (where 
facsimile equipment is available), and e-mail address of the Charged 
Party;
    (3) The name, address, telephone number, facsimile number (where 
facsimile equipment is available), and e-mail address of the Charging 
Party's point of contact;
    (4) The name, address, telephone number, facsimile number (where 
facsimile equipment is available), and e-mail address of the Charged 
Party's point of contact;
    (5) A clear and concise statement of the facts alleged to 
constitute an unfair labor practice, a statement of how those facts 
allegedly violate specific section(s) and paragraph(s) of the Federal 
Service Labor-Management Relations Statute and the date and place of 
occurrence of the particular acts; and
    (6) A statement whether the subject matter raised in the charge:
    (i) Has been raised previously in a grievance procedure;
    (ii) Has been referred to the Federal Service Impasses Panel, the 
Federal Mediation and Conciliation Service, the Equal Employment 
Opportunity Commission, the Merit Systems Protection Board, or the 
Office of the Special Counsel for consideration or action;
    (iii) Involves a negotiability issue raised by the Charging Party 
in a petition pending before the Authority pursuant to part 2424 of 
this subchapter; or
    (iv) Has been the subject of any other administrative or judicial 
proceeding.
    (7) A statement describing the result or status of any proceeding 
identified in paragraph (a)(6) of this section.
    (b) When to file. Under 5 U.S.C. 7118(a)(4), a charge alleging an 
unfair labor practice must normally be filed within six (6) months of 
its occurrence unless one of the two (2) circumstances described under 
paragraph (B) of 5 U.S.C. 7118(a)(4) applies.
    (c) Declarations of truth and statement of service. A charge shall 
be in writing and signed, and shall contain a declaration by the 
individual signing the charge, under the penalties of the Criminal Code 
(18 U.S.C. 1001), that its contents are true and correct to the best of 
that individual's knowledge and belief.
    (d) Statement of service. A charge shall also contain a statement 
that the Charging Party served the charge on the Charged Party, and 
shall list the name, title and location of the individual served, and 
the method of service.
    (e) Self-contained document. A charge shall be a self-contained 
document describing the alleged unfair labor practice without a need to 
refer to supporting evidence and documents submitted under paragraph 
(f) of this section.
    (f) Submitting supporting evidence and documents and identifying 
potential witnesses. When filing a charge, the Charging Party shall 
submit to the Regional Director, any supporting evidence and documents, 
including, but not limited to, correspondence and memoranda, records, 
reports, applicable collective bargaining agreement clauses, memoranda 
of understanding, minutes of meetings, applicable regulations, 
statements of position and other documentary evidence. The Charging 
Party also shall identify potential witnesses with contact information 
(telephone number, e-mail address, and facsimile number) and shall 
provide a brief synopsis of their expected testimony.


Sec.  2423.5  [Reserved]


Sec.  2423.6  Filing and service of copies.

    (a) Where to file. A Charging Party shall file the charge with the 
Regional Director for the region in which the

[[Page 5006]]

alleged unfair labor practice has occurred or is occurring. A charge 
alleging that an unfair labor practice has occurred or is occurring in 
two or more regions may be filed with the Regional Director in any of 
those regions.
    (b) Filing date. A charge is deemed filed when it is received by a 
Regional Director. A charge received in a Region after the close of the 
business day will be deemed received and docketed on the next business 
day. The business hours for each of the Regional Offices are set forth 
at https://www.FLRA.gov.
    (c) Method of filing. A Charging Party may file a charge with the 
Regional Director in person or by commercial delivery, first class 
mail, facsimile or certified mail. If filing by facsimile transmission, 
the Charging Party is not required to file an original copy of the 
charge with the Region. A Charging Party assumes responsibility for 
receipt of a charge. Supporting evidence and documents must be 
submitted to the Regional Director in person, by commercial delivery, 
first class mail, certified mail, or by facsimile transmission.
    (d) Service of the charge. The Charging Party shall serve a copy of 
the charge (without supporting evidence and documents) on the Charged 
Party. Where facsimile equipment is available, the charge may be served 
by facsimile transmission in accordance with paragraph (c) of this 
section. The Region routinely serves a copy of the charge on the 
Charged Party, but the Charging Party remains responsible for serving 
the charge in accordance with this paragraph.


Sec.  2423.7  [Reserved]


Sec.  2423.8  Investigation of charges.

    (a) Investigation. The Regional Director, on behalf of the General 
Counsel, conducts an investigation of the charge as deemed necessary. 
During the course of the investigation, all parties involved are 
afforded an opportunity to present their evidence and views to the 
Regional Director.
    (b) Cooperation. The purposes and policies of the Federal Service 
Labor-Management Relations Statute can best be achieved by the full 
cooperation of all parties involved and the timely submission of all 
potentially relevant information from all potential sources during the 
course of the investigation. All persons shall cooperate fully with the 
Regional Director in the investigation of charges. A failure to 
cooperate during the investigation of a charge may provide grounds to 
dismiss a charge for failure to produce evidence supporting the charge. 
Cooperation includes any of the following actions, when deemed 
appropriate by the Regional Director:
    (1) Making union officials, employees, and agency supervisors and 
managers available to give sworn/affirmed testimony regarding matters 
under investigation;
    (2) Producing documentary evidence pertinent to the matters under 
investigation; and
    (3) Providing statements of position on the matters under 
investigation.
    (c) Investigatory subpoenas. If a person fails to cooperate with 
the Regional Director in the investigation of a charge, the General 
Counsel, upon recommendation of a Regional Director, may decide in 
appropriate circumstances to issue a subpoena under 5 U.S.C. 7132 for 
the attendance and testimony of witnesses and the production of 
documentary or other evidence. However, no subpoena shall be issued 
under this section which requires the disclosure of intramanagement 
guidance, advice, counsel or training within an agency or between an 
agency and the Office of Personnel Management.
    (1) A subpoena shall be served by any individual who is at least 18 
years old and who is not a party to the proceeding. The individual who 
served the subpoena must certify that he or she did so:
    (i) By delivering it to the witness in person;
    (ii) By registered or certified mail; or
    (iii) By delivering the subpoena to a responsible individual (named 
in the document certifying the delivery) at the residence or place of 
business (as appropriate) of the person for whom the subpoena was 
intended. The subpoena shall show on its face the name and address of 
the Regional Director and the General Counsel.
    (2) Any person served with a subpoena who does not intend to comply 
shall, within 5 days after the date of service of the subpoena upon 
such person, petition in writing to revoke the subpoena. A copy of any 
petition to revoke shall be served on the General Counsel.
    (3) The General Counsel shall revoke the subpoena if the witness or 
evidence, the production of which is required, is not material and 
relevant to the matters under investigation or in question in the 
proceedings, or the subpoena does not describe with sufficient 
particularity the evidence the production of which is required, or if 
for any other reason sufficient in law the subpoena is invalid. The 
General Counsel shall state the procedural or other grounds for the 
ruling on the petition to revoke. The petition to revoke shall become 
part of the official record if there is a hearing under subpart C of 
this part.
    (4) Upon the failure of any person to comply with a subpoena issued 
by the General Counsel, the General Counsel shall determine whether to 
institute proceedings in the appropriate district court for the 
enforcement of the subpoena. Enforcement shall not be sought if to do 
so would be inconsistent with law, including the Federal Service Labor-
Management Relations Statute.
    (d) Confidentiality. It is the General Counsel's policy to protect 
the identity of individuals who submit statements and information 
during the investigation, and to protect against the disclosure of 
documents obtained during the investigation, as a means of ensuring the 
General Counsel's continuing ability to obtain all relevant 
information. After issuance of a complaint and in preparation for a 
hearing, however, identification of witnesses, a synopsis of their 
expected testimony and documents proposed to be offered into evidence 
at the hearing may be disclosed as required by the prehearing 
disclosure requirements in Sec.  2423.23.


Sec.  2423.9  Amendment of charges.

    Prior to the issuance of a complaint, the Charging Party may amend 
the charge in accordance with the requirements set forth in Sec.  
2423.6.


Sec.  2423.10  Action by the Regional Director.

    (a) Regional Director action. The Regional Director, on behalf of 
the General Counsel, may take any of the following actions, as 
appropriate:
    (1) Approve a request to withdraw a charge;
    (2) Dismiss a charge;
    (3) Approve a written settlement agreement in accordance with the 
provisions of Sec.  2423.12;
    (4) Issue a complaint; or
    (5) Withdraw a complaint.
    (b) Request for appropriate temporary relief. Parties may request 
the General Counsel to seek appropriate temporary relief (including a 
restraining order) under 5 U.S.C. 7123(d). The General Counsel may 
initiate and prosecute injunctive proceedings under 5 U.S.C. 7123(d) 
only upon approval of the Authority. A determination by the General 
Counsel not to seek approval of the Authority to seek such appropriate 
temporary relief is final and shall not be appealed to the Authority.
    (c) General Counsel requests to the Authority. When a complaint 
issues and the Authority approves the General Counsel's request to seek 
appropriate temporary relief (including a restraining

[[Page 5007]]

order) under 5 U.S.C. 7123(d), the General Counsel may make application 
for appropriate temporary relief (including a restraining order) in the 
district court of the United States within which the unfair labor 
practice is alleged to have occurred or in which the party sought to be 
enjoined resides or transacts business. Temporary relief may be sought 
if it is just and proper and the record establishes probable cause that 
an unfair labor practice is being committed. Temporary relief shall not 
be sought if it would interfere with the ability of the agency to carry 
out its essential functions.
    (d) Actions subsequent to obtaining appropriate temporary relief. 
The General Counsel shall inform the district court which granted 
temporary relief pursuant to 5 U.S.C. 7123(d) whenever an 
Administrative Law Judge recommends dismissal of the complaint, in 
whole or in part.


Sec.  2423.11  Determination not to issue complaint; review of action 
by the Regional Director.

    (a) Opportunity to withdraw a charge. If the Regional Director 
determines that the charge has not been timely filed, that the charge 
fails to state an unfair labor practice, or for other appropriate 
reasons, the Regional Director may request the Charging Party to 
withdraw the charge.
    (b) Dismissal letter. If the Charging Party does not withdraw the 
charge within a reasonable period of time, the Regional Director will, 
on behalf of the General Counsel, dismiss the charge and provide the 
parties with a written statement of the reasons for not issuing a 
complaint.
    (c) Appeal of a dismissal letter. The Charging Party may obtain 
review of the Regional Director's decision to dismiss a charge by 
filing an appeal with the General Counsel within 25 days after service 
of the Regional Director's decision. A Charging Party shall serve a 
copy of the appeal on the Regional Director. The General Counsel shall 
serve notice on the Charged Party that an appeal has been filed.
    (d) Extension of time. The Charging Party may file a request, in 
writing, for an extension of time to file an appeal, which shall be 
received by the General Counsel not later than 5 days before the date 
the appeal is due. A Charging Party shall serve a copy of the request 
for an extension of time on the Regional Director.
    (e) Grounds for granting an appeal. The General Counsel may grant 
an appeal when the appeal establishes at least one of the following 
grounds:
    (1) The Regional Director's decision did not consider material 
facts that would have resulted in issuance of a complaint;
    (2) The Regional Director's decision is based on a finding of a 
material fact that is clearly erroneous;
    (3) The Regional Director's decision is based on an incorrect 
statement or application of the applicable rule of law;
    (4) There is no Authority precedent on the legal issue in the case; 
or
    (5) The manner in which the Region conducted the investigation has 
resulted in prejudicial error.
    (f) General Counsel action. The General Counsel may deny the appeal 
of the Regional Director's dismissal of the charge, or may grant the 
appeal and remand the case to the Regional Director to take further 
action. The General Counsel's decision on the appeal states the grounds 
listed in paragraph (e) of this section for denying or granting the 
appeal, and is served on all the parties. Absent a timely motion for 
reconsideration, the decision of the General Counsel is final.
    (g) Reconsideration. After the General Counsel issues a final 
decision, the Charging Party may move for reconsideration of the final 
decision if it can establish extraordinary circumstances in its moving 
papers. The motion shall be filed within 10 days after the date on 
which the General Counsel's final decision is postmarked. A motion for 
reconsideration shall state with particularity the extraordinary 
circumstances claimed and shall be supported by appropriate citations. 
The decision of the General Counsel on a motion for reconsideration is 
final.


Sec.  2423.12  Settlement of unfair labor practice charges after a 
Regional Director determination to issue a complaint but prior to 
issuance of a complaint.

    (a) Bilateral informal settlement agreement. Prior to issuing a 
complaint, the Regional Director may afford the Charging Party and the 
Charged Party a reasonable period of time to enter into an informal 
settlement agreement to be approved by the Regional Director. When a 
Charged Party complies with the terms of an informal settlement 
agreement approved by the Regional Director, no further action is taken 
in the case. If the Charged Party fails to perform its obligations 
under the approved informal settlement agreement, the Regional Director 
may institute further proceedings.
    (b) Unilateral informal settlement agreement. If the Charging Party 
elects not to become a party to a bilateral settlement agreement, which 
the Regional Director concludes effectuates the policies of the Federal 
Service Labor-Management Relations Statute, the Regional Director may 
choose to approve a unilateral settlement between the Regional Director 
and the Charged Party. The Regional Director, on behalf of the General 
Counsel, shall issue a letter stating the grounds for approving the 
settlement agreement and declining to issue a complaint. The Charging 
Party may obtain review of the Regional Director's action by filing an 
appeal with the General Counsel in accordance with Sec.  2423.11(c) and 
(d). The General Counsel may grant an appeal when the Charging Party 
has shown that the Regional Director's approval of a unilateral 
settlement agreement does not effectuate the purposes and policies of 
the Federal Service Labor-Management Relations Statute. The General 
Counsel shall take action on the appeal as set forth in Sec.  
2423.11(b), (c), (d), (f), and (g).


Sec. Sec.  2423.13-2423.19  [Reserved]

    Dated: January 26, 2010.
Julia Akins Clark,
General Counsel, Federal Labor Relations Authority.
[FR Doc. 2010-2047 Filed 1-29-10; 8:45 am]
BILLING CODE 6727-01-P