{

"hcm-A8-1": [{"Identifier":"HCM.A8-1.010", "Activity":"Labor Management Relations Program Management", "Description":"Encompasses activities and processes needed to establish and maintain a Labor Management Program. This includes resources management, documentation of relevant authorities, planning documents, partnerships, and a program evaluation capability. \n\nThe service outcome(s) may include, but not be limited to:\n<ul><li>Program management plan (including program governance, scope, goals, priorities, and performance measures)\n</li><li>Resource management plan\n</li><li>Stakeholder alignment matrix\n</li><li>Documentation of labor management relations authorities\n</li><li>List of labor management relations data sources\n</li><li>Documentation of data collection and analysis methods\n</li><li>Communications plan\n</li><li>Program management Standard Operating Procedures (SOPs) that reflect promising practices \n</li><li>Program management document templates</li></ul>"}, {"Identifier":"HCM.A8-1.020", "Activity":"Labor Management Relations Program Operations", "Description":"Encompasses routine labor management relations processes and activities, including managing bargaining unit recognition requests, granting national consultative rights, and managing representation rights. Labor Management Relations also includes interpreting applicable law, executive orders, Federal Labor Relations Authority (FLRA) case law, and agency-specific policies, practices, and procedures, as well as providing guidance and recommendations to program and agency leadership.\n\nThe service outcome(s) may include, but not be limited to:\n<ul><li>Program operational plan (including initiatives, deliverables, milestones, and schedule)\n</li><li>List of agency and labor representatives\n</li><li>List of bargaining units\n</li><li>System for managing bargaining unit recognition requests\n</li><li>System for monitoring, documenting, and analyzing official time\n</li><li>System for collecting and managing union dues\n</li><li>Internal and external reporting\n</li><li>Library/repository of labor-management relations reference materials (e.g., 5 U.S.C. Chapter 71, FLRA case law, executive orders, etc.)\n</li><li>Labor Management Relations staff training\n</li><li>Program operations Standard Operating Procedures (SOPs) and task checklists that reflect promising practices\n</li><li>Templates for providing guidance and recommendations to program and agency leadership</li></ul>"}],

"hcm-A8-2": [{"Identifier":"HCM.A8-2.010", "Activity":"Labor-Management Dispute Resolution through Negotiated Grievance Procedures and Third-Party Proceedings", "Description":"Developing and implementing an internal SOP (handled IAW an agency(s) Collective Bargaining Agreement (CBA)) for negotiated grievance procedures in accordance with Federal Labor Relations Authority (FLRA) regulations and case law that includes fair, simple, and expeditious processing to resolve disputes (e.g., Alternative Dispute Resolution (ADR), direct negotiations, mediation, factfinding, arbitration and/or litigation) between employees/union and an agency.\n\nThe service outcome(s) may include, but not be limited to:\n<ul><li>Collaboration between all parties involved to find a resolution to a grievance \n</li><li>Internal SOP for addressing grievances \n</li><li>Timely, effective, and consistent responses to employee(s) and union(s) regarding negotiated grievances\n</li><li>Established mechanisms and safeguards that can be used to bring a final resolution to a dispute to omit the need for ADR and third-party proceedings\n</li><li>Labor Management Relations staff training\n</li><li>SOP and best practices for responding to employee/union \n</li><li>Internal documentation for references, consistency and efficiency for addressing grievances (e.g., checklists, response templates, resource files)\n</li></ul>"}],

"hcm-A8-3": [{"Identifier":"HCM.A8-3.010", "Activity":"Collective Bargaining Administration (CBA)", "Description":"Planning, developing, and managing agency negotiation practices and responses to proposed key demands between an agency and the exclusive representative that include their terms of employment.\n\nThe service outcome(s) may include, but not be limited to:\n<ul><li> Timely responses to key demands during the construction of a Collective Bargaining Agreement (CBA)\n</li><li>Documentation of agreed upon employment conditions\n</li><li>CBA between federal employers and a group of employees through their unions\n</li><li>Decision on best CBA type needed to address each individual bargaining instance \n</li><li>Effectively address concerns from the employers and the union that affect the workplace using negotiation best practices (e.g., compensation, working conditions and environment, benefits, policies, and procedures)\n</li></ul>"}, {"Identifier":"HCM.A8-3.020", "Activity":"Collective Bargaining Agreement (CBA) Operations", "Description":"Managing agency collective bargaining outcome(s) and operations as a continuous process, based on the type of collective bargaining  agreement (CBA).\n\nThe service outcome(s) may include, but not be limited to:\n<ul><li>SOP to manage various Collective Bargaining Agreements (CBAs)\n</li><li>Continual compliance with the CBA\n</li><li>CBA that meets federal guidelines, statutes, and Executive orders to provide a flexible and dynamic process for Federal negotiations (e.g., Federal Service Labor-Management Relations Statute(s) (FSLMR), Title 5 Civil Service Reform Act of 1978)\n</li><li>Methods on how to analyze the union's Demand to Bargain and determine if bargaining obligations exist.\n</li><li>Methods to notify unions of bargaining assessment results\n</li><li>SOP on how to engage in bargaining on matters that are outside the scope of negotiations  </li></ul>"}]

}