CABINET MEETING

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP84B00049R001700090001-9
• Release Decision: RIPPUB
• Original Classification: K
• Document Page Count: 7
• Document Creation Date: December 22, 2016
• Document Release Date: May 1, 2009
• Sequence Number: 1
• Publication Date: January 12, 1982
• Content Type: MEMO

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12 JANUARY 1982, 2:00
NSC Review Completed as Redacted.
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12 January 1982
MEMORANDUM FOR: Director of Central Intelligence
FROM : SA/IA
SUBJECT : Cabinet Meeting
1. We have received one of the two papers for today's Cabinet meeting.
It is attached. It lists, however, the three agenda items for today's meeting,
which are:
-- Federal Labor Relations
-- Civil Service Competitive Exams
-- Proposed Executive Sessions
2. As I mentioned to you earlier, the first two subjects are of no concern
to us at the CIA because of our special status regarding Civil Service regula-
tions. Jim Glerum says there is really no point in your spending any time on
them.
3. The third agenda item might be of interest to you, but we have no way of
knowing what will be discussed. Therefore, my suggestion to you is that you
skip the meeting.
cc: DDCI
Executive Director
ExSec/ER
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ES/MI # 91
11 January 1982
MEMORANDUM FOR: See Distribution
SUBJECT : Meetings
Type of:Meeting Cabinet Meeting
Date g Tuesday, 12 January
Place
Time.
Chaired By
2:00 - 3:00
Cabinet Room
President
Principal. Only? Yes
.Subject/Agenda
OPM implementation of the
Pace Decree
`^r" ` rdpers: Papers were sent out this morning--should
Time Info Received : arrive here soon.
Per Patsv, Office of the Cabinet*_ 11-in
Distrib
0/ D
0/D
EXDI
DDI
Chm/
DDO
SA/ I
OCO/
ES
DIES
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THE WHITE HOUSE
WASHINGTON
CABINET AFFAIRS STAFFING MEMORANDUM
DATE: January 11, 1982 NUMBER: 050131CA DUE BY _ _____
SUBJECT: FULL CABINET MEETING -- January 12, 1982 -- 2:00 PM-
ACTION
FYI
ACTION
FYI
ALL CABINET MEMB
^
Baker
^
^
Vice President
^
^
Deaver
^
^
State
^
^
Anderson
^
Treasury
^
^
Clark
Z
^
Defense
Attorney General
^
F1
^
^
Darman (For WH Staffing)
-- '
^
Interior
^
^
Jenkins
^
COY
Agriculture
^
^
Gray
^
Commerce
^
^
Beal
^
^
Labor
^
^
-
.
HHS
^
^
Murphy
^
CYO
HUD
^
^
^
0
Transportation:
^
^
Energy
^
^
^ ..
^
Education
^
^
^
^
Counsellor
^
^
OMB
^
^
0
^
^
^
^
^
UN
^
^
USTR
^
^
-----------------
CCNRE/Boggs
^
^
CEA
^
CCHR/Carleson
^
^
CEQ
^
^
CCCT/Kass
^
^
OSTP
^
^
^
^
CCFA/McClaughry
^
^
^
^
CCEA/Porter
^
^
REMARKS: Tomorrow's meeting of the Full Cabinet will consider three items:
(1) Federal Labor Relations (CM#188); (2) OPM Implementation of
the PACE Consent Decree (CM#187); and (3) Proposed. Executive Sessions
(CM#189)
A briefing paper on Agenda Item #1 is attached..- You-should
have received a paper on Agenda Item #2, which was previously
circulated. There will be no paper for Agenda Item #3.
RETURN TO: Craig L. Fuller
Assistant to the President
for Cabinet Affairs
456-2823 -
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CABINET BRIEFING PAPER ON FEDERAL SECTOR LABOR RELATIONS
I. Responsibilities
1. Agency heads are responsible by law for all labor
relations matters within their organizations.
2. The Director of the Office of Personnel Management
is responsible for providing policy, advice, and training
for agency representatives in meeting their labor relations
responsibilities.
II. Union Rights
1. Unions have the right to exclusive recognition and to
negotiate agreements in appropriate units if they win a
majority of votes cast in open shop election units. Sixty-
one percent_of.executive.branch.employees are represented in
such units, much higher than in the private sector.
2. There is no right to strike. Instead all negotiated
agreements must have grievance procedures with binding
arbitration only as the final step, and even then only
if the Federal Service Impasses Panel decides that remedy
is appropriate. Grievances cover discipline, discrimination,
dismissal, and so forth.
3. An independent agency, the Federal Labor Relations
Authority, resolves disputes over appropriate bargaining
units, scope of negoitations, unfair labor practices and
arbitration awards. It has a statutory General Counsel,
who investigates and prosecutes unfair labor practice
charges. Decisions are-appealable to Circuit Court of
Appeals.
4. Employees have the right to a union representative
when called for possible disciplinary action by management.
5. Free dues checkoff and unlimited official paid time
'for union negotiators is due to unions with recognition.
III. Management Rights .
1. Strong management rights are set in law, with-matters
either mandatorily non-negotiable, or*permissibly negotiable
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at the option of the agency. However, management is
required to negotiate on the impact and implementation
of its decision.
2. No bargaining is permitted on wages and fringe benefits.
Government-wide regulations, including merit system require-
ments, also serve as a bar to what can-be negotiated by
management.
3. In his statement of November 16, 1981, President
Reagan said that unions are among our most valued
institutions, that management should adopt an open-door
policy and where appropriate give full consideration to
organized labor's interests and concerns.
4. Management officials must understand and accept the
legitimate collective bargaining rights of employees and
unions, as well as seek their support and deal effectively
with their opposition, in the challenging circumstances
which exist as the Administration moves towards the goal
of a leaner, more effective government.
IV. Labor Relations Leadership
1. The President has stated: "In government, there is a
tendency on the part of some people . . . in the permanent
structure, that.they've been here before you got here and
they'll be here after you're gone, and they're not going
to change the way they're doing things." As the President
said, this problem is limited to only some careerists.
Most civil servants are cooperative--if they receive
positive, clear and dynamic leadership from agency heads.
Most problems of unresponsive civil servantsare the
result of weak leadership. For both employees who willingly
cooperate and those who are reluctant, personal leadership
by the agency head is the key.
2. Not only must the agency head, himself, lead, he must
also enhance the ability of operating officials to manage
effectively, especially his political appointees, by
providing necessary training and policy guidance concerning
the challenge of implementing the President's program in
a collective bargaining atmosphere.
3. Very importantly, government managers must recognize
-the positive functions unions can serve in the workplace:
for example, alerting top management to developing employee
problems which affect productivity; cooperating with
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management by attempting to eliminate problems which
generate grievances; encouraging cost-saving ideas;
promoting on-the-job safety; and facilitating employee
knowledge of management policies.
4. The basic function of federal managers in labor relations
is to create positive conditions of work and continuity
of government services: by operating sound personnel-
management systems; by applying appropriate and flexible
rewards,. sanctions and penalties to maintain operations;
by engaging in effective contingency planning to control
illegal job actions; and by returning operations to normal
as soon as possible after unavoidable disruptions.
5. The major tools of effective leadership in the Federal
Government are as follows: personal meetings with and
encouragement of staff, employees, and union representatives;
performance appraisals; SES bonuses and supervisor merit
pay; disciplinary procedures; incentive awards and letters
of recognition; positive statements about civil servants,
assisting in out-placement efforts for displaced employees,
and so forth. A regular schedule to effectuate such tools
should attract top.management attention.
6. The President set the tone when he'personally awarded
the rank awards to distinguished senior executives in the
Rose Garden on October 14th of this year. At that time,
he said, "The ability of this or any Administration to
succeed depends in no small degree upon the energy,
dedication and spirit of the great majority of Federal
employees." .
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