NASA Procedural Requirements

NPR 3711.1B Effective Date: February 24, 2020 Expiration Date: February 24, 2025

Subject: Labor-Management Relations Program

Responsible Office: Office of the Chief Human Capital Officer

Chapter 2. Responsibilities

2.1 Chief Human Capital Officer (CHCO)

2.1.1 The CHCO, or designee, is responsible for:

a. Making the final Agency determination as to the compelling need for regulations issued at the Agency level with respect to a bargaining proposal. This authority may not be redelegated, except by virtue of succession.

b. Providing Agency head review of all local CBAs, amendments, memorandum of understanding, and supplemental agreements and ensuring that the agreement is in accordance with applicable Federal law, rules, regulations, and Agency policy in which a compelling need exists. Such review includes CBAs with automatic renewal or rollover provisions. Agency head review includes coordinating the agreement with the Office of the General Counsel to ensure that there are no legal objections.

c. Administering the Agency Labor-Management Relations Program.

d. Ensuring unions that have been granted NCR are afforded the opportunity to exercise their national consultation rights.

e. Coordinating labor relations information and actions that may affect multiple Centers.

2.2 Center Directors

Center Directors, or designees, are responsible for labor-management relations at their respective Centers. This includes meeting, negotiating, and participating in discussions with labor representatives for the purpose of reaching an agreement on issues relating to the working conditions of employees subject to any conditions and limitations that may be imposed by higher authority.

2.3 Servicing Human Resources Directors (HRDs)

2.3.1 Servicing HRDs, or designees, are responsible for:

a. Administering the local Labor-Management Relations program.

b. Advising management officials of their labor-management roles and responsibilities.

c. Notifying the Agency Labor Relations Officer of significant labor-management issues, including, but not limited to, unfair labor practices.

d. Providing technical assistance and participating in the development or update of a local CBA.

e. Preparing a CBA, memorandum of understanding, and supplemental agreements for Agency head review. This includes CBAs with automatic renewal or rollover provisions. Written certification should indicate that the CBA:

(1) Meets statutory requirements in 5 U.S.C. ch. 71.

(2) Contains no provisions that violate any laws, regulations, or Agency-level directives (e.g., NASA policy directive or procedural requirements) in which a compelling need exists.

(3) Has been reviewed by the Office of Chief Counsel/Office of the General Counsel and that there are no legal objections.

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