(b) If voluntary arrangements, including the services of the Federal Mediation and Conciliation Service or any other third party mediation, fail to resolve a negotiation impasse

(1) either party may request the Federal Service Impasses Panel to consider the matter, or

(2) the parties may agree to adopt a procedure for binding arbitration of the negotiation impasse, but only if the procedure is approved by the Panel.

(c) (1) The Federal Service Impasses Panel is an entity within the Authority, the function of which is to provide assistance in resolving negotiation impasses between agencies and exclusive representatives. (2) The Panel shall be composed of a Chairman and at least six other members, who shall be appointed by the President, solely on the basis of fitness to perform the duties and functions involved, from among individuals who are familiar with Government operations and knowledgeable in labor-management relations.

(3) Of the original members of the Panel, 2 members shall be appointed for a term of 1 year, 2 members shall be appointed for a term of 3 years, and the Chairman and the remaining members shall be appointed for a term of 5 years. Thereafter each member shall be appointed for a term of 5 years, except that an individual chosen to fill a vacancy shall be appointed for the unexpired term of the member replaced. Any member of the Panel may be removed by the President. (4) The Panel may appoint an Executive Director and any other individuals it may from time to time find necessary for the proper performance of its duties. Each member of the Panel who is not an employee (as defined in section 2105 of this title) is entitled to pay at a rate equal to the daily equivalent of the maximum annual rate of basic pay then currently paid under the General Schedule for each day he is engaged in the performance of official business of the Panel, including travel time, and is entitled to travel expenses as provided under section 5703 of this title.

(5) (A) The Panel or its designee shall promptly investigate any impasse presented to it under subsection (b) of this section. The Panel shall consider the impasse and shall either

(i) recommend to the parties procedures for the resolution of the impasse; or

(ii) assist the parties in resolving the impasse through whatever methods and procedures, including factfinding and recommendations, it may consider appropriate to accomplish the purpose of this section.

(B) If the parties do not arrive at a settlement after assistance by the Panel under subparagraph (A) of this paragraph, the Panel

may

(i) hold hearings;

(ii) administer oaths, take the testimony or deposition of any person under oath, and issue subpenas as provided in section 7132 of this title: and

(iii) take whatever action is necessary and not inconsistent with this chapter to resolve the impasse.

(C) Notice of any final action of the Panel under this section shall be promptly served upon the parties, and the action shall be binding

on such parties during the term of the agreement, unless the parties agree otherwise. (Pub. L. 95-454, Oct. 13, 1978, 92 Stat. 1208.) § 7120. Standards of conduct for labor organizations

(a) An agency shall only accord recognition to a labor organization that is free from corrupt influences and influences opposed to basic democratic principles. Except as provided in subsection (b) of this section, an organization is not required to prove that it is free from such influences if it is subject to governing requirements adopted by the organization or by a national or international labor organization or federation of labor organizations with which it is affiliated, or in which it participates, containing explicit and detailed provisions to which it subscribes calling for

(1) the maintenance of democratic procedures and practices including provisions for periodic elections to be conducted subject to recognized safeguards and provisions defining and securing the right of individual members to participate in the affairs of the organization, to receive fair and equal treatment under the governing rules of the organization, and to receive fair process in disciplinary proceedings;

(2) the exclusion from office in the organization of persons affiliated with communist or other totalitarian movements and persons identified with corrupt influences;

(3) the prohibition of business or financial interests on the part of organization officers and agents which conflict with their duty to the organization and its members; and

(4) the maintenance of fiscal integrity in the conduct of the affairs of the organization, including provisions for accounting and financial controls and regular financial reports or summaries to be made available to members.

(b) Notwithstanding the fact that a labor organization has adopted or subscribed to standards of conduct as provided in subsection (a) of this section, the organization is required to furnish evidence of its freedom from corrupt influences or influences opposed to basic democratic principles if there is reasonable cause to believe that

(1) the organization has been suspended or expelled from, or is subject to other sanctions, by a parent labor organization, or federation of organizations with which it had been affiliated, because it has demonstrated an unwillingness or inability to comply with governing requirements comparable in purpose to those required by subsection (a) of this section; or

(2) the organization is in fact subject to influences that would preclude recognition under this chapter.

(c) A labor organization which has or seeks recognition as a representative of employees under this chapter shall file financial and other reports with the Assistant Secretary of Labor for Labor Management Relations, provide for bonding of officials and employees of the organization, and comply with trusteeship and election standards.

(d) The Assistant Secretary shall prescribe such regulations as are necessary to carry out the purposes of this section. Such regulations shall conform generally to the principles applied to labor organizations in the private sector. Complaints of violations of this section

shall be filed with the Assistant Secretary. In any matter arising under this section, the Assistant Secretary may require a labor organization to cease and desist from violations of this section and require it to take such actions as he considers appropriate to carry out the policies of this section.

(e) This chapter does not authorize participation in the management of a labor organization or acting as a representative of a labor organization by a management official, a supervisor, or a confidential employee, except as specifically provided in this chapter, or by an employee if the participation or activity would result in a conflict or apparent conflict of interest or would otherwise be incompatible with law or with the official duties of the employee.

(f) In the case of any labor organization which by omission or commission has willfully and intentionally, with regard to any strike, work stoppage, or slowdown, violated section 7116 (b) (7) of this title, the Authority shall, upon an appropriate finding by the Authority of such violation

(1) revoke the exclusive recognition status of the labor organization, which shall then immediately cease to be legally entitled and obligated to represent employees in the unit; or

(2) take any other appropriate disciplinary action.

(Pub. L. 95-454, Oct. 13, 1978, 92 Stat. 1210.)

SUBCHAPTER III-GRIEVANCES, APPEALS, AND
REVIEW

$ 7121. Grievance procedures

(a) (1) Except as provided in paragraph (2) of this subsection, any collective bargaining agreement shall provide procedures for the settlement of grievances, including questions of arbitrability. Except as provided in subsections (d) and (e) of this section, the procedures shall be the exclusive procedures for resolving grievances which fall within its coverage.

(2) Any collective bargaining agreement may exclude any matter from the application of the grievance procedures which are provided for in the agreement.

(b) Any negotiated grievance procedure referred to in subsection (a) of this section shall

(1) be fair and simple,

(2) provide for expeditious processing, and

3) include procedures that

(A) assure an exclusive representative the right, in its own behalf or on behalf of any employee in the unit represented by the exclusive representative, to present and process grievances;

(B) assure such an employee the right to present a grievance in the employee's own behalf, and assure the exclusive representative the right to be present during the grievance proceeding; and

(C) provide that any grievance not satisfactorily settled under the negotiated grievance procedure shall be subject to binding arbitration which may be invoked by either the exclusive representative or the agency.

(c) The preceding subsections of this section shall not apply with respect to any grievance concerning

(1) any claimed violation of subchapter III of chapter 73 of this title (relating to prohibited political activities);

(2) retirement, life insurance, or health insurance;

(3) a suspension or removal under section 7532 of this title;

(4) any examination, certification, or appointment; or

(5) the classification of any position which does not result in

the reduction in grade or pay of an employee.

(d) An aggrieved employee affected by a prohibited personnel practice under section 2302 (b) (1) of this title which also falls under the coverage of the negotiated grievance procedure may raise the matter under a statutory procedure or the negotiated procedure, but not both. An employee shall be deemed to have exercised his option under this subsection to raise the matter under either a statutory procedure or the negotiated procedure at such time as the employee timely initiates an action under the applicable statutory procedure or timely

is a grievance in writing, in accordance with the provisions of the parties negotiated procedure, whichever event occurs first. Selection if the negotiated procedure in no manner prejudices the right of an grieved employee to request the Merit Systems Protection Board to view the final decision pursuant to section 7702 of this title in the se of any personnel action that could have been appealed to the Board, or, where applicable, to request the Equal Employment Opporunity Commission to review a final decision in any other matter rolving a complaint of discrimination of the type prohibited by any aw administered by the Equal Employment Opportunity Commission. (e) (1) Matters covered under sections 4303 and 7512 of this title hich also fall within the coverage of the negotiated grievance proceare may, in the discretion of the aggrieved employee, be raised either der the appellate procedures of section 7701 of this title or under negotiated grievance procedure, but not both. Similar matters hich arise under other personnel systems applicable to employees vered by this chapter may, in the discretion of the aggrieved ployee, be raised either under the appellate procedures, if any, pplicable to those matters, or under the negotiated grievance procere, but not both. An employee shall be deemed to have exercised his tion under this subsection to raise a matter either under the applicae appellate procedures or under the negotiated grievance procedure such time as the employee timely files a notice of appeal under the oplicable appellate procedures or timely files a grievance in writing accordance with the provisions of the parties' negotiated grievance rocedure, whichever event occurs first.

2) In matters covered under sections 4303 and 7512 of this title ich have been raised under the negotiated grievance procedure in cordance with this section, an arbitrator shall be governed by section (c)(1) of this title, as applicable.

(f) In matters covered under sections 4303 and 7512 of this title hich have been raised under the negotiated grievance procedure in cordance with this section, section 7703 of this title pertaining to dicial review shall apply to the award of an arbitrator in the same anner and under the same conditions as if the matter had been ided by the Board. In matters similar to those covered under secns 4303 and 7512 of this title which arise under other personnel Stems and which an aggrieved employee has raised under the negoted grievance procedure, judicial review of an arbitrator's award y be obtained in the same manner and on the same basis as could obtained of a final decision in such matters raised under applicable Dellate procedures. (Pub. L. 95-454, Oct. 13, 1978, 92 Stat. 1211; ended Pub. L. 96-54, Aug. 14, 1979, 93 Stat. 383.)

122. Exceptions to arbitral awards

a) Either party to arbitration under this chapter may file with the thority an exception to any arbitrator's award pursuant to the itration (other than an award relating to a matter described in ion 7121 (f) of this title). If upon review the Authority finds that award is deficient

(1) because it is contrary to any law, rule, or regulation; or (2) on other grounds similar to those applied by Federal courts in private sector labor-management relations;