I
I&l (IMPACT AND IMPLEMENTATION) BARGAINING
Even where the decision to change conditions of employment (including established practices) of unit employees is protected by management's 5 USC 7106(a) rights or is mandated by discovery that the practice is illegal, there is a duty to notify the union and, upon request, bargain on the 5 USC 7106(b)(2) procedures that management will follow in implementing its protected decision as well as on 5 USC 7106(b)(3) appropriate arrangements for employees expected to be adversely affected by the decision.
INFORMATION
Under 5 USC 7114(b)(4), the union, to the extent not prohibited by law (e.g., the Privacy Act), is entitled, under certain circumstances to data "for full and proper discussion, understanding, and negotiation of subjects within the scope of bargaining. The agency must provide that information free of charge.
INTEREST-BASED BARGAINING (IBB)
A bargaining technique in which the parties start with (or at least focus on) interests rather than proposals; agree on criteria of acceptability that will be used to evaluate alternatives; generate several alternatives that are consistent with their interests, and apply the agreed-upon acceptability criteria to the alternatives so generated in order to arrive at mutually acceptable contract provisions. The success of the technique depends, in large measure, on mutual trust, candor, and a willingness to share information.
INVESTIGATORY EXAMINATION
See WEINGARTEN RIGHTS.
