Unfair Labor Practice Charge Against an Employing Office, Form 1351c-EO

• Legal Form Number: 1351c-EO
• Section: Office of Congressional Workplace Rights (United States)

advancing workplace rights, safety and health, and accessibility in the legislative branch

Office of Congressional Workplace Rights

Room LA-200, John Adams Building · 110 Second Street, SE · Washington, DC 20540-1999 · t/202.724.9250 · f/202.426.1913

www.ocwr.gov 1

LABOR MANAGEMENT – UNFAIR LABOR PRACTICE CHARGE

AGAINST AN EMPLOYING OFFICE

DO NOT WRITE IN THIS SPACE

Case No.

See instructions below. Attach additional sheets if needed, numbered according to the

box(es) below to which they pertain.

In order to file a charge against a labor organization, you must file a different form,

Labor Management – Unfair Labor Practice Charge Against a Labor Organization, Form

1351c-LO (Labor Organization).

FORM 1351c-EO (Employing Office) Date Filed

1A. Charged employing office

Name:

Address:

Tel. #: Ext.

Fax #: E-mail:

2A. Charging party (labor organization or individual or both)

Name:

Address:

Tel. #: Ext.

Fax #: E-mail:

1B. Charged employing office contact information, if different

from above

Name:

Address:

Tel. #: Ext.

Fax #: E-mail:

2B. Charging party contact information (labor organization or individual or

both) if different from above

Name:

Address:

Tel. #: Ext.

Fax #: E-mail:

3. Which subsection(s) of 5 U.S.C. § 7116(a) do you believe have been violated? [See instructions on page 3].

(1) to interfere with, restrain, or coerce any employee in the exercise by the employee of any right under this chapter;

(2) to encourage or discourage membership in any labor organization by discrimination in connection with hiring, tenure,

promotion, or other conditions of employment;

(3) to sponsor, control, or otherwise assist any labor organization, other than to furnish, upon request, customary and routine

services and facilities if the services and facilities are also furnished on an impartial basis to other labor organizations

having equivalent status;

(4) to discipline or otherwise discriminate against an employee because the employee has filed a complaint, affidavit, or

petition, or has given any information or testimony under this chapter;

(5) to refuse to consult or negotiate in good faith with a labor organization as required by this chapter;

(6) to fail or refuse to cooperate in impasse procedures and impasse decisions as required by this chapter;

(7) to enforce any rule or regulation (other than a rule or regulation implem enting section 2302 o f this title) which is in

conflict with any applicable collective bargaining agreement if the agreement was in effect before the date th e rule or

regulation was prescribed; or

(8) to otherwise fail or refuse to comply with any provision of this chapter.