8.2 Collective Bargaining

This policy was last updated December 20, 2023. See the update history page for more information.

8.2.1 The Institute's Role in Contract Agreements

The Institute has recognized the unions mentioned in Section 8.1 as the exclusive bargaining agents for employees within their respective bargaining units, and has entered into written collective bargaining agreements with each of them. The Institute has thereby accepted the principle of collective determination of wages, hours, and conditions of employment, to be exercised in accordance with the principles set forth in the bilateral, contractual agreements to which the Institute is a party. The Institute enters into these agreements in good faith, and it is its policy and intent to abide by the letter and the spirit of the agreements. Each supervisor/manager should become acquainted with the provisions of the agreements covering employees in their area of responsibility.

8.2.2 Interpretation of Contract Language

While each agreement outlines the principal terms negotiated between the Institute and the union, it does not cover every situation. From time to time, specific circumstances arise which require interpretation of the contract language. Such interpretation may lead to controversy, which in turn may lead to the need for resolution through the grievance procedure of the agreement. However, mutually acceptable interpretation generally is agreed upon between the Institute and the representatives of the union. When such interpretations are reached which could affect the supervisor-employee relationship, supervisors will be advised.

This Manual may be helpful in answering issues not specifically covered in the union agreements. Questions relating to union matters and interpretations of union agreements or contract language should be referred to the Office of Labor Relations, the appropriate Human Resources Officer on campus, or the Human Resources Office at Lincoln Laboratory.

8.2.3 Policy Against Discrimination Because of Union Activity

It is contrary to Institute policy and federal law for any representative of the management of the Institute to discriminate against any employee because that employee is a member of a union or active in a union. This policy applies to consideration for promotion and or transfer, assignment of job duties, discipline, and other related decisions that are the responsibility of the supervisor.