Labor Relations

The Union’s policies established in regard to its Labor Program on a National level have been designed to accomplish the objectives set forth in the NAPFE Constitution. To this end, the program focus is on representation, training/education and technical assistance. The chief concern of our Union has been and will always be the welfare of its members.

The primary responsibilities for representing NAPFE members rest with Locals and Districts. In accomplishing this responsibility, a NAPFE representative may be faced with the utilization of any of over 18 different forums and at least as many laws and regulations when completing his/her representation duties. Our representatives may be required to utilize any one or more of the following:

  1. EEO/race, sex, national origin, religion, Retaliation, and medical discrimination
  2. Age discrimination
  3. Handicap Discrimination
  4. Family Medial Leave Act (FMLA), Title I, II
  5. Fair Labor Standards
  6. Civil Service Reform Act
  7. Merit Systems Protection Board (MSPB)
  8. Veterans Preference
  9. National Labor Relations Act
  10. Workers Compensation
  11. Occupational Safety and Health
  12. Office of Personnel Management
  13. Disability Retirement
  14. Federal Labor Relations Authority

Advocacy in these areas would of course, require familiarity with the appropriate rules and regulations. The emphasis of the National Programs consistent with the objective of the Constitution is to train the Labor Relations Officers of the Districts and Locals so that they will not only be adequate representatives, but in addition, will provide the same training in their respective areas, thus ensuring that each District and Local can meet its constitutional responsibility.

Contact Number: (202) 939-6325


§1614.605 Representation and official time.
USPS EEO Contact: 888-336-8777
(a) At any stage in the processing of a complaint, including the counseling stage 1614.105, the complainant shall have the right to be accompanied, represented, and advised by a representative of complainant's choice.
(b) If the complainant is an employee of the agency, he or she shall have a reasonable amount of official time, if otherwise on duty, to prepare the complaint and to respond to agency and EEOC requests for information. If the complainant is an employee of the agency and he designates another employee of the agency as his or her representative, the representative shall have a reasonable amount of official time, if otherwise on duty, to prepare the complaint and respond to agency and EEOC requests for information. The agency is not obligated to change work schedules, incur overtime wages, or pay travel expenses to facilitate the choice of a specific representative or to allow the complainant and representative to confer. The complainant and representative, if employed by the agency and otherwise in a pay status, shall be on official time, regardless of their tour of duty, when their presence is authorized or required by the agency or the Commission during the investigation, informal adjustment, or hearing on the complaint.
(c) In cases where the representation of a complainant or agency would conflict with the official or collateral duties of the representative, the Commission or the agency may, after giving the representative an opportunity to respond, disqualify the representative.
(d) Unless the complainant states otherwise in writing, after the agency has received written notice of the name, address and telephone number of a representative for the complainant, all official correspondence shall be with the representative with copies to the complainant. When the complainant designates an attorney as representative, service of documents and decisions on the complainant shall be made on the attorney and not on the complainant, and time frames for receipt of materials by the complainant shall be computed from the time of receipt by the attorney. The complainant must serve all official correspondence on the designated representative of the agency.
(e) The Complainant shall at all times be responsible for proceeding with the complaint whether or not he or she has designated a representative.
(f) Witnesses who are Federal employees, regardless of their tour of duty and regardless of whether they are employed by the respondent agency or some other Federal agency, shall be in a duty status when their presence is authorized or required by Commission or agency officials in connection with a complaint.