Washington, DC

U.S. Office of Personnel Management
Fair Labor Standards Act Decision
Under section 204(f) of title 29, United States Code

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Robert D. Hendler
Classification and Pay Claims
Program Manager
Agency Compliance and Evaluation
Merit System Accountability and Compliance


04/29/2014

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Date

Introduction

On April 9, 2013, the U.S. Office of Personnel Management’s (OPM) Merit System Audit (now Accountability) and Compliance office received a Fair Labor Standards Act (FLSA) claim from Mr. Rick E. Redman which states:  

Until May 2012, I was erroneously classified under FLSA and received the wrong pay for overtime work performed.  The Agency corrected my FLSA classification at that time but didn’t reimburse back pay for the overtime while classified incorrectly.

The claimant states “the Agency and the AFGE Local 916 [sic] jointly presented [him] an offer that had nothing to do with the overtime [he] had worked.”  The claimant seeks “all money [he] was not paid while [his] FLSA status was incorrect along with all penalties, interest and any other monies owed to [him] by law or statute” for overtime allegedly worked while misclassified as FLSA exempt.                        

We have accepted and decided this claim under Section 4(f) of the FLSA of 1938, as amended codified at section 204(f) of title 29, United States Code (U.S.C.).

In reaching our FLSA decision, we have carefully considered all information of record, including that furnished by the claimant and his employing agency.

Jurisdiction

OPM’s adjudication authority, under the provisions of 29 U.S.C. § 204(f), is an administrative remedy, not a judicial remedy.  See 5 CFR part 551, subpart G.  Section 7121(a)(1) of title 5, U.S.C., directs that except as provided elsewhere in the statute, the grievance procedures in a negotiated collective bargaining agreement (CBA) shall be the exclusive administrative remedy for resolving matters that fall within the coverage of the CBA.  The Court of Appeals for the Federal Circuit has found the plain language of 5 U.S.C. 7121(a)(1) to be clear, and as such, limits the administrative resolution of a Federal employee’s grievance to the negotiated procedures set forth in the CBA.  Mudge v. United States, 308 F.3d 1220, 1228 (Fed. Cir. 2002). Further, the Federal Circuit also found that all matters not specifically excluded from the grievance process by the CBA fall within the coverage of the CBA.  Id. at 1231.  As such, OPM cannot assert jurisdiction over FLSA claims of Federal employees who are or were subject to a negotiated grievance procedure (NGP) under a CBA between the employee’s agency and labor union for any time during the claim period, unless the matter is or was specifically excluded from the CBA’s NGP. See 5 CFR 551.703(a).

The claimant acknowledges his bargaining unit status as he plainly states in his claim request: “I am and always have been a member of a collective bargaining unit.”  Despite stating “I filed a grievance in March 2012 when I became aware that I had not been receiving the correct overtime pay I should have been receiving,” he also states he “was not covered by a negotiated grievance procedure [NGP] during the period of this claim.”  The claimant is incorrect regarding his coverage by an NGP.  The CBA between AFGE Council No. 214 and the Air Force Material Command covering the claimant and in effect during the period of the claim does not specifically exclude FLSA overtime pay issues from the NGP (Article 6) covering the claimant.  Therefore, the claimant’s FLSA claim must be construed as covered by the NGP the claimant was subject to during the claim period and OPM has no jurisdiction to adjudicate this claim or intervene in this matter as the claimant appears to ask. 

Decision

The claim is denied based on lack of jurisdiction.

 

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