C.F.R. » Title 5 » CHAPTER XIV—FEDERAL LABOR RELATIONS AUTHORITY, GENERAL COUNSEL OF THE FEDERAL LABOR RELATIONS AUTHORITY AND FEDERAL SERVICE IMPASSES PANEL › SUBCHAPTER C—FEDERAL LABOR RELATIONS AUTHORITY AND GENERAL COUNSEL OF THE FEDERAL LABOR RELATIONS AUTHORITY › PART 2429—MISCELLANEOUS AND GENERAL REQUIREMENTS › Subpart A—Miscellaneous

5 C.F.R. § 2429.13

Official time for witnesses

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If the participation of any employee in any phase of any proceeding before the Authority, including the investigation of unfair labor practice charges and representation petitions and the participation in hearings and representation elections, is deemed necessary by the Authority, the General Counsel, any Administrative Law Judge, Regional Director, Hearing Officer, or other agent of the Authority designated by the Authority, the employee shall be granted official time for such participation, including necessary travel time, as occurs during the employee's regular work hours and when the employee would otherwise be in a work or paid leave status.

[62 FR 40923, July 31, 1997]
Notes of Decisions
Cited in 5 cases, 1982–1993 · leading case: Bureau of Alcohol, Tobacco & Firearms v. Fed. Labor Relations Auth., 464 U.S. 89 (1983).
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Bureau of Alcohol, Tobacco & Firearms v. Fed. Labor Relations Auth., 464 U.S. 89 (1983). “See 5 CFR §2429.13 (1983). The fact that the Authority interpreted two similar provisions of the Act consistently does not, however, demonstrate that either interpretation is correct.”
Blanche A. David v. United States of Am., Captain R.I. Iverson, Curtis Parker, & Elaine Courtier, 820 F.2d 1038 (9th Cir. 1987). “See also 5 C.F.R. § 2429.13 (official time can include investigation and travel time).”
Dep't of Air Force v. Fed. Labor Relations Auth., 877 F.2d 1036 (D.C. Cir. 1989). · cites it 3× “5 C.F.R. § 2429.13 (1988) (emphasis added).”
U.S. Immigr. & Naturalization Serv. v. Fed. Labor Relations Auth., 4 F.3d 268 (4th Cir. 1993). “5 C.F.R. § 2429.13 . . An employee may bring a "grievance" under FSLMRS for violations of the collective bargaining agreement and for "any claimed violation, misinterpretation, or misapplication of any law, rule, or regulation affecting conditions of employment.”
Bureau of Alcohol, Tobacco & Firearms v. Fed. Labor Relations Auth., 672 F.2d 732 (9th Cir. 1982). “See 5 C.F.R. § 2429.13 . It is therefore reasonable to conclude that both subsections should be given the same interpretation in this regard.”
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