United States Department of Treasury v. National Treasury Employees Union Chapter 73

CourtDistrict Court, E.D. Kentucky
DecidedMay 20, 2025
Docket2:25-cv-00049
StatusUnknown

This text of United States Department of Treasury v. National Treasury Employees Union Chapter 73 (United States Department of Treasury v. National Treasury Employees Union Chapter 73) is published on Counsel Stack Legal Research, covering District Court, E.D. Kentucky primary law. Counsel Stack provides free access to over 12 million legal documents including statutes, case law, regulations, and constitutions.

Bluebook
United States Department of Treasury v. National Treasury Employees Union Chapter 73, (E.D. Ky. 2025).

Opinion

UNITED STATES DISTRICT COURT EASTERN DISTRICT OF KENTUCKY NORTHERN DIVISION (at Covington)

UNITED STATES ) DEPARTMENT OF TREASURY, ) Civil Action No. 2: 25-049-DCR ) Plaintiff, ) ) V. ) ) NATIONAL TREASURY EMPLOYEES ) MEMORANDUM OPINION UNION, CHAPTER 73, ) AND ORDER ) Defendant. )

*** *** *** *** Plaintiff United States Department of the Treasury (“Treasury”) has filed a Complaint seeking a Declaratory Judgment. It asks the Court to hold that it may rescind or repudiate a collective bargaining agreement with Defendant National Treasury Employees Union, Chapter 73 pursuant to President Donald J. Trump’s Executive Order, 14,251, Exclusions from Federal Labor Management Relations Program. Treasury contends that rescission or repudiation of the agreement would be a valid exercise of the President’s authority under 5 U.S.C. § 7103(b)(1). Treasury makes a good argument on the merits. However, it does not have standing to bring the action in this forum under the facts presented. As a result, this action will be dismissed. I. Background Historically, the president has “regulated labor relations in the federal government and internal matters of unions representing federal government employees” by executive order. See, e.g., Local 1498, AFGE v. AFGE, AFL/CIO, 522 F.2d 486, 491 (3d Cir. 1975) (cleaned up). “This was a project of the Executive, and not of the Congress.” Manhattan-Bronx Postal Union v. Gronouski, 350 F.2d 451, 456 (D.C. Cir. 1965). However, in 1978, Congress passed the Federal Service Labor-Management Relations Statute (“FSLMRS”), 5 U.S.C. § 7101 et

seq., as part of the Civil Service Reform Act providing that “the statutory protection of the right of [federal] employees to organize, bargain collectively, and participate through labor organizations of their own choosing in decisions which affect them . . . safeguards the public interest.” 5 U.S.C. § 7101(a). Congress codified that labor organizations contribute “to the effective conduct of public business” and facilitate and encourage “amicable settlements of disputes between employees and their employers involving conditions of employment.” Id. The statute also provides a mechanism for an employee or a union to file a grievance

in accordance with the negotiated grievance procedure. 5 U.S.C. § 7121. A union or employee may file a charge with the Federal Labor Relations Authority1 (“FLRA”). See 5 U.S.C. § 7118(a)(1). After a hearing regarding whether an unfair labor practice has occurred, the FLRA may order a cease and desist of the unfair labor practice, require parties to renegotiate a collective bargaining agreement, require reinstatement of a terminated

employee, or other such action to carry out the chapter’s purpose. 5 U.S.C. § 7118(a)(6)– (7). The FLRA’s final orders are appealable to the United States Court of Appeals for the District of Columbia or to any circuit where the aggrieved party resides or transacts business. 5 U.S.C. § 7121(a).

1 The FLRA is a quasi-judicial body comprised of three full-time members whom the president appoints for fixed five-year terms. 5 U.S.C. § 7104; U.S. FLRA, The Authority: About Us, https://www.flra.gov/ components-offices/components/authority. When Congress enacted the FSLMRS, it exempted certain agencies and provided that: The President may issue an order excluding any agency or subdivision thereof from coverage under [the statute] if the President determines that—(A) the agency or subdivision has as a primary function intelligence, counterintelligence, investigative, or national security work, and (B) the provisions of [the statute] cannot be applied to that agency or subdivision in a manner consistent with national security requirements and considerations.

5 U.S.C. § 7103(b)(1). Since its inception, every president except President Joseph Biden has used this power to exclude agencies and/or subdivisions. [Record No. 12 at 1] For example, in 1979, President Jimmy Carter excluded more than forty-five agencies or agency subdivisions by executive order. Exec. Order No. 12,171, 44 Fed. Reg. 66,565 (Nov. 20, 1979). That said, no president has exempted entire cabinet-level agencies before now. [Record No. 26 at 3] Prior to leaving office, the Biden Administration renegotiated several collective bargaining agreements to extend into President Donald J. Trump’s second term. [Record No. 1 at ¶ 32] (explaining that the 2022 National Agreement is in effect until October 1, 2027). On March 27, 2025, President Trump issued Executive Order 14,251, Exclusions from Federal Labor Management Relations Program (“Exclusions”)2 removing roughly a dozen agencies and departments from FSLMRS, including the United States Department of the Treasury (“Treasury”), except for the Bureau of Engraving and Printing. [Record No. 15-1 at 4] Exclusions provides that each of the impacted agencies and subdivisions, has as “a primary function intelligence, counterintelligence, investigative, or national security work” and that the FSLMRS cannot be applied to them in a “manner consistent with national security

2 The White House, Exclusions from Federal Labor Management Relations Program, Executive Orders, (Mar. 27, 2025), https://www.whitehouse.gov/presidential- actions/2025/03/exclusions-from-federal-labormanagement-relations-programs; Exec. Ord. 14,251, 90 Fed. Reg. 14,553 (Apr. 3, 2025)). requirements and considerations.” Exec. Ord. 14,251, 90 Fed. Reg. 14,553 (Apr. 3, 2025). Earlier that same day, the Office of Personnel Management (“OPM”) issued guidance3 for implementing Exclusions including that those covered “are no longer required to collectively

bargain with Federal unions.” [Record Nos. 12 at 5 and 15-1 at 5] The OPM guidance also directed agencies to submit a report to the President of outlining other agencies and subdivisions that should likewise be excluded under § 7103(b)(1) within thirty days. [Record No. 15-5] And on the same day Exclusions was released, the Administration also released a related Fact Sheet addressing, in part, its rationale for the Executive Order.4 [Record No. 22- 4] The following day, Treasury filed this Complaint for Declaratory Relief seeking a

declaration that it has the power to terminate its national collective bargaining agreement and other supplemental agreements (collectively “CBAs”) with Defendant National Treasury Employees Union, Chapter 73 (“Chapter 73”) pursuant to Exclusions because it is a valid exercise of the President’s authority under the exclusion provision in FSLMRS, 5 U.S.C. § 7103(b)(1). [See Record No. 1 at ¶¶ 9, 12, 63.] More specifically, the action “seeks a declaration limited to Chapter 73 ‘as to all of the agreements that are named in’ the Complaint.”

[Record Nos. 24 at 74–76 and 31 at 13] The CBAs at issue include the Internal Revenue

3 U.S. Office of Personnel Management, Memorandum, (Mar.

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