What is the purpose of the CoastGuard regulation CIM_12711_4A LABOR-MANAGEMENT RELATIONS PROGRAM?
The purpose of this regulation is to establish policies, procedures, and guidelines for the implementation and administration of the Coast Guard's Labor-Management Relations Program.

Who is covered by this regulation?
This regulation applies to all Coast Guard military and civilian personnel, as well as labor organizations representing Coast Guard employees.

What is the role of the Labor-Management Relations Program?
The program's role is to promote constructive and cooperative relationships between management and labor, encourage communication, resolve disputes, and establish consistent labor-management practices.

How are labor organizations and collective bargaining units recognized by the Coast Guard?
Labor organizations are recognized through a formal process that includes verification of majority support among employees, submission of required documents, and evaluation by a recognition committee.

Can employees join labor organizations voluntarily?
Yes, employees have the right to join or assist labor organizations of their choosing, subject to applicable laws and regulations.

Are supervisors and managers allowed to join labor organizations?
No, supervisors and managers are generally precluded from joining labor organizations due to their inherent management responsibilities.

What is the process for resolving labor disputes under this regulation?
The regulation encourages the use of negotiated grievance procedures, mediation, and alternative dispute resolution methods in order to settle labor disputes in an expeditious and fair manner.

How are labor-management relations policies developed and updated?
Policies related to the Labor-Management Relations Program are developed in collaboration with labor organizations and are subject to negotiation and consultation. Updates are made as necessary, taking into account changes in laws and regulations.

Can employees engage in collective bargaining while on duty?
Yes, employees may engage in collective bargaining activities during non-duty hours, as long as it does not interfere with the performance of their official duties.