Tom is a federal employee at the U.S. Post Office. He has been diagnosed with Obsessive Compulsive Disorder. He is a member of the American Federation of Government Employees (AFGE). For six months, Tom spent most lunch breaks and many after-work hours with his union rep., creating and executing a plan to insure that the Post Office agreed to negotiate workplace technology rules protecting workers' privacy in the upcoming collective bargaining negotiations. He talked about his efforts during work, with co-workers as often as he could. He always mentions Obama's Executive Order 13522 - creating "Labor Management Forums to Improve Delivery of Government Services." Still, his co-workers found Tom's incessant discussion of the topic, irritating. Several reported this to management and Tom was disciplined five months ago for "disruptive" behavior towards others. Ultimately, Tom's efforts and those of the AFGE were unsuccessful. The Post Office refuses to negotiate the topic. In fact, the labor agreement says nothing about privacy rights associated with workplace technology. Nor does the agreement mention whether or not the topic is within the scope of the agreed-upon grievance procedure. During the same six month period, Tom was unable to move up in the Post Office organization. He believes that the performance evaluation he submitted with job/promotion applications hurt his chances because it reflected the discipline he received. Tom's union rep. agreed and filed a grievance against the Post Office. Concurrently, Tom filed a charge with the EEOC claiming that the Post Office violated the Americans with Disabilities Act (ADA). Using chapter 13 and other materials you find helpful, evaluate whether and why the U.S. Post Office - a federal employer - is covered by Civil Service Reform Act, covering federal-sector labor relations.

The U.S. Post Office is covered by the Civil Service Reform Act due to its status as a federal agency, employment of federal employees, engagement in collective bargaining, and the existence of grievance procedures. The CSRA ensures that federal employees have rights and protections in their employment relationships,

The U.S. Post Office, as a federal employer, is covered by the Civil Service Reform Act (CSRA) which governs federal-sector labor relations. The CSRA establishes a framework for collective bargaining and dispute resolution for federal employees.

Here are the reasons why the U.S. Post Office is covered by the CSRA:

1. The U.S. Post Office is a federal agency: Being a federal agency, the U.S. Post Office is subject to the laws and regulations that govern federal employment, including the CSRA.

2. The U.S. Post Office has federal employees: Tom, as a federal employee at the U.S. Post Office, is covered by the CSRA. The CSRA provides protections and rights to federal employees, including the right to engage in collective bargaining and file grievances.

3. The U.S. Post Office engages in collective bargaining: The mention of collective bargaining negotiations in the question indicates that the U.S. Post Office is involved in the process of bargaining with employee representatives, which is a key aspect of the CSRA.

4. The U.S. Post Office is subject to grievance procedures: Tom's union rep filed a grievance against the Post Office, which suggests that the Post Office has a grievance procedure in place. The CSRA establishes the framework for resolving disputes and filing grievances in the federal sector.

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