American Federation of Government Employees, Local 1738 (Union) and United States Department of Veterans Affairs Medical Center, Salisbury, North Carolina (Agency)

65 FLRA No. 204    
LOCAL 1738
June 30, 2011
Before the Authority: Carol Waller Pope, Chairman, and Thomas M. Beck and Ernest DuBester, Members[1]
I.     Statement of the Case
        This matter is before the Authority on an exception to an award of Arbitrator Bernard T. Holmes filed by the Union under § 7122(a) of the Federal Service Labor-Management Relations Statute (the Statute) and part 2425 of the Authority’s Regulations. The Agency filed an opposition to the Union’s exception.   
                The Arbitrator denied a grievance alleging that the Agency had violated the parties’ agreement by failing to pay the grievants overtime for carrying pagers when they were off-duty. For the reasons that follow, we dismiss the Union’s exception.
II.    Background and Arbitrator’s Award
The Union filed a grievance alleging that the Agency had violated the parties’ agreement by failing to pay the grievants overtime for carrying pagers when they were off-duty. See Award at 5. The grievance was unresolved and submitted to arbitration where the parties were unable to stipulate to an issue. Id. at 2. The Arbitrator analyzed the issue set forth by the Union: “Did the Agency violate the [parties’] agreement by requiring the [grievants] to carry pagers when they were not in a pay status? And if so, what is the remedy. . . [?]” Id.; see also id. at 8. The Arbitrator found that the Agency had not violated Article 20 of the parties’ agreement as alleged, and denied the grievance.[2]          
III. Positions of the Parties
A.      Union’s Exception
The Union asserts that the award “should be reversed” because it is “contrary to the plain language of the negotiated agreement.” Exception at 5; see also id. at 3. Specifically, the Union disputes the Arbitrator’s interpretation of the “plain language” of Article 20, Section 5(e). Id. at 3-5.          
B.      Agency’s Opposition
The Agency asserts that, based on the facts found by the Arbitrator, the grievants have not established that they are entitled to overtime pay under the parties’ agreement. Opp’n at 23-27.     
IV.    Analysis and Conclusion
The Authority’s Regulations specifically enumerate the grounds that the Authority currently recognizes for reviewing awards. See 5 C.F.R. § 2425.6(a)-(b). In addition, the Regulations provide that if exceptions argue that an arbitration award is deficient based on private-sector grounds not currently recognized by the Authority, then the excepting party “must provide sufficient citation to legal authority that establishes the grounds upon which the party filed its exceptions.” 5 C.F.R. § 2425.6(c).
Further, § 2425.6(e)(1) of the Regulations provides that an exception “may be subject to dismissal or denial if: “. . . [t]he excepting party fails to raise and support” the grounds listed in § 2425.6(a)-(c), “or otherwise fails to demonstrate a legally recognized basis for setting aside the award[.]” 5 C.F.R. § 2425.6(e)(1). Thus, an exception that does not raise a recognized ground is subject to dismissal under the Regulations. AFGE, Local 738, 65 FLRA 931, 932 (2011) (Local 738); AFGE, Local 3955, Council of Prison Locals 33, 65 FLRA 887, 889 (2011) (Member Beck dissenting in part) (Local 3955). 
The Union’s contention that the award is “contrary to the plain language of the negotiated agreement[,]” Exception at 5, does not constitute a ground currently recognized by the Authority for reviewing awards.[3] See 5 C.F.R. § 2425.6(a)-(b). As the Union does not raise a recognized ground or cite legal authority to support a ground not currently recognized by the Authority, we dismiss the exception. See Local 738, 65 FLRA at 932; Local 3955, 65 FLRA at 889.
V.    Decision
                The Union’s exception is dismissed.  
Article 20 – Hours of Work and Overtime:
Section 4: General Overtime Provisions[:]
A.      Overtime shall be distributed in a fair and equitable manner.
B.      When an employee works overtime, whether covered by the Fair Labor Standards Act or exempt, such overtime will be paid in increments of fifteen (15) minutes.
C.      Employees shall be paid differential and premium pay in addition to the overtime compensation in accordance with applicable regulations.
D.      It is agreed that nonbargaining unit employees shall not be scheduled on overtime to perform the duties of bargaining unit employees for the sole purpose of eliminating the need to schedule bargaining unit employees for overtime.
. . . .
F.       Employees who are called back to work for a period of overtime unconnected to their regularly scheduled tour or who work overtime on their day(s) off are entitled to a minimum of two (2) hours overtime pay. Employees called in for emergency work outside their basic workweek shall not normally be required to perform nonemergency functions. This does not preclude employees from being called in to provide coverage in nonemergency situations.
. . . .
J.        Those e