Embedded Files
The NLRB will hold a hearing against IFES for unfair labor practices beginning on June 17.
As of June 7, 2024, the National Labor Relations Board (NLRB) has found merit in
15 unfair labor practice (ULP) charges against IFES.
Three charges are still pending, and there are more yet to be filed.
Employees have the right to unionize, to join together to advance their interests as employees. Section 7 of the National Labor Relations Act (the NLRA) guarantees employees these rights. If an employer violates any of these rights and obligations, the Union can file an Unfair Labor Practice (ULP).
So far, the NLRB has found merit in 15 ULP charges against IFES:
Click the sections below for more information about each charge.
Charge 1: Unlawful Termination, Refusal to Bargain, and Unlawful Disciplinary Procedures Targeting Union Leader
On March 10, IFES Management unlawfully terminated Senior Global Gender Specialist Gina Chirillo.
The NLRB has informed both Management and the Union that there is merit to the related charges.
Filed in March 2023
See the case information on the NLRB website
Charge 2: Referral by CEO to Disciplinary Investigation Targeting Union Leader
The IFES CEO attempted to intimidate Collective Bargaining Committee member by referring them for discipline for sending a message in the Teams chat of an all-staff meeting.
The NLRB has informed both Management and the Union that there is merit to the related charges.
Filed in July 2023
See the case information on the NLRB website
Charge 3: Failure and Refusal to Provide Requested Disciplinary Information to the Union Required by Law
IFES Management refused to provide relevant information about Employer disciplinary procedures and how they have been implemented.
Filed in September 2023
See the case information on the NLRB website
Charge 4: Failure to Provide Notice to and Failure to Bargain in Good Faith Regarding Changes to Employee Benefits
The Employer announced changes to benefits and informed staff of these changes, even though the Employer did not inform the Union nor bargain to completion over these changes, as is required under law.
Filed in September 2023
See the case information on the NLRB website
Charge 5: Failed and Refused to Bargain in Good Faith over the Decision and Unilateral Implementation of Return-to-Office Schedules and Procedures
The Employer instituted and enforced a change to the return-to-office policy without bargaining to completion with the Union.
Filed in January 2024
See the case information on the NLRB website
Charge 6: Threatened Unspecified Discipline to a Union Leader during Non-working Hours Outside the Office
The IFES CEO sent an email to a Collective Bargaining Committee member, accusing that person of not fully waving to and acknowledging the CEO on a weekend during which they saw each other briefly in passing on the street in Dupont Circle.
Filed in January 2024
See the case information on the NLRB website
Charge 7: Refusal to Implement Fully-Executed Interim Agreement, including Issuing Disciplinary Warning Letter to a Union Supporter without Just Cause
The IFES CEO sent an email where he used the war in Sudan as a vehicle to make disparaging comments about the Union. When a staff member replied to call this sentiment “very inappropriate,” the CEO replied and referred this staff member for discipline, an unlawful act of intimidation, as this is protected, concerted activity related to the Union.
This staff member was given a written warning. IFES Management did not bargain over this discipline and refused to follow the grievance procedure outlined in the Interim Agreement, which was fully executed by both parties.
Filed in November 2023
See the case information on the NLRB website
Charge 8: Issuing Termination Notice and Terminating Employment of Union Leader; Refusing to Provide Notice to and Bargaining with, and Provide Necessary Information to Union
In August, the Employer announced layoffs and informed staff of these layoffs, even though the Employer did not bargain to completion over these layoffs, as is required under law.
Filed in October 2023
See the case information on the NLRB website
Charge 9: Failed and Refused to Bargain in Good Faith by Conditioning Employer Compliance with an Interim Agreement Signed by Representatives of the Employer Upon Withdrawal of ULP Related to Unlawful Termination Case
For several months, IFES Management continued to ask the Union to withdraw the ULP charges related to Gina Chirillo’s unlawful termination after the Union made clear in April that it would not withdraw the ULP. It is unlawful for Management to request predicate bargaining terms on this.
Filed in January 2024
See the case information on the NLRB website
Charge 10: Failing and Refusing to Provide Necessary and Requested Information Related to Layoffs
IFES Management refused to provide relevant information about Employer layoffs.
Filed in January 2024
See case information on the NLRB website
Charge 11: Refusal to Provide Financial Information to the Union Required by Law
IFES Management admitted an “inability to pay” cost-of-living increases, which, according to a Supreme Court ruling, entitles the Union to an employer's financial information when an employer bases its bargaining position on an asserted “inability to pay.” Management has repeatedly neglected to provide this information, which is unlawful.
Filed in January 2024
See the case information on the NLRB website
Charge 12: Issuing Termination Notice and Terminating Employment of Union Member; Refusing to Provide Notice to and Bargaining with, and Provide Necessary Information to Union
IFES terminated an employee without notice to the Union, without bargaining first with the Union, and without providing relevant information to the Union
Filed in February 2024
See the case information on the NLRB website: https://www.nlrb.gov/case/05-CA-336670
Charge 13: Promulgating an Unlawful Rule Restricting Employees From Speaking With Each Other About Terms and Conditions of Employment
IFES CEO instructed a Union employee not to communicate via email with all staff in IFES headquarters.
Filed in February 2024
Charge 14: Repeatedly and Unlawfully Conditioned Bargaining on Withdrawal of ULPs
WIthdrawal of a ULP is a "permissive subject of bargaining" by law. IFES may not condition bargaining over "mandatory subjects" by requesting, pressuring, or conditioning bargaining over mandatory subjects with demands over a permissive subject.
Filed in February 2024
Currently, there are more ULPs waiting to be filed for additional violations.
Are you a member of the bargaining unit who thinks you have been the subject of an unfair labor practice?
Reach out to us at ifesunion@gmail.com.
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