Based on these standards, Proposal 3 does not deal with a complaint, any staff policy or practice or other general terms and conditions of employment. As in the Bureau of Prisons, Proposal 3 would include meetings in which the Agency did not take final action, and would therefore include meetings that would not address a complaint within the meaning of section 7114(a)(2)(A). Since the last agreement would only include discreet action against a single worker, the proposed meeting would not involve any staff policy or practice or other terms and conditions of employment within this Section. While it is assumed that proposals 2 (a), 2 (b), 2 (g) and 7 include management`s right to discipline staff, the proposals concern negotiable procedures that the Agency will follow when providing staff with last-chance agreements. See West Point, 29 FLRA at 1540 (proposals specifying the content of “prior notification” and “final decision” on disciplinary measures were found to be negotiable under Section 7106(b)(2) of the Statute, as the Agency was not prevented from exercising its rights after the expiry of the proceedings). The terms of the “last chance” or “pre-regulation” agreements that AFLC Management proposes for signature to the members of the AFGE Council 214 bargaining unit must contain at least the following provisions: We reject the Agency`s general argument for the following reasons. In accordance with Article 7114(1) of the Staff Regulations, the trade union, as the exclusive representative of workers, is authorised to act and negotiate collective agreements for all workers. In accordance with section 7103(a)(12), collective bargaining involves good faith efforts to reach agreement on the terms and conditions of employment for employees in the bargaining unit. Collective bargaining includes the obligation to negotiate in the medium term the terms and conditions of employment of employees in the collective unit, which are not enshrined in a collective agreement. See z.B NTEU v. FLRA, 810 F.2d 295 (D.C Cir.
1987) (Agency has the obligation to negotiate with the union in the medium term). In addition, as recognized by the National Labor Relations Board, a union has the legal right to negotiate collective agreements on terms and conditions of employment that apply individually to employees of the unit. See Toledo Typographical Union nr. 63 v. NLRB, 907 F.2d 1220, 1223-25 (D.C Cir. 1990) (a proposal by the employer to speak directly to workers about retirement and separation incentives would deprive the union of its central role as the workers` representative in its dealings with the employer, according to the National Labor Relations Act). The Union`s stated intention as to the importance of the proposal does not justify another conclusion. . . .