FLRA.
Federal Labor Relations Authority (INDEPENDENT). No published AI policy as of May 2026.
FLRA AI policy status. #
The FLRA administers the labor-management relations program for federal-sector employees under the Federal Service Labor-Management Relations Statute (5 USC Chapter 71). The FLRA Office of Administrative Law Judges hears unfair labor practice complaints; the Authority itself decides representation cases and exceptions to ALJ decisions. Representative practice is governed by 5 CFR Part 2423 (ULP) and Part 2422 (representation). As of May 2026, no published AI policy applies to representative AI use.
Authoritative source: https://www.flra.gov/
Last verified: . If this row text disagrees with the linked source, the source controls.
Why FLRA matters. #
FLRA practice is moderate-volume but distinct from private-sector NLRB practice in important ways. AI use by union representatives (typically AFGE, NTEU, NFFE, NAGE, NALC counsel) and agency counsel is growing rapidly, particularly in the procedural complexity of negotiability disputes. The FLRA body of law is small-but-distinct: it has its own enabling statute (5 USC §§7101-7135), its own rules, its own appellate review pattern (D.C. Circuit only), and FLRA precedent is not interchangeable with private-sector NLRB precedent — the federal-sector "covered by" doctrine and "particularized and specific" framework operate differently from their NLRB analogs. AI tools frequently confuse FLRA and NLRB authority, citing private-sector NLRA cases as if they bound federal-sector negotiability disputes. Post-2025 reduction-in-force activity has substantially increased FLRA filing volume.
Practice implications. #
FLRA representatives should: (1) apply ABA Op. 512 + applicable state-bar guidance; (2) verify any AI-generated negotiability analysis against the actual FLRA decision-list — the technical "covered by" doctrine and "particularized and specific" framework are easy for AI to hallucinate or misattribute to NLRB precedent; (3) be especially careful with cross-citations between FLRA and NLRB case law — these are different statutes and different doctrines, even where the case names sound similar; (4) post-2025 RIF activity has increased the volume of FLRA filings, so practitioners handling federal-sector union grievances at scale should not rely on AI-generated procedural assumptions about timing or precedent.