History in Brief
SFLERP was originally established in 1973 as the Society of Federal Labor Relations Professionals (SFLRP) and composed of professionals engaged in federal labor-management relations in all three segments: management, organized labor, and neutrals. In 2001 the Society’s name was expanded to include employee relations practitioners in recognition that the core competencies of these professionals are interchangeable. As the Society of Federal Labor & Employee Relations Professionals, membership in SFLERP is open to all individuals who have an interest in Federal labor and employee relations. In keeping with the tripartite composition of the Society, officers of the National organization and local chapters represent all three components of the federal employee-labor relations community, with the various officers and board members elected on a rotating basis.
The Society holds an annual symposium and membership meeting in Washington, DC which provides members with professional development and continuing educational opportunities. Monthly training sessions and seminars are sponsored by local chapters on issues of interest with detailed presentations and discussion.
For general questions concerning SFLERP events or membership, feel free to email firstname.lastname@example.org for more information. The Society hosts periodic regional training conferences throughout the year. “Please click “Training” for more information.
The Society’s membership is very diverse and includes employee and labor relations professionals from virtually all federal government agencies and labor organizations; private legal practitioners; neutrals such as arbitrators, mediators, facilitators, judges, and conflict resolution specialists, as well as professionals at the FLRA, FMCS, FSIP, EEOC, MSPB, and the Office of Compliance. The membership also includes trainers, academics, researchers, students and retirees.
The Society’s mission is to:
- Enhance the value and stature of the federal labor-employee management relations program;
- Increase understanding and visibility of federal labor-employee management relations.
- Create a better understanding and appreciation between members who otherwise might view themselves as opponents and create a better understanding and appreciation of their respective interests, needs and concerns.
- Improve the professional expertise of its practitioners.