The
Federal Labor Relations Authority (FLRA) has issued
a decision in a long-standing dispute between the IRS and the National Treasury Employees Union over education requirements applicable to IRS agents. The FLRA ruled in favor of the IRS, and although according to
this Washington Post story it is unclear what the union's next step will be, there is much value in examining the dispute because it provides some insight into how the IRS and its employees view their responsibilities.
In the early 1990s, the IRS proposed a requirement that persons seeking to be revenue agents complete at least thirty semester hours of accounting courses, and demonstrate knowledge in five specific areas of accounting. Thirty semester hours, incidentally, is equivalent to ten three-credit courses. The thirty-hour requirement would replace an existing 24-hour requirement. The IRS proposal was approved by the Office of Personnel Management and included in its Qualifications Handbook.
The IRS implemented the change in 1995. It "grandfathered" existing agents, letting them continue in their positions even if they did not meet the new requirements. However, because of budget constraints, the IRS did not apply the new requirements to job applicants until 2002. When the IRS denied an application by an employee to become a revenue agent because she did not meet the thirty-hour requirement, she filed a grievance. The union also filed a grievance, taking the position that requiring agents to have knowledge in five areas of accounting was unacceptable.
The grievances went before an arbitrator, who concluded that both new requirements were educational requirements, and that because existing agents could perform their duties successfully without satisfying either of the new requirements, imposing the requirements on new job applicants violated section 3308 of United States Code title 5. That provision states, "The Office of Personnel Management or other examining agency may not prescribe a minimum educational requirement for an examination for the competitive service except when Office of Personnel Management decides that the duties of a scientific, technical, or professional position cannot be performed by an individual who does not have a prescribed minimum education..."
The arbitrator also concluded that imposition of the new requirements violated Section 3(B) of Article 13 in the collective bargaining agreement between the IRS and the union. That provision states that "selective placement factors will only be used in determining eligibility when they are essential to successful performance in the position to be filled." Again, because the arbitrator concluded that existing agents were able to perform their duties satisfactorily without having met the new requirements, the IRS violated the agreement when it imposed those requirements on new job applicants.
However, the arbitrator concluded that the IRS had not violated section 300.103 of Code of Federal Regulations title 5, because it "rationally could have found" the requirements related to a person's performance as a revenue agent. The arbitrator determined that the IRS had conducted three analyses of the revenue agent job, which according to the IRS' expert witness, provided "cumulative and converging evidence of the content validity" of the requirement that revenue agents have knowledge in five areas of accounting.
The arbitrator also rejected claims that imposition of the requirements violated the Uniform Guidelines for Employment Selection Procedures, concluding that there was no evidence the new requirements had an adverse impact on minority job applicants. The expert witnesses for the IRS and for the union used different approaches to determine if there was an adverse impact, but the arbitrator found that "any adverse impact of individual components of the process is not dispositive.
Rather than imposing a remedy, the arbitrator ordered the parties to negotiate a remedy. He gave them ninety days.
The IRS filed interlocutory exceptions with the FLRA, challenging the arbitrator's jurisdiction over the thirty-hour requirement dispute. The FLRA agreed, determining that the arbitrator lacked jurisdiction because the 30-hour requirement was set forth in an Office of Personnel Management regulation. However, the arbitrator's jurisdiction over the requirement of knowledge in five areas of accounting was not challenged by the IRS and the FLRA did not address it.
The parties, unable to negotiate a remedy, turned to a different arbitrator to resolve that issue. That arbitrator specified various remedies. The IRS then challenged both the conclusion that the requirement of knowledge in five areas of accounting violated section 3308 and the remedies that were specified. The Union then challenged the first arbitrator's conclusions that the IRS had not violated section 300.103 or the Uniform Guidelines for Employment Selection Procedures.
After pointing out that section 3308 only applies to requirements that may be satisfied solely through education, the FLRA noted that the first arbitrator had concluded that the requirement of knowledge in five areas of accounting could "be satisfied through education or experience." Thus, when he concluded it violated section 3308, he erred in subjecting it to a statutory provision that did not apply. The vacancy announcement provided that the requirement could be satisfied through education or experience, which, according to the FLRA, undercut the union's argument.
Turning to the arbitrator's conclusion that the IRS violated the agreement between itself and the union, the FLRA concluded that the arbitrator finding of a contract violation was contrary to management's right to make employment selections. Because the union did not argue that the arbitrator was enforcing a provision negotiated under section 7106(b) of the labor statute or any applicable law, the union failed to provide a basis for concluding that the first prong of the applicable labor law test had been satisfied.
Next, the FLRA concluded that the union failed to show that the arbitrator erred when concluding that section 300.103 had been violated. That provision requires federal agencies to hire using a job analysis that identifies "(1) The basic duties and responsibilities; (2) The knowledges, skills, and abilities required to perform the duties and responsibilities; and (3) The factors that are important in evaluating candidates," that "[t]here shall be a rational relationship between performance in the position to be filled . . . and the employment practice used[,]" and that "[t]he demonstration of rational relationship shall include a showing that the employment practice was professionally developed." The FLRA accepted the arbitrator's conclusion that three job analyses were conducted in developing the requirement of knowledge in five areas of accounting, and the weight he gave to the testimony of the IRS expert witness testimony on the professional standards used in the analysis. The FLRA rejected the union's attempt to have it give weight to its own expert's testimony that the IRS job analyses were flawed, because that was a matter of fact for the arbitrator. Nor did labor law require the FLRA to impose a different employment practice merely because it would have been preferable. The FLRA rejected the union's claim that the requirement reflected bias in favor of external applicants over internal applicants, both because the arbitrator had not made any such finding, and because such a bias does not demonstrate that the requirement is not rationally related to a revenue agent's job duties. For similar reasons, the FLRA rejected union claims that the IRS relied on college degree requirements that had "little relation" to the revenue agent position.
Finally, the FLRA concluded that the union failed to show that the arbitrator erred when concluding that the IRS had not violated the Uniform Guidelines on Employee Selection Procedures. Because the IRS had no evidence reflecting that the overall selection process had no adverse impact, it should have evaluated the individual components of the employment selection process. Yet, even though the FLRA concluded that the arbitrator erred in this respect, it put aside the error as irrelevant because his legal conclusions were "consistent with law, based on the underlying factual findings." It relied on the fac that the IRS evaluated the requirement of knowledge in five areas of accounting, concluding that this component did not cause an adverse impact on minority applicants, thus excusing the IRS from satisfying documentation requirements the union claimed it ought to have met. Because the union's expert evaluated the thirty-hour requirement and requirement of knowledge in five areas of accounting in combined form, rather than separately, the expert's conclusions could not be broken out and applied solely to the latter requirement. The FLRA concluded that the union was not arguing the requirements had an adverse impact on minority applicants, only that the IRS failed to follow some documentation requirements.
So what does this maze of procedural and evidentiary jousting mean? To me, it means that, for the moment, the IRS can proceed in its attempt to upgrade the job performance quality of its revenue agents. It also makes me wonder why a labor union would oppose requirements that would make its members more educated. The flaw, perhaps, was that in "grandfathering" existing agents, the IRS gave the union some ammunition to use in its argument that revenue agents don't need any additional education to perform their jobs.
The agents now being hired by the IRS may end up working for the agency until 2030 or 2040. The tax law is unlikely to become less complicated or easier to analyze. During the past several decades, the tax law has become so difficult to learn and apply that law students, who surely are among the brightest, characterize it as the "nuclear physics" of law school. Surely it makes sense to have revenue agents, who need not be lawyers or law-educated, to immerse themselves in at least ten accounting courses and to gain knowledge in at least five areas of accounting. Of course, I would recharacterize the requirement as one of knowledge and understanding, for the latter is far more important, but this is not the place where I want to quibble about the specifics of the new requirements.
I don't understand the resistance to taking a few more courses, even if it means going back to school. I understand that there is a cost to the employee if he or she must return to school, and hopefully the IRS would reimburse existing employees for doing so. People currently in college who decide to apply for a revenue agent position ought select courses based on utility and value, signing up for accounting courses numbers nine and ten rather than for some course scheduled at a convenient time, taught by a non-demanding professor, or ideal for grade point padding. I also understand that the real dispute was the impact of the new requirements on a decades-long practice of IRS employees sliding into revenue agent positions after having worked for some period of time in some other capacity. That practice, perhaps becoming some sort of entitlement in the minds of a few employees, isn't necessarily the best practice for an agency charged with enforcing the tax laws in a manner that does right by both taxpayers and the government and that reaches correct results.
Of course, I would prefer that all revenue agents, and all tax practitioners, earn a law degree, because the thinking process that is acquired or polished while studying law has become a sina qua non for tax analysis. Tax is more than running numbers. I've
previously posted on why having an accounting degree or background is not a prerequisite for being a good tax practitioner and how it is not even a guarantee that one would be a good tax practitioner. Yes, it helps, but it is far from essential.
The point isn't whether accounting or law is the better pathway to tax practice. The issue is whether someone who has no law background and a limited accounting background should be a revenue agent, or if, instead, it makes sense to jack up the accounting requirement for job applicants who have no law background. That was the issue. I sincerely hope the union surrenders and invests its energies into getting its members access to more tax education, and if it's going to battle the IRS it ought to do so over things such as reimbursement for additional course work and not in opposition to enhancing revenue agent education.