Tinashe Machona, Esq.

• Managed multiple complex cases simultaneously while maintaining a high level of professionalism under tight deadlines.
• Monitored changes in labor laws to ensure ongoing compliance with relevant regulations affecting company operations.
• Maintained detailed records of labor relations activities to support decision-making processes during negotiations.
• Reduced potential conflicts with proactive communication between management and employees.
• Initiates legally-based research in cyber-feds to extract relevant material supportive of the Agency's position.
• Advisor to senior leaders on the provisions of the Federal Labor Management Relations Statute (FLMRS) (The Statute) and the requirements to adhere to Federal Labor Laws. This includes advising on the applicability of 5 U.S.C Chapter 71 as well as 752 procedures.
• Provides client managers, supervisors, and employees with information and interpretations of the Collective Bargaining Agreement (CBA).
• Successfully negotiated the 2024 AFGE-TSA CBA and the 2023 AFGE-TSA Official Time Memorandum of Agreement (MOA). I was on both bargaining teams for TSA, which became TSA history, as it was first time TSA Negotiated “Official Time”.
• Engage Impact and Implementation (I&I) negotiations services with the exclusive representative (Bargaining Unit Employees).
• Provides policy administration advice. Trains agency managers, supervisors and senior leaders of labor relations teaching leadership to abide by federally-recognized Labor laws such as prevention of Prohibited Personal Practices (PPPs).
• Serves as a Subject Matter Expert (SME) on a wide range of highly complex issues relating to collective bargaining negotiations, and issues relating to labor relations.
• Provides candid advice on procedures, practices, policies, and guidelines, when the issues addressed require substantial interpretation where there is potential for controversy, and/or the issue involves more than one area of Human Resources (HR) policy.
• Develops complex proposals and counter-proposals that effectively reflect management's agenda.
• Ensures the timely preparation of rationale/merit arguments, based on analysis and correct interpretation of conflicting precedence and guidance.
• Works with Union officials and negotiators to develop and implement solution/settlement agreements based on needs and knowledge of overall labor environment and the workplace.
• Provides a full range of advisory services while providing guidance of the full scope of labor relations to managers and management offices in support of TSA's CBA and the TSA Administrator's Determination.
• Responds to requests for interpretation of agency policies, procedures, and precedents on unique and possibly ambiguous labor relations questions, and resolves most problems and work issues without the assistance of a manager, team leader, or more experienced professional.
• Provides representation in meetings, and within various liaison activities with the exclusive representative for TSA's CBA.
• Reviews new legislation affecting TSA's labor relations programs, contract negotiations and administration, and other aspects of human resources programs to determine impact on existing labor agreements and current agency policies, programs, and procedures.
• Provides staff advisory services on TSA-wide issues pertaining to the potential impact of negotiations and third-party decisions concerning management, employee and union rights, including but not limited to statutes and other regulatory authorities. Resolves complaints and grievances before a formal review is requested.
• Collateral/Additional duties - Facilitator for TSA Veterans Committee.
• Collaborates with legal counsel to ensure compliance with federal, state, and local labor laws.
• Assists human resources department in developing policies that aligned with both organizational goals and legal requirements.
• Streamlines grievance procedures resulting in quicker resolutions and increased trust between labor and management.
• Answers management and employee questions, interpreted contracts and resolved issues.
• Participates in labor-management meetings to discuss labor issues.

• One of the lead analyzers of military mission and unit policies which provides candid public affairs advice to the Commanding General and the Adjutant General of the DC National Guard, including other agency senior leaders.
• Creator of public affairs communication tools such as talking points, public affairs guidance (PAGs), communication plans, troop cards etc. Initiates and manages Joint Reception Staging Onward Movement and Integration (JRSOI) briefings to troops.
• Command spokesman to convey commander's intent. Manages and leaders public affairs personnel in broadcast journalism, photo journalism, social media, base tours, among other public affairs capabilities.
• Coordinates with national and local media to educate the public about National Guard support of the community and activities that advance the interests of national security. Air National Guard ambassador, representing citizen airmen in the honor guard.
• DCNG Public Affairs liaison/POC to the DC Homeland Security Emergency Management Agency, executing duties in a joint environment with Public Information Officers (PIOs) from local and federal agencies such as FBI, USSS, USPP, MPD etc. Coordinate with appropriate agencies prior to releasing information to the public. Writes and releases organization-wide articles that inform the public.
• Develops working relationship with media representatives. Public Affairs Point of Contact for State Partnership Program (SPP) events with Burkina Faso and Jamaica.
• Leverages partnerships with community organizations to broaden reach and impact of public affairs initiatives.
• Implements innovative approaches to stakeholder engagement, fostering productive dialogue around complex issues.

· Provided client managers, supervisors and employees with information and interpretations of the Southwest Regional Human Resources Office's employee conduct and performance management advice.

· Advised senior leaders on the provisions of the Federal Labor Management Relations Statute and the requirements to adhere to Federal Labor Laws.

• Evaluated the effectiveness of current labor relations strategies by analyzing trends and recommending improvements when necessary.
• Collaborated with legal counsel to ensure compliance with federal, state, and local labor laws.

· Reviewed performance, conduct related actions, and provides guidance on complex and/or sensitive issues.

· Supported management in administrative decisions and assess/facilitate issues that may progress to the Merit Systems Protection Board (MSPB) or the Federal Labor Relations Authority (FLRA).

· Reviewed routine to complex, multi- issue, and multi-party complaints or grievances; conducted personal interviews and other fact finding to advise management of alternative and optional approaches to resolve disputes.

· Engaged in mediations services to assist parties in solving issues with the Federal Mediation Conciliation Service.

· Provided advice on the preparation of disciplinary and adverse action, grievance, and appeal letters and documents required to execute the actions using chapter 75 procedures and the penalty guide.

· Ensures the timely preparation of rationale/merit arguments, based on analysis and correct interpretation of conflicting precedence and guidance. Works with Union officials and negotiators to develop and implement solution/settlement agreements based on needs and knowledge of overall labor environment and the workplace.

· Engage Impact and Implementation (I&I) negotiations services with the exclusive representative (Bargaining Unit Employees).

· Provided policy administration advice. Trained agency managers, supervisors and senior leaders of labor relations, employee relations and performance management issues with self-created materials relevant to subject matters, particularly teaching leadership to abide by federally-recognized Labor laws such as prevention of Prohibited Personal Practices (PPPs).

• Lead Adviser to management on labor-related matters, particularly regarding bargaining unit employees and employee rights.
• Provided candid direction and advise for course of action pertinent to Office of Congressional Workplace Rights (OCWR) and the Congressional Accountability Act (CAA).
• Assisted and facilitates the good faith relationship between the exclusive representative and Agency officials.
• Managed seven (7) Collective Bargaining Agreements (CBAs), which where consensually agreed upon by both Union and Agency officials.
• Coordinated with the Employee and Labor Relations Branch (ELRB) to ensure progressive discipline Agency-wide, in-keeping with the CBA and well-established governing Federal labor practices.
• Conducted extensive research on cyber-fed to support the Agency's position.
• Provided assistance in the mammoth task of scrubbing the entire agency's Bargaining Unit Codes for all positions, to ensure accuracy necessary for identifying employee's eligibility to be part of the Union.
• Determined physical components for Hazard Pay with multiple analysis techniques. Worked extensively within the establishment of the ELRB database.
• Completed an investigation report for the head of the HR department.

• Advised proper course of action regarding Title 32 Dual-status, Title 5 Federal and state employee-management relations on conduct-based performance. Evaluate and assess employee discipline and adverse actions.
• Responded to the Federal Labor Relations Authority (FLRA) on Unfair Labor Practices (ULPs) filed by the Union against the agency – thus, represented the Agency before the Authority.
• Engaged interaction with union representatives and stewards. Actively participated in contract negotiation for the formulation of two (2) Collective Bargaining Agreements (CBAs).
• Facilitates Impact & Implementation (I&I) with union representatives before adoption of relevant personnel policies. Strengthen and promote negotiation in order to maintain relationships. Implement National Guard Bureau (NGB) and Chief of the National Guard Bureau (CNGB) policies.
• Regularly strategized and coordinated with Agency Staff Judge Advocates before the institution of employee discipline or adverse action. Also furnished legal research with OGC.
• Ensured sufficient practice of employment procedures according to the regulations codified by the Department of Labor (DOL), consistent with Labor/employment Law. Advised Human Resources Office (HRO) on labor management and Union issues.
• Provided oral advocacy and legal writing for the Agency on desired positions. Possessed knowledge and understandings on Equal Employment Opportunity (EEO), Equal Employment Opportunity Commission (EEOC) policies, Mediation, Federal Impasse Service Panel (FSIP) issues, Arbitration, Federal Labor Relation Authority (FLRA) procedures for Unfair Labor Practices (ULPs), and Merit Systems Protection Board (MSPB) employee appeal rights. Ultimately promote the efficiency of the service.
• Trained managers and supervisors on effective conflict resolution techniques to minimize disruptions in the workplace.
• Advised management on best practices in employee relations, fostering a positive work environment.

• Conducted thorough research on applicable statutes and case law to build compelling legal theories that supported a winning argument.
• Enhanced department efficiency with thorough case management, organization, and prioritization.
• Prosecuted three (3) misdemeanor cases.
• Conducted plea bargaining agreements primarily for driving on suspended license (DOSL) cases.
• Interviewed witnesses and Police Officers.
• Conducted legal research on traffic laws.
• Reviewed police incident reports and police body cameras to determine if there was requisite articulable reasonable suspicion and probable cause for law enforcement involvement.
• Counseled indigent defendants on “life skills training” as an alternative to jail for case transfer to county attorney.
• Organized prosecutor caseload.

• Maintained up-to-date knowledge of current laws and regulations affecting client industries by reading relevant publications.
• Assisted direct and cross-examination preparations.
• Drafted subpoena determination for Washington D.C. headquarters office review to assess whether a subpoena was necessary to mandate defendant-employer in revealing trial-specific information.
• Conducted legal research for discrimination cases concerning title 7 violations with respect to employment.
• Collaborated closely with supervising attorneys, contributing meaningfully to case strategy development and legal issue analysis.
• Conducted client interviews and prepared detailed summaries, contributing to more effective case strategy development.
• Interviewed class members and charging parties in order to determine “cause” for litigation.
• Followed up via phone calls or emails to discern if discrimination/hostile work environment persisted.
• Prepared memoranda of law for cause reviews that helped trial attorneys guide potential suit from investigation phase to civil litigation phase.
• Document review of court transcripts and depositions of defendant-employers.

• Streamlined communication between judges and attorneys by managing correspondence and scheduling conferences.
• Conducted thorough legal research for complex cases, resulting in well-informed decisions by the judge.
• Conducted research on Driving Under the Influence (DUI) offenses and Horizontal Gaze Nystagmus (HGN) field sobriety test for Administrative Law Judges (ALJ).
• Also researched steps and messages taken by a Drug Recognition Expert “DRE” to help ALJs understand chain of custody issues and contamination of equipment.
• Provided legal clerical services to ALJs and managed hearing requests.
• Reviewed multiple petitions for hearings to determine if they were timely and related information to ALJ for default purposes.
• Assisted Judge David Allen in his administrative hearings for DUI cases, provided research for cases of “first impression.”
• Kept abreast of current legal developments to inform decision-making in ongoing cases and identify areas where precedent may be outdated or unclear.

• Conducted third party closings for residential properties in metro Atlanta as a liaison of the firm. (The firm had the Housing Urban Development (HUD) contract, requiring the sale of property to be facilitated only by the firm, in the state of GA).
• Traveled to third party purchasers, explained purchase details and proceeds to have the parties sign the HUD certified documentation, on behalf of the firm.
• Supervised data and scanning entry of documentation that was used for the sale of property.
• Stored case files for attorneys as a file clerk and was responsible for approved document destruction.
• Organized HUD packages, which included special warranty deeds and quit claims deeds, in preparation of actual closings at the office.
• Maintained a high degree of professionalism at all times, representing the organization with integrity in both internal and external interactions.

• Analyzed problems and worked with teams to develop solutions.
• Developed organizational skills through managing multiple tasks simultaneously while adhering to strict deadlines.
• Interacted with customers by phone, email, or in-person to provide information.
• Researched criminal case law in preparation for trial.
• Conducted intake interviews with clients, where I was responsible for talking to clients and gathering notes to be reviewed by Attorney Sala.
• Traveled to court with Attorney Sala and provided any assistance necessary.