Tom is a federal employee at the U.S. Post Office. He has been diagnosed with Obsessive Compulsive Disorder. He is a member of the American Federation of Government Employees (AFGE). For six months, Tom spent most lunch breaks and many after-work hours with his union rep., creating and executing a plan to insure that the Post Office agreed to negotiate workplace technology rules protecting workers' privacy in the upcoming collective bargaining negotiations. He talked about his efforts during work, with co-workers as often as he could. He always mentions Obama's Executive Order 13522 - creating "Labor Management Forums to Improve Delivery of Government Services." Still, his co-workers found Tom's incessant discussion of the topic, irritating. Several reported this to management and Tom was disciplined five months ago for "disruptive" behavior towards others. Ultimately, Tom's efforts and those of the AFGE were unsuccessful. The Post Office refuses to negotiate the topic. In fact, the labor agreement says nothing about privacy rights associated with workplace technology. Nor does the agreement mention whether or not the topic is within the scope of the agreed-upon grievance procedure. During the same six month period, Tom was unable to move up in the Post Office organization. He believes that the performance evaluation he submitted with job/promotion applications hurt his chances because it reflected the discipline he received. Tom's union rep. agreed and filed a grievance against the Post Office. Concurrently, Tom filed a charge with the EEOC claiming that the Post Office violated the Americans with Disabilities Act (ADA). Using chapter 13 and other materials you find helpful, evaluate whether and why the U.S. Post Office - a federal employer - is covered by Civil Service Reform Act, covering federal-sector labor relations.