tort claims liability and procedure. (d) Labor relations (1) In general (A) Employer and employee status The Civilian Climate Corps shall be the employer of its members, and such members shall be the employees of the Civilian Climate Corps, for purposes under this subsection of organizing a labor organization, collective bargaining, and other employee-management relations. (B) Director responsibilities To the extent practicable, the Director shall ensure, in consultation with the advisory board, that all members of the Civilian Climate Corps are provided the opportunity to join a labor organization, as applicable, during the term of their service. Such a labor organization shall, to the greatest extent practicable, be local and relevant to the service provided by such members. (C) Employee-management relations provisions With respect to employee-management relations of the Civilian Climate Corps and its members, the following shall apply: (i) Employee-management relations shall, to the extent not inconsistent with the provisions in this subtitle, be subject to the provisions that apply to the employee-management relations of the United States Postal Service and its employees under part II of title 39, United States Code. (ii) The Civilian Climate Corps shall remain neutral in any labor organization organizing effort. (iii) The Civilian Climate Corps shall recognize for collective bargaining purposes, and shall collectively bargain with, any labor organization that has a written majority authorization of a unit encompassing all members of the Civilian Climate Corps or any other unit determined appropriate by the National Labor Relations Board. (iv) Members of the Civilian Climate Corps shall have the right to strike, and the Civilian Climate Corps shall not discharge, discipline, or permanently replace members for striking. (2) Commencement of collective bargaining Not later than 10 days after receiving a written request for collective bargaining from a labor organization that has been newly recognized or