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As part of the County’s relationship with the employee organizations, and as required by California law, management must provide reasonable advance written notice to employee organizations whenever it intends to implement a rule or workplace change that will likely affect employees in that department or unit.

Code section 3505).Beginning in November 2010, San Diego city officials proposed public employee pension reforms in response to budget deficit concerns.

meet-and-confer in good faith over proposed changes in wages, hours, and other terms and conditions of employment.


The merged plan, among other things, allowed newly hired police to continue with a pension plan, but new firefighters would have the 401(k)-style plan. Completing the CAPTCHA proves you are a human and gives you temporary access to the web property.If you are on a personal connection, like at home, you can run an anti-virus scan on your device to make sure it is not infected with malware.If you are at an office or shared network, you can ask the network administrator to run a scan across the network looking for misconfigured or infected devices.

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It granted the City’s request to stay the ALJ’s scheduled June 2012 hearing. The Court noted that “‘[t]he duty to meet and confer in good faith has been construed as a duty to bargain with the objective of reaching binding agreements between agencies and employee organizations …. For years, governments would not acknowledge a formal contracted labor relation with their employees. After employees choose a union as a bargaining representative, the employer and union are required to meet at reasonable times to bargain in good faith about wages, hours, vacation time, insurance, safety practices and other mandatory subjects. (p. The Union sought writ relief. 9. Mayor Sanders and his staff subsequently supported the signature-gathering campaign in public appearances, speeches, interviews, solicitations for assistance, and media statements.

6-7. PERB uses a liberal, discovery-type standard to determine relevance. Labor Relations. meet-and-confer in good faith over proposed changes in wages, hours, and other terms and conditions of employment. Meet and confer in good faith rights (full bargaining rights); both sides must exchange and fully consider all reasonable proposals with the hopes of reaching a final agreement. 7. Listed in alphabetical order below are the key concepts relating to …

)An employer’s duty to provide information abides even where third party privacy rights are concerned, because “a union’s unique representational functions gives it a right to arguably private information.” [Citation.] The Court explained that it was “settled” that courts generally defer to PERB’s construction of labor law provisions within its jurisdiction because PERB was “‘one of those agencies presumably equipped or informed by experience to deal with a specialized field of knowledge, whose findings within that field carry the authority of an expertness which courts do not possess and therefore must respect.’”The Supreme Court observed that the focus of the MMBA is Government Code section 3505, which mandates that a governing body of a local public agency, or its designated representative, meet and confer in good faith on employment terms and conditions with representatives of recognized employee organizations. The County’s Employer-Employee & Labor Relations Policy states that “the County retains the exclusive right to determine the methods, means, and personnel by which County government operations are to be conducted.” Decisions to make these types of changes are not subject to meet and confer. LEXIS 5674 (Cal. California law which requires the public employer to notify the applicable employee organization about the changes and provide it with the opportunity to meet and confer or bargain over the proposed changes and/or the impact(s).
While Wilson-Combs has the right to meet with her employer without the union, the State is not required to meet and confer with her over terms and conditions of employment. Accordingly, the California Supreme Court reversed the Court of Appeal.The Court remanded with instructions that the lower court should address the appropriate judicial remedy for the violation identified in this opinion because the Court of Appeal did not consider the remedy issue after its judgment that the city had no meet-and-confer duty. )While the MMBA does not expressly provide for an exclusive representative’s right to information, the Board has repeatedly recognized that an exclusive representative’s statutory right to represent employees carries with it ancillary rights, including the right to obtain necessary and relevant information and to bargain with the employer over any alleged privacy concerns.

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