Decision 2173M – County of Sonoma
SF-CE-456-M
Decision Date: March 1, 2011
Decision Type: PERB Decision
Description: The charge alleged that the County violated the MMBA by unilaterally changing the manner in which retiree health insurance contributions are calculated and failing to give the Association notice and an opportunity to meet and confer over the decision to implement the change in policy and/or the effects of the change in policy.
Disposition: The Board dismissed the complaint, finding that charging party did not met its burden of proving a unilateral change in an established past practice.
Perc Vol: 35
Perc Index: 61
Decision Headnotes
602.01000 – In General
MOU did not establish a written agreement to link retiree health insurance benefits to current bargaining unit employees. Where evidence failed to establish that employer had an unequivocal, clearly enunciated and acted upon, and readily ascertainable past practice, accepted by both parties, of linking retiree health insurance benefits to the benefits received by current bargaining unit employees, charging party did not met its burden of proving a unilateral change in an established past practice, and prima facie case of unlawful unilateral change was not established.
602.06000 – Change in Past Practice
Where evidence failed to establish that employer had an unequivocal, clearly enunciated and acted upon, and readily ascertainable past practice, accepted by both parties, of linking retiree health insurance benefits to the benefits received by current bargaining unit employees, charging party did not met its burden of proving a unilateral change in an established past practice, and prima facie case of unlawful unilateral change was not established.
1101.01000 – In General
Charge that employer unilaterally changed its policy on retiree health insurance contributions by tying them to contributions made on behalf of active unrepresented administrative management employees rather than to contributions made on behalf of bargaining unit employees was not timely filed, where union knew or should have known of employer’s 20-year past practice of paying the same contributions for retirees as it did for administrative management.
1101.03000 – Computation of Six-Month Period
Charge that employer unilaterally changed its policy on retiree health insurance contributions by tying them to contributions made on behalf of active unrepresented administrative management employees rather than to contributions made on behalf of bargaining unit employees was not timely filed, where union knew or should have known of employer’s 20-year past practice of paying the same contributions for retirees as it did for administrative management.
1404.01000 – In General
Although PERB does not have jurisdiction to resolve pure contract disputes, it may interpret contract language if necessary to do so to decide an unfair practice charge case. Traditional rules of contract law guide the Board's interpretation of collective bargaining agreements. A contract must be interpreted so as to give effect to the mutual intention of the parties as it existed at the time of contracting, so far as the same is ascertainable and lawful. Where contractual language is clear and unambiguous, it is unnecessary to go beyond the plain language of the contract itself to ascertain its meaning. Where the contract language is silent or ambiguous, the policy may be ascertained by examining past practice or bargaining history. Where contract language was ambiguous and review of extrinsic evidence failed to support charging party’s interpretation, MOU did not establish a written agreement to link retiree health insurance benefits to current bargaining unit employees.
1404.02000 – Board’s Jurisdiction To Interpret Contracts
Although PERB does not have jurisdiction to resolve pure contract disputes, it may interpret contract language if necessary to do so to decide an unfair practice charge case.
1404.03000 – General Principles of Contract Interpretation
Although PERB does not have jurisdiction to resolve pure contract disputes, it may interpret contract language if necessary to do so to decide an unfair practice charge case. Traditional rules of contract law guide the Board's interpretation of collective bargaining agreements. A contract must be interpreted so as to give effect to the mutual intention of the parties as it existed at the time of contracting, so far as the same is ascertainable and lawful. Where contractual language is clear and unambiguous, it is unnecessary to go beyond the plain language of the contract itself to ascertain its meaning. Where the contract language is silent or ambiguous, the policy may be ascertained by examining past practice or bargaining history. Where contract language was ambiguous and review of extrinsic evidence failed to support charging party’s interpretation, MOU did not establish a written agreement to link retiree health insurance benefits to current bargaining unit employees.