EMPLOYER REFUSAL TO BARGAIN IN GOOD FAITH; UNILATERAL CHANGE (FOR NEGOT OF SPECIFIC SUBJECTS, SEE SEC 1000, SCOPE OF REPRESENTATION) – Impact and Extent

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A change in health benefits plans is negotiable only if the change has a material or significant effect or impact on the actual benefits received by employees; p. 12. It is not enough to theorize or speculate that a change in benefits could impact employees, but an actual effect on employees caused by the benefit-related change must be shown by the charging party by a preponderance of the evidence; p. 12 and p. 14. The actual benefits received by employees pursuant to the CBA, even if not specifically listed in the current or former CBA, represents the status quo which the state is bound to maintain and any unilateral change resulting in a significant impact on these actual benefits, may violate the Dills Act; p. 13. Modest impact ($9 per employee per year) does not constitute significant impact of union care benefits; p. 19. Modest impact ($9 per employee per year) does not constitute significant impact of union care benefits; p. 19.