UNION UNFAIR PRACTICES;RESTRAINT, COERCION, INTERFERENCE OR DISCRIMINATION – In General

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A charging party must specifically describe why an internal union procedure or its application is unreasonable. In this case, the charging party failed to do so. In discrimination charges filed against employee organizations based on internal union activity, the charge must demonstrate that the internal union conduct had an impact on employer-employee relations. In addition, the adverse action taken by the employee organization must have some impact on employer-employee relations. In this case, there was no impact on the employer-employee relations. The test under Dills Act section 3515.5 only applies to an employee who has been suspended or expelled from union membership.