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

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Charge did not establish that implementation of layoff occurred when employer notified union and employees of its layoff decision, which was not negotiable, and offered to negotiate the effects of the layoff. Until such time as the layoff was actually implemented, and even thereafter, the parties could have negotiated changes to the area of layoff. Implementation of the nonnegotiable decision to lay off employees prior to the completion of negotiations over the effects of the layoff is permissible where the decision to implement was not arbitrary, the employer gave sufficient notice of the implementation date to provide for meaningful negotiation, and the employer continues to negotiate in good faith.