EMPLOYER REFUSAL TO BARGAIN IN GOOD FAITH; UNILATERAL CHANGE (FOR NEGOT OF SPECIFIC SUBJECTS, SEE SEC 1000, SCOPE OF REPRESENTATION) – In General
Single Topic for Decision 2125M
Full Decision Text (click on the link to view): Full Text
602.01000 – In General
Unfair practice charge failed to demonstrate a unilateral change in policy where the County Board of Supervisors policy regarding mandatory furloughs was clearly established. County’s erroneous publication of personnel rules including a copy of the policy suggesting that BU 31 was exempt from the policy was not sufficient to show that the Board of Supervisors had in fact amended the policy to exempt BU 31. The implementation of furloughs represented the application of the existing policy. Unfair practice charge failed to demonstrate that implementation of furloughs was a unilateral change in policy where the County Board of Supervisors policy regarding mandatory furloughs was clearly established. Past practice will only be considered when necessary to determine an ambiguous policy. Past practice does not trump a clear established policy. Failure to enforce a policy does not mean an employer is forever precluded from doing so. Union argument that the parties bargaining history and past practice show that the MOU between the parties is plagued by mistake of fact is misplaced where the issue before PERB is not bad faith bargaining, but is the allegation of unilateral change of a County policy that is not set forth in the MOU.