EMPLOYER REFUSAL TO BARGAIN IN GOOD FAITH; REFUSAL TO PROVIDE INFORMATION – In General

Single Topic for Decision 2190M

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Presumptively relevant information includes, but is not limited to, information related to: wages; benefits; discipline; staffing; enrollment projections; names and home addresses of former employees to determine reinstatement or back pay entitlement; rating sheets; personnel files; employees affected by a reduction in work hours; seniority lists; subcontracting information; and investigative information related to issues of a potentially hostile or unsafe work environment. However, if recognized privacy or confidentiality right outweighs the union’s interest, then it is proper to redact sensitive information.