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

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To state a prima facie case of interference, a charging party must establish that the respondent’s conduct tends to or does result in some harm to employee rights granted under the Dills Act. The test for whether a respondent has interfered with the protected rights of employees under the Dills Act does not require that unlawful motive or intent be established, but only that at least slight harm to employee rights results from the conduct.