IMPASSE PROCEDURES; IN GENERAL; DUTY TO PARTICIPATE IN GOOD FAITH – Post-Impasse

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An employer has no affirmative obligation to implement its LBFO, especially where, as here, the union has not accepted the LBFO and has manifested clear objection to the proposed change. The employer’s only obligation is to refrain from implementing changes not reasonably comprehended in its LBFO. Where the employer has not changed anything but simply maintained the status quo after impasse, it has not violated its duty to meet and confer in good faith before implementing changes in negotiable terms and conditions of employment.