REPRESENTATION ISSUES; UNIT DETERMINATION/CRITERIA (SEE ALSO WHO IS AN EMPLOYEE?, SECTION 200) – Bargaining/Representation History

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In craft unit severance cases, the history of collective bargaining of the employees at issue and the employer as a whole must be examined, “with emphasis on whether the existing patterns of bargaining are productive of stability in labor relations, and whether such stability will be unduly disrupted by the destruction of the existing patterns of representation.” (p. 26.) A recent change in the bargaining representative does not necessarily destabilize the existing relationship between the bargaining unit and employer. There must be some showing that the decertification resulted not from general dissatisfaction with the incumbent union, but from dissatisfaction among the skilled craft employees specifically. (p. 27.)