EMPLOYER REFUSAL TO BARGAIN IN GOOD FAITH; UNILATERAL CHANGE (FOR NEGOT OF SPECIFIC SUBJECTS, SEE SEC 1000, SCOPE OF REPRESENTATION) – In General

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PERB applies the “reasonably comprehended” standard if an employer adds a job duty or issues a new assignment, and PERB may apply other means to determine materiality in other circumstances. As PERB noted in Cerritos Community College District (2022) PERB Decision No. 2819, p. 30, such other contexts include, but are not limited to, changes that impact workload or performance standards (see, e.g., County of Kern (2018) PERB Decision No. 2615-M, p. 10 & adopting proposed decision at p. 11), or changes that transfer duties to other employees within the bargaining unit or outside the unit (see, e.g., Desert Sands Unified School District (2001) PERB Decision No. 1468, pp. 3-4). (p. 6, fn. 4.)