All notes for Subtopic 1201.01000 – In General
| Decision | Description | PERC Vol. | PERC Index | Date |
|---|---|---|---|---|
| 2890M | El Centro Regional Medical Center 1201.01000: REMEDIES FOR UNFAIR PRACTICES; REINSTATEMENT; BACKPAY BENEFITS; In General The MMBA grants PERB broad discretion to order remedies necessary to effectuate the policies and purposes of the Act. (County of Lassen (2018) PERB Decision No. 2612-M, p. 7.) “Back pay, front pay and/or other monetary awards, plus interest, are an ordinary part of Board-ordered remedies where necessary to compensate injured parties or affected employees for out-of-pocket losses caused, in whole or in part, by an unfair practice.” (Sonoma County Superior Court (2017) PERB Decision No. 2532-C, p. 42 [Banks concurring in part and dissenting in part, citing Fairfield-Suisun Unified School District (2012) PERB Decision No. 2262 (Fairfield-Suisun), pp. 18-19; Los Angeles Unified School District (2001) PERB Decision No. 1469 (LAUSD), pp. 5-6, 11; San Ysidro School District (1997) PERB Decision No. 1198, p. 5; Fresno County Office of Education (1996) PERB Decision No. 1171 (Fresno), pp. 7-8, and proposed decision at pp. 1-2.].) PERB precedent awarding interest on monetary damages as part of a make whole remedy is well established. (State of California (California Correctional Health Care Services) (Healy) (2021) PERB Decision No. 2760-S, pp. 48-49, fn. 31 [judicial appeal pending]). Moreover, monetary awards should be calculated to account for the loss of the present value of money to ensure that the respondent does not retain the fruits of its wrongful conduct. (County of San Joaquin v. PERB (2022) 82 Cal.App.5th 1053, 1068.) more or view all topics or full text. | 48 | 128 | 02/21/24 |
| 2868M | * * * JUDICIAL APPEAL PENDING * * * El Camino Healthcare District, El Camino Hospital, and Silicon Valley Medical Development, LLC 1201.01000: REMEDIES FOR UNFAIR PRACTICES; REINSTATEMENT; BACKPAY BENEFITS; In General To remedy an effects bargaining obligation, PERB generally directs the offending employer to provide back pay from the first date that employees began to experience harm until the earliest of: (1) the date the parties reach an agreement, typically as part of complying with PERB’s effects bargaining order; (2) the date the parties reach a good faith final impasse, including exhaustion of any required or agreed upon post-impasse procedures; or (3) the date the union fails to pursue effects negotiations in good faith. PERB ordered employer to reimburse extra costs incurred in material part because of unilateral change in work location, with make-whole relief retroactive to the first date of harm and continuing until the earliest of: (a) the date the parties reach an agreement on the effects of the work relocation; (b) the date the parties reach a good faith impasse as to such effects, including exhaustion in good faith any impasse resolution procedures that may be required or agreed upon; or (c) the date the union waives its right to bargain by failing to request negotiations, or fails to bargain in good faith. (p. 62.) more or view all topics or full text. | 48 | 36 | 08/15/23 |
| 2855E | The Accelerated Schools 1201.01000: REMEDIES FOR UNFAIR PRACTICES; REINSTATEMENT; BACKPAY BENEFITS; In General Where an employer does not fulfill its decision bargaining obligation, PERB’s standard remedy includes rescission and make whole relief. (Lodi Unified School District (2020) PERB Decision No. 2723, p. 20; see also County of Kern & Kern County Hospital Authority (2019) PERB Decision No. 2659-M, pp. 16-19 & 26-27.) For instance, where the employer has a decision bargaining obligation because layoffs were inextricably intertwined with a decision to assign non-unit employees or subcontractors work that was substantially similar to work that bargaining unit employees traditionally performed, the standard remedy includes recission and make whole relief. (See, e.g., Regents of the University of California (Berkeley) (2018) PERB Decision No. 2610-H, pp. 35 & 94-96 [reinstating laid off youth music instructors where program continued via grant to a non-University entity that amounted to subcontracting, and holding that even a decision affecting “the merits, necessity or organization” of a service is subject to decision bargaining if it is “intertwined with a negotiable decision”]; City of Sacramento (2013) PERB Decision No. 2351-M, pp. 19-20 & 49 [ordering reinstatement where all that changed as a result of city’s decision to transfer work was the identity of the employees assigned to perform the duties, in contrast to cases in which an employer lays off employees because it is changing its level of services].) (p. 18.) more or view all topics or full text. | 47 | 139 | 03/17/23 |
| 2855E | The Accelerated Schools 1201.01000: REMEDIES FOR UNFAIR PRACTICES; REINSTATEMENT; BACKPAY BENEFITS; In General PERB uses “back pay” as a shorthand for all the forms of make-whole relief discussed in Bellflower Unified School District (2022) PERB Decision No. 2544a. (p. 17, fn. 11.) more or view all topics or full text. | 47 | 139 | 03/17/23 |
| 2799M | County of Santa Clara 1201.01000: REMEDIES FOR UNFAIR PRACTICES; REINSTATEMENT; BACKPAY BENEFITS; In General When an employer’s violation involves a failure to bargain effects, make whole relief runs from the date any impacted employee began to experience harm until the earliest of: (1) the date the parties reach an agreement as part of complying with our effects bargaining order; (2) the date the parties have reached impasse and exhausted any post-impasse procedures that may be required or agreed upon; or (3) failure by the union to bargain in good faith. (County of Ventura (2021) PERB Decision No. 2758-M, p. 53; County of Santa Clara (2019) PERB Decision No. 2680- M, p. 14; Bellflower Unified School District (2014) PERB Decision No. 2385, pp. 13-14.) more or view all topics or full text. | 46 | 94 | 12/20/21 |
| 2806E | * * * JUDICIAL APPEAL PENDING * * * Visalia Unified School District 1201.01000: REMEDIES FOR UNFAIR PRACTICES; REINSTATEMENT; BACKPAY BENEFITS; In General The Board declined to order backpay to begin on the date the District placed affected employee on paid administrative leave, rather than on the date the Board of Education upheld employee’s termination. This was because the complaint alleged only that the District took adverse action against employee by upholding her termination from employment. While the Board found the District was unlawfully motivated in placing employee on administrative leave, the union failed to raise, much less brief, whether this met the requirements of the unalleged violation doctrine, and the Board declined to consider the doctrine sua sponte. However, nothing in the decision altered the general rule that all categories of losses (including, but not limited to, overtime pay, shift differentials, and holiday pay) are fully compensable based on reasonable estimates. In cases in which PERB either sustains a complaint allegation challenging imposition of paid leave or finds such a violation based on the unalleged violation doctrine, all losses are compensable during the unlawful paid leave. In this case, however, such categories are compensable only after the date of termination. (pp. 39-40 & fn. 14.) more or view all topics or full text. | 46 | 115 | 02/07/22 |
| 2854E | Antelope Valley Community College District 1201.01000: REMEDIES FOR UNFAIR PRACTICES; REINSTATEMENT; BACKPAY BENEFITS; In General The Board found it appropriate to order the District to make employees whole for any losses suffered as a result of the District’s failure to meet and negotiate in good faith over changes to the academic calendar that altered distribution of instructors’ workdays, holidays, and workload. Although the Faculty Union presented no evidence that any employee suffered a loss as a result of the calendar changes, an unfair practice finding creates a presumption that employees suffered some loss as a result of the employer’s unlawful conduct. Consistent with the presumption, the Faculty Union will have the opportunity to establish in compliance proceedings that any employees they represent suffered a loss of compensation or benefits as a result of the changes to the 2020 2021 calendar and its continuation in subsequent academic years. (p. 7.) more or view all topics or full text. | 47 | 125 | 02/23/23 |
| 1713E | East Side Union High School District 1201.01000: REMEDIES FOR UNFAIR PRACTICES; REINSTATEMENT; BACKPAY BENEFITS; In General Because the District violated its obligation to negotiate in good faith by unilaterally ceasing to use the public complaint form in cases of sexual and racial harassment/discrimination and ceasing to provide a copy of the complaint to the bargaining unit member named in such cases, the Board ordered the District to return to the status quo ante and to rescind the disciplinary action imposed on two employees affected by use of the new form. The Board also ordered all documentation of those disciplinary actions be destroyed. (adopting proposed decision at p. 15.) more or view all topics or full text. | 29 | 17 | 11/23/04 |
| 2544Ea | Bellflower Unified School District 1201.01000: REMEDIES FOR UNFAIR PRACTICES; REINSTATEMENT; BACKPAY BENEFITS; In General Make-whole relief should expunge the consequences of an unfair practice and restore “the economic status quo that would have obtained but for the respondent’s wrongful act.” (County of Kern and Kern County Hospital Authority (2019) PERB Decision No. 2659-M, p. 26; City of Pasadena (2014) PERB Order No. Ad-406-M, p. 13.) PERB’s task is therefore to “recreate the conditions and relationships that would have been had there been no unfair labor practice, even when doing so necessarily entails some degree of uncertainty as to the precise relationships.” (City of Pasadena, supra, p. 13.) more or view all topics or full text. | 46 | 143 | 03/24/22 |
| 2544Ea | Bellflower Unified School District 1201.01000: REMEDIES FOR UNFAIR PRACTICES; REINSTATEMENT; BACKPAY BENEFITS; In General A finding by the Board that an unfair labor practice was committed is presumptive proof that at least some backpay is owed. (Bellflower Unified School District (2019) PERB Order No. Ad-475, p. 10.) Notwithstanding this presumption, in compliance proceedings the charging party bears the burden of proving damages caused by the respondent’s unfair practice(s). (Regents of the University of California (2021) PERB Decision No. 2755-H, p. 56.) The charging party, however, need not prove damages with precision. Rather, make-whole relief usually involves predictions and estimates, and thus an approximation of actual damages may be sufficient to meet the charging party’s burden. (City of Pasadena (2014) PERB Order No. Ad-406-M, p. 14 (Pasadena).) PERB resolves uncertainties as to the amount owed against the wrongdoer. (Id. at p. 27; City of Culver City (2020) PERB Decision No. 2731-M, p. 26.) Moreover, provided that an estimate has a rational basis, and is not so excessive as to be punitive, it appropriately serves both a compensatory and deterrent function. (Pasadena, supra, PERB Order No. Ad-406-M, p. 13.) more or view all topics or full text. | 46 | 143 | 03/24/22 |
| 2796E | Bellflower Unified School District 1201.01000: REMEDIES FOR UNFAIR PRACTICES; REINSTATEMENT; BACKPAY BENEFITS; In General PERB’s customary remedy for an employer’s unlawful unilateral change includes directing that the charging party and affected employees be made whole. (Lodi Unified School District (2020) PERB Decision No. 2723, p. 20.) An order that may require the compliance officer to engage in some approximation is preferable to “permitting the employer to evade liability because of uncertainty caused by the employer’s own unlawful conduct, and thus leaving an unfair practice unremedied.” (Id. at p. 21, fn. 13, citing City of Pasadena (2014) PERB Order No. Ad-406-M, pp. 8, 13-14, & 26-27.) more or view all topics or full text. | 46 | 85 | 11/08/21 |
| 2758M | County of Ventura 1201.01000: REMEDIES FOR UNFAIR PRACTICES; REINSTATEMENT; BACKPAY BENEFITS; In General When an employer’s violation involved a failure to bargain effects, make-whole relief runs from the date any impacted employee began to experience harm until the earliest of: (1) the date the parties reach an agreement as part of complying with our effects bargaining order; (2) the date the parties have reached impasse and exhausted any post-impasse procedures that may be required or agreed upon; or (3) failure by the union to bargain in good faith. (p. 53.) more or view all topics or full text. | 45 | 87 | 03/23/21 |
| 2760S | State of California (Correctional Health Care Services) 1201.01000: REMEDIES FOR UNFAIR PRACTICES; REINSTATEMENT; BACKPAY BENEFITS; In General Reversing a discriminatory refusal to promote does not run afoul of the merit principle; rather, it is discrimination that frustrates the merit principle. PERB has considerable discretion in crafting a remedy to fit the circumstances of each case. Combining back pay with front pay is typically warranted where there is no vacancy into which an employee can immediately be placed. (See Horsford v. Bd. of Trustees of Cal. State Univ. (2005) 132 Cal.App.4th 359, 388; accord State of California (Department of Corrections) (2001) PERB Decision No. 1435-S, p. 50.) Having considered all competing factors, PERB directed the employer to reclassify the employee retroactively to the AGPA classification, assign him appropriate duties at San Quentin until the position at San Quentin which the employee was discriminatorily denied next becomes vacant, and place the employee in that position if he is still an active State employee at that time. PERB thus accomplished both back pay and front pay through retroactive reclassification, without specifying what AGPA position or duties the employer must provide the employee, other than that they be appropriate AGPA duties that the employee can reasonably learn to perform. PERB noted that it fashioned the remedy in this manner primarily because the AGPA classification comprises a diverse swath of both administrative and programmatic roles, and declining to place the employee automatically in the next available AGPA position avoids the risk of placing the employee in a job he cannot reasonably be expected to learn or perform. more or view all topics or full text. | 45 | 91 | 04/12/21 |
| 2760S | State of California (Correctional Health Care Services) 1201.01000: REMEDIES FOR UNFAIR PRACTICES; REINSTATEMENT; BACKPAY BENEFITS; In General The Board orders its standard remedies to the extent needed to make whole a state employee who has proven discrimination or retaliation. In State of California (Department of Corrections) (2001) PERB Decision No. 1435-S (Department of Corrections), for instance, PERB found that the State retaliated against a union steward for engaging in protected activities when it investigated him, reprimanded him, and rescinded his promotion to chief engineer, a civil service position which he had accepted but not yet assumed. (Id., adopting proposed decision at pp. 26-48.) By the time of the Board’s decision, the State had long since filled the chief engineer position, posing a remedial challenge. The Board concluded that it would not effectuate the purpose of the Dills Act to have the discriminatee displace the ultimately successful applicant. (Id., adopting proposed decision at pp. 48-49.) To effectuate the purposes of the Dills Act and make whole the discriminatee, the Board directed the State to reimburse him for all losses until he was placed in a comparable position “acceptable to him,” which the Board found to be the next available chief engineer position. (Id., adopting proposed decision at pp. 49-50.) The Board disfavors removing an innocent incumbent chosen over a discriminatee. (Department of Corrections, supra, PERB Decision No. 1435-S, pp. 49-50; State of California (Department of Parks and Recreation) (1983) PERB Decision No. 328-S, pp. 18-19, overruled in part on other grounds by County of Santa Clara (2017) PERB Decision No. 2539-M [where State denied promotional opportunity in park ranger training program due to union steward’s protected activities, Board declined to remove incumbent employee awarded the opportunity and instead directed State to offer steward next available comparable opportunity].) more or view all topics or full text. | 45 | 91 | 04/12/21 |
| 2760S | State of California (Correctional Health Care Services) 1201.01000: REMEDIES FOR UNFAIR PRACTICES; REINSTATEMENT; BACKPAY BENEFITS; In General The Legislature has vested PERB with broad powers to remedy unfair practices or other violations of the Dills Act and to take any action the Board deems necessary to effectuate the Act’s purposes. (Dills Act, § 3514.5, subd. (c); Pacific Legal Foundation v. Brown (1981) 29 Cal.3d 168, 198 (Pacific Legal Foundation); Mt. San Antonio Community College Dist. v. Public Employment Relations Bd. (1989) 210 Cal.App.3d 178, 189-190; City of Palo Alto (2019) PERB Decision No. 2664-M, p. 2 (Palo Alto); City of San Diego (2015) PERB Decision No. 2464-M, p. 42, affirmed sub nom. Boling v. Public Employment Relations Bd. (2018) 5 Cal.5th 898, 920.) An appropriate remedy must fully compensate affected employees for harms caused by an unfair practice. (Palo Alto, supra, PERB Decision No. 2664-M, p. 3; City of Pasadena (2014) PERB Order No. Ad-406-M, p. 13.) The Board therefore crafts make-whole remedies, including “back pay, front pay or other forms of compensation,” as necessary “to make injured parties and/or affected employees whole.” (Sonoma County Superior Court (2017) PERB Decision No. 2532-C, p. 40; cf. Local Joint Executive Bd. of Las Vegas v. NLRB (9th Cir. 2018) 883 F.3d 1129, 1139-1140.) In addition to these restorative and compensatory functions, a Board-ordered remedy should also serve as a deterrent to future misconduct, so long as the order is not a patent attempt to achieve ends other than those which can fairly be said to effectuate the policies of the Act. (Palo Alto, supra, PERB Decision No. 2664-M, p. 3; City of San Diego, supra, PERB Decision No. 2464-M, pp. 40-42; City of Pasadena, supra, PERB Order No. Ad-406-M, pp. 12-13.) more or view all topics or full text. | 45 | 91 | 04/12/21 |
| 2674Mb | Orange County Employees Association (Hamilton) 1201.01000: REMEDIES FOR UNFAIR PRACTICES; REINSTATEMENT; BACKPAY BENEFITS; In General PERB declined to award attorney fees as damages in a breach of representation case because the employee’s civil complaint involved (1) the same discrimination claims in a grievance that her union failed to file, and (2) additional retaliation claims. (pp. 4-5.) Because both claims were based on the same core set of facts, they were inextricably intertwined and it was impractical or impossible to apportion the attorney’s time spent on each claim. Under these circumstances, the Board ruled it did not further the purposes of the MMBA to require the union to pay the employee’s attorney fees as damages for breaching its duty of fair representation. (pp. 5-6.) more or view all topics or full text. | 44 | 108 | 05/28/20 |
| 2674Ma | Orange County Employees Association (Hamilton) 1201.01000: REMEDIES FOR UNFAIR PRACTICES; REINSTATEMENT; BACKPAY BENEFITS; In General In duty of fair representation cases, employees are only entitled to an award of back pay or other damages where they can show that the union’s breach was the actual or proximate cause of their injuries. It is incumbent upon the charging party to put evidence of causation into the record during PERB’s hearing process. (p. 4.) more or view all topics or full text. | 44 | 108 | 12/11/19 |
| 2659M | County of Kern and Kern County Hospital Authority 1201.01000: REMEDIES FOR UNFAIR PRACTICES; REINSTATEMENT; BACKPAY BENEFITS; In General A properly designed remedial order seeks a restoration of the situation as nearly as possible to that which would have obtained but for the unfair labor practice. PERB’s standard remedy for an employer’s unlawful unilateral change therefore restores the prior status quo and provides make-whole relief—including back pay, lost benefits, and interest—to the extent necessary to remedy the respondent’s unlawful conduct. Restoring the parties and affected employees to their respective positions before the unlawful conduct occurred is critical to remedying unilateral change violations, because it prevents the employer from gaining a one-sided and unfair advantage in negotiations. The Board crafts make-whole remedies, including “back pay, front pay or other forms of compensation,” as necessary “to make injured parties and/or affected employees whole.” (Sonoma County Superior Court (2017) PERB Decision No. 2532-C, p. 40; see, e.g., Mt. San Antonio Community College Dist. v. PERB (1989) 210 Cal.App.3d 178, 184, fn. 3 [where respondent unilaterally changed employment terms, respondent ordered to pay “to the affected employees the difference in wages between that which they earned and that which they should have earned in the absence of the employer’s unilateral action, minus any mitigation”].)To remedy a unilateral subcontracting violation, the Board ordered employer to cease and desist from unilaterally subcontracting bargaining unit work at newly-opened medical clinics and to rescind the unilaterally adopted subcontract for medical assistant services at those clinics. Because it can take time to rescind a contract, the Board looks for a reasonable deadline, and in the interim, extends make-whole relief, with interest, until employees cease accruing harm. Taking the contract’s provisions into account, the Board required termination of the contract within 30 days after Board’s decision no longer subject to appeal. more or view all topics or full text. | 44 | 40 | 08/06/19 |
| 2643E | California School Employees Association (Williams) 1201.01000: REMEDIES FOR UNFAIR PRACTICES; REINSTATEMENT; BACKPAY BENEFITS; In General When a union fails to fairly represent an employee in grievance processing, the employee is not entitled to make whole relief unless he or she would have prevailed had the union properly processed the grievance. (p. 8.) In such case, the typical remedy is an order that the union process the grievance or make the employee whole if that process is not available or would be ineffectual. The latter remedy requires the employee prove in compliance proceedings that he or she would have prevailed on a properly process grievance. (p. 8, fn. 5.) Charging Party was bound by the ALJ’s conclusion that her requested grievance lacked merit because she did not except to it. With no basis for the Board to conclude that she would have prevailed on her requested grievance, she was not allowed monetary relief. (p. 8) more or view all topics or full text. | 43 | 185 | 05/17/19 |
| 2643E | California School Employees Association (Williams) 1201.01000: REMEDIES FOR UNFAIR PRACTICES; REINSTATEMENT; BACKPAY BENEFITS; In General When a union fails to fairly represent an employee in grievance processing, the employee is not entitled to make whole relief unless he or she would have prevailed had the union properly processed the grievance. (p. 8.) In such case, the typical remedy is an order that the union process the grievance or make whole relief if that process is not available or would be ineffectual. The latter remedy requires the employee prove in compliance proceedings that he or she would have prevailed on a properly process grievance. (p. 8, fn. 5.) Charging Party is bound by the ALJ’s conclusion that her requested grievance lacked merit because she did not except to it. With no basis for the Board to conclude that she would have prevailed on her requested grievance, she is not allowed monetary relief. (p. 8) more or view all topics or full text. | 43 | 185 | 05/17/19 |
| 2643E | California School Employees Association (Williams) 1201.01000: REMEDIES FOR UNFAIR PRACTICES; REINSTATEMENT; BACKPAY BENEFITS; In General EERA section 3541.5(c) grants PERB “broad remedial powers to effectuate the purposes of the EERA,” including an award of monetary damages when such relief is necessary to place the injured party in the position it would have been in had the wrongful conduct not occurred, i.e., to make the injured party “whole.” But PERB does not presume damages on the part of employees, even where the representative has failed to adequately represent them. (p. 7.) more or view all topics or full text. | 43 | 185 | 05/17/19 |
| 2615M | County of Kern 1201.01000: REMEDIES FOR UNFAIR PRACTICES; REINSTATEMENT; BACKPAY BENEFITS; In General Charging party union may elect to decline restoration of the status quo in any division of employer, particularly where employees in certain divisions may be harmed by rescission of changes. (Denver Post Corp. (1999) 328 NLRB 118, 126, cited with approval in City of Riverside (2009) PERB Decision No. 2027-M, p. 15.) PERB leaves it to charging party union to make this decision because “[w]hether a change is beneficial or detrimental to the employees is a decision reserved to the employees as represented by their union.” (Solano County Employees’ Assn. v. County of Solano (1982) 136 Cal.App.3d 256, 262.) more or view all topics or full text. | 43 | 109 | 12/21/18 |
| 2629M | County of Santa Clara 1201.01000: REMEDIES FOR UNFAIR PRACTICES; REINSTATEMENT; BACKPAY BENEFITS; In General Board ordered reinstatement of all duties and responsibilities transferred from medical division chief because of his protected activities. (p. 13) more or view all topics or full text. | 43 | 145 | 02/27/19 |
| 2612M | County of Lassen 1201.01000: REMEDIES FOR UNFAIR PRACTICES; REINSTATEMENT; BACKPAY BENEFITS; In General MMBA section 3509, subdivision (b), grants PERB wide discretion to determine the appropriate remedy necessary to effectuate the purposes of the Act. The ordinary remedy in a discharge case includes both reinstatement and back pay. Employee should be offered reinstatement to position from which she was terminated; although position required a bachelor’s degree, which employee did not have at time of hire, employee subsequently received her degree prior to reinstatement order. more or view all topics or full text. | 43 | 102 | 12/19/18 |
| 2619M | County of San Joaquin (Sheriff's Department) 1201.01000: REMEDIES FOR UNFAIR PRACTICES; REINSTATEMENT; BACKPAY BENEFITS; In General A purge order with make whole relief was the appropriate remedy for a violation of an employee’s right to representation where employee’s request for a representative triggered the disciplinary process even though employee was disciplined in part for other conduct. more or view all topics or full text. | 43 | 114 | 12/28/18 |
| 2544E | Bellflower Unified School District 1201.01000: REMEDIES FOR UNFAIR PRACTICES; REINSTATEMENT; BACKPAY BENEFITS; In General The Board rejected a school district’s exception that a Board-ordered remedy including restoration of the status quo and make-whole relief conflicted with federal law governing special education. The district’s statement of exceptions and supporting brief included no citation to any provision of the federal statute or decisional law interpreting it, and the district failed to explain how PERB’s customary remedy for a unilateral change would conflict with federal law. The district’s filing both failed to comply with the requirements of PERB Regulation 32300 governing exceptions, and, even if considered, had no merit. Unless a remedial measure positively conflicts with “inflexible standard[s]” or “immutable provisions” set by external law, the fact that it affects matters normally within the jurisdiction of another tribunal does not, by itself, make PERB’s remedy improper. (pp. 10-11.) more or view all topics or full text. | 42 | 70 | 12/15/17 |
| 2518E | Los Angeles Unified School District 1201.01000: REMEDIES FOR UNFAIR PRACTICES; REINSTATEMENT; BACKPAY BENEFITS; In General A request for a monetary remedy need not be pleaded in the complaint. more or view all topics or full text. | 41 | 146 | 03/06/17 |
| 2518E | Los Angeles Unified School District 1201.01000: REMEDIES FOR UNFAIR PRACTICES; REINSTATEMENT; BACKPAY BENEFITS; In General Evidence of financial losses need not be introduced at hearing. Issues of financial harm may be raised in compliance proceedings before the Office of the General Counsel. more or view all topics or full text. | 41 | 146 | 03/06/17 |
| 2536M | City and County of San Francisco 1201.01000: REMEDIES FOR UNFAIR PRACTICES; REINSTATEMENT; BACKPAY BENEFITS; In General The appropriate remedy for conduct that interferes with protected rights is to order the employer to cease and desist from such conduct and to make whole any employees adversely affected by the action. more or view all topics or full text. | 42 | 14 | 06/30/17 |
| 2464M | City of San Diego * * * Affirmed, 5 Cal.5th 898 (2018). Remedy modified by City of San Diego (2019) PERB Decision No. 2464a-M * * * 1201.01000: REMEDIES FOR UNFAIR PRACTICES; REINSTATEMENT; BACKPAY BENEFITS; In General Although PERB’s traditional remedy for an employer's unlawful unilateral change includes restoration of the prior status quo and appropriate make whole relief, including back pay and benefits with interest thereon, for all employees who have suffered loss as a result of the unlawful conduct, the Board does not have jurisdiction to rescind a municipal election to overturn a ballot measure. Where City’s unilateral change to employee pension benefits was enacted through citizen’s initiative, PERB lacked jurisdiction to order the election results rescinded but ordered the City to pay affected employees the difference for the resulting change in pension benefits, plus interest at seven percent per annum. Restoring injured parties and affected employees to their respective positions before an unfair practice occurred is critical to an effective Board-ordered remedy because it prevents the employer from gaining a one-sided and unfair advantage in negotiations and thereby forcing the employees’ representative to talk the employer back to terms previously agreed to. Where the Board lacks jurisdiction to order an unfair practice reversed, it may award compensatory damages, including attorneys’ fees and costs for separate litigation that is necessary to obtain complete relief from the unfair practice. more or view all topics or full text. | 40 | 108 | 12/29/15 |
| 2440E | Capistrano Unified School District 1201.01000: REMEDIES FOR UNFAIR PRACTICES; REINSTATEMENT; BACKPAY BENEFITS; In General Make-whole relief, including expungement of discipline, may be appropriate for an employee who has been disciplined for misconduct occurring as a result of an unlawful investigatory interview, where a representative may have prevented or at least mitigated the employee’s misconduct. more or view all topics or full text. | 40 | 24 | 06/30/15 |
| 2385E | Bellflower Unified School District 1201.01000: REMEDIES FOR UNFAIR PRACTICES; REINSTATEMENT; BACKPAY BENEFITS; In General The union failed to establish a unilateral reduction of work hours and therefore a traditional make-whole remedy—including reinstatement and back-pay for the classified employees who suffered loss of work—is inappropriate in this matter. more or view all topics or full text. | 39 | 17 | 06/30/14 |
| A406M | City of Pasadena 1201.01000: REMEDIES FOR UNFAIR PRACTICES; REINSTATEMENT; BACKPAY BENEFITS; In General Board-ordered remedies for unfair practices, including back pay awards, may appropriately serve both compensatory and deterrent functions, so long as they are not punitive. more or view all topics or full text. | 38 | 122 | 01/28/14 |
| A379E | Long Beach Community College District 1201.01000: REMEDIES FOR UNFAIR PRACTICES; REINSTATEMENT; BACKPAY BENEFITS; In General The Board upheld the administrative law judge’s finding that the Long Beach Community College District complied with the Board’s Order in Long Beach Community College District (2008) PERB Decision No. 1941. Specifically, that the Board did not order a traditional back pay remedy, but rather order a limited Transmarine Navigation Corporation (1968) 170 NLRB 389, enf’d NLRB v. Transmarine Navigation Corporation (9th Cir. 1967) 380 F.2d 933 style remedy, requiring the payment of wages and benefits, at pre-layoff rates, starting on March 10, 2008 and continuing until one of its stated conditions was met. more or view all topics or full text. | 33 | 112 | 06/22/09 |
| 1577Ma | County of Riverside 1201.01000: REMEDIES FOR UNFAIR PRACTICES; REINSTATEMENT; BACKPAY BENEFITS; In General Board finds that employees retirement does not so impact the decision and order that the case is rendered moot because the central issue was the charging party’s right to grieve over promotions, not whether the individual employee could currently pursue her own grievance. more or view all topics or full text. | 28 | 118 | 03/18/04 |
| 1548E | Mark Twain Union Elementary School District 1201.01000: REMEDIES FOR UNFAIR PRACTICES; REINSTATEMENT; BACKPAY BENEFITS; In General Board found that District violated EERA by unilaterally increasing the hours of work. As a remedy, the Board ordered the District to make the teachers whole by providing compensatory time off. The Board further ordered the parties to negotiate over the manner in which the compensatory time off would be granted. In the absence of agreement between the parties, the Board authorized the award of backpay with interest. more or view all topics or full text. | 27 | 134 | 09/26/03 |
| 1469E | Los Angeles Unified School District 1201.01000: REMEDIES FOR UNFAIR PRACTICES; REINSTATEMENT; BACKPAY BENEFITS; In General Board's statutory authority includes the authority to award front pay - a monetary award for loss of anticipated future earnings had the employee not been subject to unlawful discrimination - when an order of reinstatement is not appropriate. Award of front pay includes a duty to mitigate damages. more or view all topics or full text. | 26 | 33023 | 11/29/01 |
| 1171E | Fresno County Office of Education 1201.01000: REMEDIES FOR UNFAIR PRACTICES; REINSTATEMENT; BACKPAY BENEFITS; In General In a compliance case the burden of proof is on the respondent. Under NLRB precedent, in order to receive any offset against the amount of back pay due, the employer has the burden of establishing that employees failed to mitigate their damages; pp. 3 et seq., proposed dec.; any uncertainty is resolved against the employer. In establishing a failure to mitigate, the employer must demonstrate that the claimant failed to make efforts consistent with the inclination to work and to be self-supporting; Claimants are not expected to seek a job more onerous than the one from which they were removed, but rather are expected to seek a substantially equivalent job. The claimant can still prevail if the record shows reasonable efforts to obtain interim employment; pp. 3-5. proposed dec. more or view all topics or full text. | 21 | 28001 | 09/30/96 |
| 1121E | California School Employees Association (Rodriquez) 1201.01000: REMEDIES FOR UNFAIR PRACTICES; REINSTATEMENT; BACKPAY BENEFITS; In General Because University had managerial prerogative to change staffing levels, full backpay award to affected employees is inappropriate; special backpay award for those employees whose hours changed as an effect of the University's decision to transfer; pp. 32-33, proposed dec. more or view all topics or full text. | 20 | 27004 | 11/07/95 |
| 1092E | Marin Community College District 1201.01000: REMEDIES FOR UNFAIR PRACTICES; REINSTATEMENT; BACKPAY BENEFITS; In General The Board affirmed ALJ's conclusion that repayment of salaries earned by managers or reduction in salaries would not effectuate the purposes of EERA; p. 10. more or view all topics or full text. | 19 | 26070 | 03/21/95 |
| 1033E | Healdsburg Union Elementary School District 1201.01000: REMEDIES FOR UNFAIR PRACTICES; REINSTATEMENT; BACKPAY BENEFITS; In General To remedy unilateral lengthening of workday, employer must provide affected employees with a corresponding amount of time off or pay them for the extra time plus 7 percent interest. more or view all topics or full text. | 18 | 25030 | 01/06/94 |
| 0973E | West Covina Unified School District 1201.01000: REMEDIES FOR UNFAIR PRACTICES; REINSTATEMENT; BACKPAY BENEFITS; In General Make whole obligation where employer discontinued employee use of employer's vehicles does not include compensation for purchase of new car used in his commute to work. more or view all topics or full text. | 17 | 24042 | 02/09/93 |
| 1006E | Gonzales Union High School District 1201.01000: REMEDIES FOR UNFAIR PRACTICES; REINSTATEMENT; BACKPAY BENEFITS; In General No reimbursement to employees or cease and desist order where employer was not obligated to pay premium increase but unilaterally implemented new policy of payroll deduction. more or view all topics or full text. | 17 | 24119 | 06/25/93 |
| 0907H | Regents of the University of California (University of California-American Federation of Teachers) 1201.01000: REMEDIES FOR UNFAIR PRACTICES; REINSTATEMENT; BACKPAY BENEFITS; In General Absent exigent circumstances, a remedy should not order something that is in contravention of the contract in a unilateral change case. more or view all topics or full text. | 15 | 22166 | 10/01/91 |
| 0864E | Newark Unified School District 1201.01000: REMEDIES FOR UNFAIR PRACTICES; REINSTATEMENT; BACKPAY BENEFITS; In General Under section 3541.5(c) PERB is given power to issue decision and order directing offending party to take such action as will effectuate the policies of EERA; p. 20. more or view all topics or full text. | 15 | 22023 | 01/14/91 |
| 0826H | Regents of the University of California (University of California-American Federation of Teachers) * * * OVERRULED by Long Beach Community College District (2003) PERB Decision No. 1564 and Los Angeles Unified School District (2014) PERB Decision No. 2359 1201.01000: REMEDIES FOR UNFAIR PRACTICES; REINSTATEMENT; BACKPAY BENEFITS; In General * * * OVERRULED ON OTHER GROUNDS by Long Beach Community College District (2003) PERB Decision No. 1564 and Los Angeles Unified School District (2014) PERB Decision No. 2359. * * *Absent exigent circumstances, a remedy should not order something that is in contravention of the contract in a unilateral change case. more or view all topics or full text. | 14 | 21142 | 07/03/90 |
| 0691E | Mt. San Antonio Community College District 1201.01000: REMEDIES FOR UNFAIR PRACTICES; REINSTATEMENT; BACKPAY BENEFITS; In General Back Pay Liability for an unfair practice may be cut off by a collective bargaining agreement if the subject matter is raised in the CBA. Interest tolled where Association failed to exercise due diligence. Board does not adopt equitable statute of limitations to preclude enforcement because only showing of prejudice is the running of interest. more or view all topics or full text. | 12 | 19123 | 06/30/88 |
| 0360E | Arcohe Union School District 1201.01000: REMEDIES FOR UNFAIR PRACTICES; REINSTATEMENT; BACKPAY BENEFITS; In General Where board orders recision of subcontract, it does not order reinstatement of terminated employees. more or view all topics or full text. | 7 | 14294 | 11/23/83 |
| 0337E | Kern Community College District * * * OVERRULED IN PART by The Accelerated Schools (2023) PERB Decision No. 2855 * * * 1201.01000: REMEDIES FOR UNFAIR PRACTICES; REINSTATEMENT; BACKPAY BENEFITS; In General * * * OVERRULED IN PART by The Accelerated Schools (2023) PERB Decision No. 2855, where the Board clarified the shorter back pay remedy originating in Transmarine Navigation Corp. (1968) 170 NLRB 389 (where back pay begins when the parties start effects negotiations and continues for the length of those negotiations or for two weeks, whichever is greater) effectuates the purposes of California public sector labor law only if the effects negotiations arose because of a decision to close a facility or cease offering a service. * * *Full restoration of the status quo inappropriate where unilateral act was layoff and employer has right to make decision to layoff but failed to negotiate effects of such decision. more or view all topics or full text. | 7 | 14229 | 08/19/83 |