All notes for Subtopic 1205.10000 – Other Affirmative Relief
| Decision | Description | PERC Vol. | PERC Index | Date |
|---|---|---|---|---|
| 2879E | * * * JUDICIAL APPEAL PENDING * * * Alliance College-Ready Public Charter Schools 1205.10000: REMEDIES FOR UNFAIR PRACTICES; MISCELLANEOUS REMEDIAL PROVISIONS; Other Affirmative Relief Different considerations apply when an employer’s technical refusal is based on good faith allegations of conduct that prevented a fair election and was sufficiently serious to “have affected the outcome of the election.” (J.R. Norton Co. v. Agricultural Labor Relations Bd. (1979) 26 Cal.3d 1, 40.) Because we encourage judicial review of allegations concerning an election’s fairness, make-whole relief for a technical refusal to bargain raising such issues is appropriate only in the absence of any good faith allegation of conduct or circumstances impacting election integrity to a degree that could have been dispositive in the outcome. (Ibid.) These considerations do not apply where, as here, a respondent merely disputes PERB’s exercise of discretion in determining whether a union has petitioned for an allowable unit structure. (p. 18, fn. 12.) more or view all topics or full text. | 48 | 69 | 10/23/23 |
| 2879E | * * * JUDICIAL APPEAL PENDING * * * Alliance College-Ready Public Charter Schools 1205.10000: REMEDIES FOR UNFAIR PRACTICES; MISCELLANEOUS REMEDIAL PROVISIONS; Other Affirmative Relief A party engaging in a technical refusal to bargain takes on several risks aside from the risk of work stoppage or other consequences of labor strife. First, as in any case before it, PERB can issue litigation sanctions if any party takes a frivolous position in bad faith. Second, even when there is no cause for litigation sanctions, if an employer pursues an unsuccessful technical refusal over a unit determination, the charging party union may be entitled to reimbursement of its increased costs outside of litigating the technical refusal charge, which may include increased costs for organizing, bargaining, lost dues, or legal costs beyond litigating the charge itself. (pp. 17-18.) more or view all topics or full text. | 48 | 69 | 10/23/23 |
| 2852H | Regents of the University of California 1205.10000: REMEDIES FOR UNFAIR PRACTICES; MISCELLANEOUS REMEDIAL PROVISIONS; Other Affirmative Relief To remedy the University’s unilateral modification of the Non-Senate Faculty (NSF) Unit, the Board ordered the University to restore the 15 percent full-time equivalent lecturer position formerly held by an NSF Unit Member, make the Unit Member whole for any wages, benefits, or credit toward the six-year requirement for continuing status he lost as a result of the elimination of the lecturer position with interest at a rate of seven percent per year, and cease-and-desist from modifying the NSF Unit without UC-AFT’s agreement or utilizing PERB’s unit modification process. (p. 22.) more or view all topics or full text. | 47 | 121 | 02/09/23 |
| 2834E | Butte-Glenn Community College District 1205.10000: REMEDIES FOR UNFAIR PRACTICES; MISCELLANEOUS REMEDIAL PROVISIONS; Other Affirmative Relief The appropriate remedy in cases involving a failure to provide information typically includes a cease-and-desist order and an order to provide the requested information upon the charging party’s request. (State of California (Department of State Hospitals) (2018) PERB Decision No. 2568-S, pp. 16-18; Regents of the University of California (Davis) (2010) PERB Decision No. 2101-H, p. 37; see also Children of Promise Preparatory Academy (2019) PERB Order No. Ad-473, pp. 4-5 [responding party must provide requested information based upon its duties when its obligation first arose, irrespective of whether intervening events may have created new potential defenses to providing the requested information].) (p. 19.) more or view all topics or full text. | 47 | 68 | 10/07/22 |
| 2544Ea | Bellflower Unified School District 1205.10000: REMEDIES FOR UNFAIR PRACTICES; MISCELLANEOUS REMEDIAL PROVISIONS; Other Affirmative Relief Board’s remedial order required the employer to compensate the union for dues it lost by virtue of employer’s unilateral subcontracting, plus 7 percent annual interest. An employer’s obligation to reimburse dues does not allow it to reduce its backpay payments to employees by an equivalent amount. (Regents of the University of California (2014) PERB Decision No. 2398-H, p. 37 [explaining that “it is not appropriate to penalize employees for the employer’s unfair practice by requiring that they remit back dues”]; see also Regents of the University of California (Berkeley) (2018) PERB Decision No. 2610-H, pp. 96-97; City of Sacramento (2013) PERB Decision No. 2351-M, pp. 49-50.) Thus, it is not incumbent upon employees to remedy the collateral injury to the exclusive representative—diminution of the bargaining unit and the corresponding diminution in both bargaining power and dues—caused by an employer’s unilateral change. more or view all topics or full text. | 46 | 143 | 03/24/22 |
| 2809E | Alliance Judy Ivie Burton Technology Academy High School et al. 1205.10000: REMEDIES FOR UNFAIR PRACTICES; MISCELLANEOUS REMEDIAL PROVISIONS; Other Affirmative Relief In a technical refusal to bargain case, PERB can issue litigation sanctions if any party takes a frivolous position in bad faith. (Sacramento City Unified School District (2020) PERB Decision No. 2749, p. 11; see also Bellflower Unified School District (2019) PERB Order No. Ad-475a, p. 4.) more or view all topics or full text. | 46 | 131 | 02/28/22 |
| 2809E | Alliance Judy Ivie Burton Technology Academy High School et al. 1205.10000: REMEDIES FOR UNFAIR PRACTICES; MISCELLANEOUS REMEDIAL PROVISIONS; Other Affirmative Relief Respondent employer committed a technical refusal to bargain in order to achieve a unit modification, in addition to obtaining appellate review of underlying unit determination. PERB found that the Respondents’ shifting positions and tactics, combined with Respondents’ failure to file a unit modification petition as required by PERB precedent, merit make-whole relief outside of the charging party union’s costs of litigating this case. more or view all topics or full text. | 46 | 131 | 02/28/22 |
| 2809E | Alliance Judy Ivie Burton Technology Academy High School et al. 1205.10000: REMEDIES FOR UNFAIR PRACTICES; MISCELLANEOUS REMEDIAL PROVISIONS; Other Affirmative Relief In a technical refusal to bargain case, even when there is no cause for litigation sanctions, if an employer pursues an unsuccessful technical refusal over a unit determination, the charging party union may be entitled to reimbursement of its increased costs outside of litigating the technical refusal charge, which may include increased costs for organizing, bargaining, lost dues, or legal costs beyond litigating the charge itself. A charging party is more likely to obtain such relief when a technical refusal to bargain is based on a unit determination issue rather than an election integrity issue. Even when the underlying issue involves a unit determination, PERB has no blanket rule requiring make whole relief in a technical-refusal-to-bargain case. Rather, we consider whether the totality of the respondent’s conduct has disadvantaged the charging party to such a degree that make-whole relief is necessary to effectuate the governing statute’s purposes, such as allowing fair representation and balanced collective bargaining. (See J.R. Norton v. Agricultural Labor Relations Bd., 26 Cal.3d at pp. 39-40 [because remedies must “effectuate the policies of the Act,” make-whole relief in a technical-refusal-to-bargain case turns, most fundamentally, on “factors peculiar to labor relations”].) more or view all topics or full text. | 46 | 131 | 02/28/22 |
| 2751M | City of San Gabriel 1205.10000: REMEDIES FOR UNFAIR PRACTICES; MISCELLANEOUS REMEDIAL PROVISIONS; Other Affirmative Relief It is appropriate to order a party to reinstate a withdrawn offer that it withdrew as part of an overall course of bad faith conduct. Distinct from imposing contractual terms on parties, or from ordering a bargaining party to make a proposal that it never previously offered, ordering a bargaining party to return to a prior bargaining position that it abandoned in bad faith is well within the Board’s authority to craft a remedy that compensates affected parties and withholds from the wrongdoer the fruits of its violation. In accordance with these principles, we find that the ALJ’s Mead Corp. order was proper. We also agree with the ALJ that the present circumstances call for an order allowing the Association some choice regarding its preferred method of remedying the City’s violation, as “‘[w]hether a change is beneficial or detrimental to the employees is a decision reserved to the employees as represented by their union.’” (pp. 32-33.) more or view all topics or full text. | 45 | 64 | 12/14/20 |
| 2694M | City of Glendale 1205.10000: REMEDIES FOR UNFAIR PRACTICES; MISCELLANEOUS REMEDIAL PROVISIONS; Other Affirmative Relief Having found a unilateral subcontracting violation, PERB ordered City not only to cease and desist from future subcontracting of bargaining unit work without notice and an opportunity to meet and confer, but also to rescind or modify any unilaterally adopted contracts that cover work of a type traditionally done by bargaining unit employees. more or view all topics or full text. | 44 | 135 | 02/03/20 |
| 2664M | City of Palo Alto 1205.10000: REMEDIES FOR UNFAIR PRACTICES; MISCELLANEOUS REMEDIAL PROVISIONS; Other Affirmative Relief Reimbursement of costs as make-whole remedy: PERB analyzes request for reimbursement of costs incurred as a result of a respondent’s underlying conduct under traditional make-whole principles. (See Omnitrans (2009) PERB Decision No. 2030-M, p. 30 (Omnitrans) [awarding attorney fees in ancillary case made necessary because of respondent’s violation]; Camelot Terrace, Inc. v. NLRB (D.C. Cir. 2016) 824 F.3d 1085, 1092-1093 (Camelot Terrace, Inc.) [upholding NLRB’s order that employer reimburse union for bargaining costs as a remedy for having engaged in bad faith bargaining, and reasoning that “[a]n award of bargaining expenses remedies an unfair labor practice by ensuring that, upon resolution of the [charge], the injured party can return to negotiations on the same footing it occupied before the violation.”].) While a make-whole remedial order under Omnitrans and Camelot Terrace, Inc. may include, among other items, staff costs or attorney’s fees reasonably incurred as a result of a respondent’s unlawful conduct, any attorney’s fees awarded pursuant to such make-whole principles normally may not include attorney’s fees expended simply to litigate the unfair practice charge at issue—under the American Rule, such an attorney fee award is appropriate only as a litigation sanction, if the charging party demonstrates that the claim, defense, motion, or other action or tactic was “without arguable merit” and pursued in “bad faith.” more or view all topics or full text. | 44 | 52 | 08/21/19 |
| A467E | Berkeley Unified School District 1205.10000: REMEDIES FOR UNFAIR PRACTICES; MISCELLANEOUS REMEDIAL PROVISIONS; Other Affirmative Relief Employer may be required to restore e-mail access privileges as part of a make-whole award. more or view all topics or full text. | 43 | 39 | 08/06/18 |
| 1205.10000: REMEDIES FOR UNFAIR PRACTICES; MISCELLANEOUS REMEDIAL PROVISIONS; Other Affirmative Relief Employer may be required to restore e-mail access privileges as part of a make-whole award. more or view all topics or full text. | ||||
| 2664M | City of Palo Alto 1205.10000: REMEDIES FOR UNFAIR PRACTICES; MISCELLANEOUS REMEDIAL PROVISIONS; Other Affirmative Relief Where employer withdrew a contact proposal as part of an overall course of bad faith conduct, the Board clarified that the remedial order requiring the employer to bargain in good faith required the employer to reinstate the withdrawn offer. (Mead Corp. v. NLRB (11th Cir. 1983) 697 F.2d 1013, 1022-1023, enforcing The Mead Corp. (1981) 256 NLRB 686.) Such a Mead Corp. order was necessary to restore the situation as nearly as possible to that which would have existed but for the employer’s bad faith conduct and was integral to requiring the employer to cease and desist from its unlawful conduct. Employer therefore directed to put back on the table the proposal it withdrew in bad faith, upon the Union’s request. more or view all topics or full text. | 44 | 52 | 08/21/19 |
| 2545E | Alliance College-Ready Public Schools, et al. 1205.10000: REMEDIES FOR UNFAIR PRACTICES; MISCELLANEOUS REMEDIAL PROVISIONS; Other Affirmative Relief Ordering a respondent to provide a list of its employees to the charging party is an extraordinary remedy, typically reserved for egregious violations. more or view all topics or full text. | 42 | 76 | 12/28/17 |
| 2492M | County of Butte 1205.10000: REMEDIES FOR UNFAIR PRACTICES; MISCELLANEOUS REMEDIAL PROVISIONS; Other Affirmative Relief Where employer unlawfully withdrew recognition from exclusive representative, thereby denying employees representation by any employee organization, it was the employer’s responsibility to make the union whole for unremitted dues and fees, especially since employees were denied representation as a result of the employer’s wrongful act. The appropriate remedy for an employer’s unlawful failure to remit dues is to order that it, not employees, make the employee organization whole. Ordering the employer to make union whole for the employer’s wrongful failure to remit dues to which union was entitled is not requiring the employer to “contribute financial support” to union in violation of the MMBA because the employer is not giving the union anything of value to which the union was not already entitled under the MMBA. more or view all topics or full text. | 41 | 31 | 06/30/16 |
| 2311Ma | City of Escondido * * * VACATED IN PART By City of Escondido v. PERB (Cal.Ct.App., Mar. 8, 2017, No. D070462) 2017 WL 915109 1205.10000: REMEDIES FOR UNFAIR PRACTICES; MISCELLANEOUS REMEDIAL PROVISIONS; Other Affirmative Relief * * * REVERSED IN PART ON OTHER GROUNDS by City of Escondido v. PERB (Cal. Ct. App., Mar. 8, 2017, No. D070462) 2017 WL 915109. * * *Reimbursement of dues appropriate award where employer was found to have unlawfully laid off employees. Directive for the employer to remit to the union a sum equivalent to dues or agency fees, with interest, that would have been remitted to the union for a certain time period. more or view all topics or full text. | 40 | 178 | 05/11/16 |
| 2474E | Claremont Faculty Association (Lukkarila) 1205.10000: REMEDIES FOR UNFAIR PRACTICES; MISCELLANEOUS REMEDIAL PROVISIONS; Other Affirmative Relief Subsequent to the repeal of PERB Regulation 32125, a charging party alleging a violation of EERA section 3546.5 is now entitled to a remedy besides receipt of the applicable financial report, viz., a posting by the respondent. more or view all topics or full text. | 40 | 146 | 02/29/16 |
| 2094H | Regents of the University of California * * * OVERRULED IN PART by amendment to HEERA section 3563.3, Stats. 2011, Ch. 539 1205.10000: REMEDIES FOR UNFAIR PRACTICES; MISCELLANEOUS REMEDIAL PROVISIONS; Other Affirmative Relief * * * OVERRULED IN PART by Stats. 2011, ch. 539 (S.B. 857), § 4, which provides that PERB may not award damages for an unlawful strike. * * *PERB has authority to make an employer whole for expenses necessarily incurred or economic harm suffered as a direct result of unlawful strike activity. Expenses must have been necessary to maintain continuity of operations during the strike and proper to mitigate foreseeable effects of the strike. Expenses that are speculative or cannot be quantified, or that were only indirectly related to the strike, are not compensable. Expenses and losses are to be offset by any savings the employer realized as a result of the strike activity. Damages will not be awarded unless the employer first seeks to stop the strike or mitigate its losses by seeking injunctive relief through PERB. Case remanded to ALJ for hearing on whether employer sustained compensable damages. more or view all topics or full text. | 34 | 41 | 02/02/10 |
| 2030M | Omnitrans 1205.10000: REMEDIES FOR UNFAIR PRACTICES; MISCELLANEOUS REMEDIAL PROVISIONS; Other Affirmative Relief The employer’s enforcement of its unlawful union access policy directly resulted in the arrest of a union officer for criminal trespass. The Board ordered the employer to join the officer in petitioning the appropriate court to expunge the officer’s record resulting from the arrest. The Board also ordered the employer to pay reasonable attorneys’ fees and costs incurred by the officer in petitioning the court for expungement of his record. more or view all topics or full text. | 33 | 91 | 05/29/09 |
| 2027M | City of Riverside 1205.10000: REMEDIES FOR UNFAIR PRACTICES; MISCELLANEOUS REMEDIAL PROVISIONS; Other Affirmative Relief To remedy an employer’s unlawful unilateral change of promotion criteria, the Board ordered the employer to reinstate the prior criteria and pay employees wages and benefits they would have received had they been promoted according to those criteria, from the date the employee would have been promoted to the date of the employee’s actual promotion. The Board did not order the unlawful promotions rescinded because invalidating the promotions of innocent employees would not serve the remedial purpose of the MMBA. more or view all topics or full text. | 33 | 97 | 05/19/09 |
| 1547E | Ventura County Community College District 1205.10000: REMEDIES FOR UNFAIR PRACTICES; MISCELLANEOUS REMEDIAL PROVISIONS; Other Affirmative Relief An award of agency fees is inappropriate in transfer of work case except to the extent backpay is negotiated. more or view all topics or full text. | 27 | 133 | 09/24/03 |
| 1524M | County of San Joaquin (Health Care Services) 1205.10000: REMEDIES FOR UNFAIR PRACTICES; MISCELLANEOUS REMEDIAL PROVISIONS; Other Affirmative Relief Board found that an employee was issued a “plan of corrective action,” which was also sent to a national database for physicians, because of protected activities. Because the action would not have been taken but for the employee’s protected activity, County was ordered to rescind the plan and to notify the national database that the plan was improperly issued. Board has broad powers to issue compensatory or “make whole” remedies in unfair practice proceedings. Where Board found that disciplinary charges would not have been brought against employee but for employee’s protected activities, Board ordered County to reimburse attorney’s fees incurred by employee defending himself against charges. more or view all topics or full text. | 27 | 74 | 05/14/03 |
| 1515E | Los Rios College Federation of Teachers, Local 2279 (Deglow) 1205.10000: REMEDIES FOR UNFAIR PRACTICES; MISCELLANEOUS REMEDIAL PROVISIONS; Other Affirmative Relief Continual filing of similar charges on the same subject matter may result in the imposition of sanctions. Under EERA §§3541.3(i) and 3541.3(n), and Government Code §11455.30, PERB has jurisdiction to order a party to pay the other party’s reasonable expenses, including attorney’s fees, for the offending party’s bad faith actions or frivolous tactics. more or view all topics or full text. | 27 | 42 | 04/03/03 |
| 1445E | San Diego Community College District 1205.10000: REMEDIES FOR UNFAIR PRACTICES; MISCELLANEOUS REMEDIAL PROVISIONS; Other Affirmative Relief Requested remedy that continuing education counselors be placed on salary schedule applicable to counselors currently represented by unit in which the Board's order places continuing education counselors denied as the matter is properly addressed through collective bargaining. more or view all topics or full text. | 25 | 32085 | 06/15/01 |
| 1392S | State of California (Department of Corrections) 1205.10000: REMEDIES FOR UNFAIR PRACTICES; MISCELLANEOUS REMEDIAL PROVISIONS; Other Affirmative Relief Board found that this case was not about "staffing patterns" but rather about the transfer of work. Board recognized that there may be managerial decisions concerning staffing patterns that would not be negotiable, even though their effects might be negotiable. Although the staffing pattern proposed by the Administrative Law Judge would presumably remedy the transfer of work, it could not be said that it was the only remedy available. There might be other elections which the Department could make that would keep food preparation assignment and training work from being transferred out of the supervising cooks' unit. Such decisions are not appropriately mandated by the Board. more or view all topics or full text. | 24 | 31113 | 06/26/00 |
| 1390S | State of California (Department of Corrections) 1205.10000: REMEDIES FOR UNFAIR PRACTICES; MISCELLANEOUS REMEDIAL PROVISIONS; Other Affirmative Relief Board found that this case was not about "staffing patterns" but rather about the transfer of work. Board recognized that there may be managerial decisions concerning staffing patterns that would not be negotiable, even though their effects might be negotiable. Although the staffing pattern proposed by the Administrative Law Judge would presumably remedy the transfer of work, it could not be said that it was the only remedy available. There might be other elections which the Department could make that would keep food preparation assignment and training work from being transferred out of the supervising cooks' unit. Such decisions are not appropriately mandated by the Board. more or view all topics or full text. | 24 | 31111 | 06/26/00 |
| 1391S | State of California (Department of Corrections) 1205.10000: REMEDIES FOR UNFAIR PRACTICES; MISCELLANEOUS REMEDIAL PROVISIONS; Other Affirmative Relief Board found that this case was not about "staffing patterns" but rather about the transfer of work. Board recognized that there may be managerial decisions concerning staffing patterns that would not be negotiable, even though their effects might be negotiable. Although the staffing pattern proposed by the Administrative Law Judge would presumably remedy the transfer of work, it could not be said that it was the only remedy available. There might be other elections which the Department could make that would keep food preparation assignment and training work from being transferred out of the supervising cooks' unit. Such decisions are not appropriately mandated by the Board. more or view all topics or full text. | 24 | 31112 | 06/26/00 |
| 1104S | State of California (Department of Corrections) (California Correctional Peace Officers Association) 1205.10000: REMEDIES FOR UNFAIR PRACTICES; MISCELLANEOUS REMEDIAL PROVISIONS; Other Affirmative Relief Based on the facts of this case, Board finds remedy overly broad in employer interference with union's right to represent case and eliminates the prerequisite that witnesses be informed that interviews are voluntary and free of reprisal. Remedy limited to cease and desist; pp. 4-5. more or view all topics or full text. | 19 | 26097 | 05/18/95 |
| 0834E | Chula Vista City School District 1205.10000: REMEDIES FOR UNFAIR PRACTICES; MISCELLANEOUS REMEDIAL PROVISIONS; Other Affirmative Relief District ordered to inform association about information available and provide information requested and bargain in good faith over costs if necessary. District ordered to accept and process grievances from Association and recognize association's right to seek unit modifications. more or view all topics or full text. | 14 | 21162 | 08/16/90 |
| 0543E | San Mateo Community College District 1205.10000: REMEDIES FOR UNFAIR PRACTICES; MISCELLANEOUS REMEDIAL PROVISIONS; Other Affirmative Relief For dues not deducted, employer liable to union only as to deduction authorized by employees no longer in employ of district. more or view all topics or full text. | 10 | 17015 | 12/13/85 |
| 0518E | Modesto City Schools and High School District 1205.10000: REMEDIES FOR UNFAIR PRACTICES; MISCELLANEOUS REMEDIAL PROVISIONS; Other Affirmative Relief District ordered to provide information it refused to provide during grievance process and to refrain from imposing procedural objections to processing of grievance. more or view all topics or full text. | 9 | 16198 | 08/26/85 |
| 0518Ea | Modesto City Schools and High School District 1205.10000: REMEDIES FOR UNFAIR PRACTICES; MISCELLANEOUS REMEDIAL PROVISIONS; Other Affirmative Relief On reconsideration, remedy modified to set time limit for processing grievance and to clarify arbitration procedures. more or view all topics or full text. | 10 | 17120 | 06/20/86 |
| 0328S | State of California (Department of Parks and Recreation) * * * OVERRULED IN PART by County of Santa Clara (2017) PERB Decision No. 2539-M 1205.10000: REMEDIES FOR UNFAIR PRACTICES; MISCELLANEOUS REMEDIAL PROVISIONS; Other Affirmative Relief * * * OVERRULED IN PART ON OTHER GROUNDS by County of Santa Clara (2017) PERB Decision No. 2539-M * * *Employee discriminated against in selection for promotion, not given position, but rather ordered at top of list for next available position. Not shown incumbent was inferior to charging party in ratings or is other than innocent party. more or view all topics or full text. | 7 | 14211 | 07/29/83 |
| 0326E | Oakland Unified School District * * * OVERRULED IN PART by The Accelerated Schools (2023) PERB Decision No. 2855 * * * 1205.10000: REMEDIES FOR UNFAIR PRACTICES; MISCELLANEOUS REMEDIAL PROVISIONS; Other Affirmative Relief * * * 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. * * *Board orders modified remedy for unlawful failure to bargain effects of lay off. more or view all topics or full text. | 7 | 14195 | 07/11/83 |
| 0097E | Antelope Valley Community College District 1205.10000: REMEDIES FOR UNFAIR PRACTICES; MISCELLANEOUS REMEDIAL PROVISIONS; Other Affirmative Relief Because of District's involvement with employee organization, it is barred from voluntarily recognizing any employee organization without first notifying PERB; pp. 27-28. more or view all topics or full text. | 3 | 10098 | 07/18/79 |
| 0038E | Azusa Unified School District 1205.10000: REMEDIES FOR UNFAIR PRACTICES; MISCELLANEOUS REMEDIAL PROVISIONS; Other Affirmative Relief Employer required to charge employee organization the fair rental value of office space which it leases from employer. more or view all topics or full text. | 1 | 587 | 11/23/77 |
| 0071E | Rio Linda Union School District 1205.10000: REMEDIES FOR UNFAIR PRACTICES; MISCELLANEOUS REMEDIAL PROVISIONS; Other Affirmative Relief Where voluntary recognition improperly granted when there was a QCR and where unit appears to be inappropriate, case remanded for unit determination hearing and any contract presently in effect to remain in effect until a final determination that unit is appropriate or until contract expires whichever is sooner; p. 12. more or view all topics or full text. | 2 | 2198 | 09/18/78 |