All notes for Subtopic 505.05000 – Dishonesty or Disloyalty to Employer
|Decision||Description||PERC Vol.||PERC Index||Date|
Jurupa Unified School District|
505.5000: EMPLOYER DISCRIMINATION; DEFENSES; Dishonesty or Disloyalty to EmployerExaggerated accusations of “insubordination” and bad attitude have been found to be pretextual where they were factually inaccurate and not adequately explained by other evidence. more or view all topics or full text.
Simi Valley Unified School District|
505.5000: EMPLOYER DISCRIMINATION; DEFENSES; Dishonesty or Disloyalty to EmployerThe teacher engaged in protected conduct in his role as Association site representative, representing coworkers in meetings with the school principal, challenging the proposed independent study program at staff meetings and by memo, discussions of the program with the Association, and participation in a meeting with management and Association representatives to resolve concerns about the program. Requests for representation in and of themselves are protected conduct. The teacher’s request for representation for a proposed meeting with the principle was therefore protected. An employer acts unlawfully if it retaliates in the mistaken belief that the employee has engaged in protected activity. The principal expressed on several occasions her mistaken belief that the teacher had filed a grievance about the independent study program. more or view all topics or full text.
Trustees of the California State University|
505.5000: EMPLOYER DISCRIMINATION; DEFENSES; Dishonesty or Disloyalty to EmployerCornelius did not state facts showing a nexus between her protected conduct (signing up for steward training) and the adverse actions (notice of termination and refusal to hire her for other positions). Rather, evidence shows that CSU approved her steward training and that Cornelius was terminated for misconduct. more or view all topics or full text.
State of California (Department of Corrections)|
505.5000: EMPLOYER DISCRIMINATION; DEFENSES; Dishonesty or Disloyalty to EmployerIndividual complaints about employment matters, including threats to go to the newspapers, are protected as part of an employee's right to self representation. Even assuming charging party made the comment attributed to him in the letter of reprimand, it would still be protected. The statements related to employment conditions, and there was no merit to the claim that charging party was disloyal or that his comments were untrue; pp. 32-36 proposed dec. Acting as a job steward, employee who said he would contact union for legal advise if investigation blocked his promotion and might go to newspapers with health and safety concerns are protected acts. The Board rejected the State's claim that comments uttered by charging party were violative of PERB case law governing speech in the workplace. To decide whether speech is lawful, a principal consideration is whether the speech contains a "threat of reprisal or force," under an objective rather than a subjective standard. The fact that an employer may interpret statements, which are otherwise protected, as coercive does not necessarily render those statements unlawful. Statements are viewed in their overall context to determine if they have a coercive meaning; pp. 36-43, proposed dec. more or view all topics or full text.