Decision 0957E – Los Angeles Unified School District (Kaady)
LA-CE-3058, 3099
Decision Date: November 18, 1992
Decision Type: PERB Decision
Perc Vol: 17
Perc Index: 24000
Decision Headnotes
300.04000 – Individual/Concerted/Activities/Self-Representation
Protected activity includes complaint about unsafe working conditions, use of contractually provided industrial illness leave, use of union representation regarding work-related problems and filing of an unfair practice charge.
300.06000 – Demands for Change in Working Conditions
Protected activity includes complaint about unsafe working conditions, use of contractually provided industrial illness leave, use of union representation regarding work-related problems and filing of an unfair practice charge.
300.09000 – Participation in Board Process
Protected activity includes complaint about unsafe working conditions, use of contractually provided industrial illness leave, use of union representation regarding work-related problems and filing of an unfair practice charge.
300.12000 – Insistence on Union Representation
Protected activity includes complaint about unsafe working conditions, use of contractually provided industrial illness leave, use of union representation regarding work-related problems and filing of an unfair practice charge.
300.17000 – Other
Protected activity includes complaint about unsafe working conditions, use of contractually provided industrial illness leave, use of union representation regarding work-related problems and filing of an unfair practice charge.
501.01000 – In General; Elements of Prima Facie Case
In order to establish a prima facie case of discrimination or reprisal, the charging party must show that he engaged in conduct that is protected activity within the meaning of EERA; p. 18, proposed dec.; that the employer have actual or imputed knowledge of the protected conduct; p. 19, proposed dec.; that a nexus exists. Various factors have been employed to determine unlawful motivation in reprisal cases including statements of, or indicating such motive, are strong indications thereof. (Santa Clara Unified School District (1979) PERB Decision No. 104; p. 20, proposed dec.
503.03000 – Warning Letters, Reprimands, Evaluations
Delaying charging party's return to work from industrial injury/ illness and the receiving of three written notices of unsatisfactory service was adverse action; p. 4, proposed dec.
504.02000 – Disparate Treatment
Frequency or types of disciplinary actions taken against charging party did not show disparate treatment; p. 24, proposed dec.
504.04000 – Timing of Action
Timing alone does not establish unlawful motivation Charter Oak Unified School District (1984) PERB Decision No. 404; p. 23, proposed dec.
504.14000 – Other/In General
Circumstantial evidence may establish required employer animus. Factors considered may include timing, disparate treatment, failure to follow usual procedures, a pattern of union animus and/or shifting justifications for the action taken and the cursory investigation thereof; pp. 20-21, proposed dec.
505.11000 – Legitimate Business Purpose/Business Necessity
The mere fact an employee is or was participating in union activities does not give him immunity from routine employment decisions or insulate him from discharge for misconduct. Martori Brothers Distributors v. Agricultural Labor Relations Board (1981) 29 Cal.3d 721 [175 Cal.Rptr. 626]; p. 21, proposed dec.