PERC Holds That The State Breached Its Good Faith Bargaining Obligations By Failing To Provide The Trooper’s Union Requested Information

By: Christopher J. Casillas & Jordan L. Jones 

dollar-clip-art-k3653705In State – Washington State Patrol, Examiner Page A. Garcia held that the State failed to provide relevant information regarding documents and communication between the State and a consultant concerning a compensation survey, which was requested by the Union for contract negotiations. PERC further held that by the State’s refusal to make individuals from the consultant’s firm available to the Union or, in the alternative, provide the Union the information it was seeking from the consultant regarding the compensation survey, the employer breached its good faith bargaining obligations.

[Read more…]

PERC Holds that the Seattle School District Refused to Bargain in Good Faith by Failing to Timely Provide Relevant Information Requested by the Union

 By Christopher Casillas and Jordan L. Jones

JAsIn  Seattle School District, PERC Examiner Ramerman held that the Employer refused to bargain in good faith by failing to timely provide relevant information requested by the International Union of Operating Engineers in violation of RCW 41.56.140(1) and (4). Examiner Ramerman noted that “although the [E]mployer acknowledged the [Union’s information] request two weeks after the request was made, the [E]mployer ‘dropped the ball’ and took no additional action for approximately five weeks from late August 2013 until early October 2013.”

[Read more…]

ULP Alleges School District Provided Union with False Information

By Therese Norton

misleadingThe Public Employment Relations Commission (PERC) vacated an order dismissing the International Union of Operating Engineers, Local 609’s unfair labor practice complaint against the Seattle School District.  Seattle School District, Decision 11995-A (PECB, 2014). The union had alleged the School District had provided false and misleading information in response to its information request regarding placing an employee on administrative leave.  The District must now file its answer to the complaint, and the matter can proceed to a full evidentiary hearing.

[Read more…]

Hearing Examiner Determines that the University of Washington Committed Several Unfair Labor Practice Violations

By Rick Gautschi

 In University of Washington, Decision 11414 (PSRA, 2012), the University of Washington’s Harborview Medical Center, operated a Patient Access Center (PAC).  Employees in the PAC were part of a collective bargaining unit.  In 2010, the employer decided to consolidate the operations of the PAC with another unit, into a new Contact Center (CC).  Subsequently, the employer informed the PAC’s employees they would have to apply for positions in the CC and would not be part of the bargaining unit.  Later, the union filed a unit clarification petition and an unfair labor practice complaint alleging that employer had committed refusal to bargain and interference violations by consolidating the PAC functions into the CC because the employees who performed the functions that were previously performed by employees in the PAC would not be part of the bargaining unit.  The clarification petition was held in abeyance pending the outcome on the unfair labor practice complaint.  In 2011, the union made a demand to bargain and sent the employer a request for information about changes to the hours of operation and employee schedules at the CC.  Subsequently, the union reiterated its demand to bargain and reminded the employer of the request for information.  Over a period of approximately six months the union made six demands to bargain and four requests for information.  During that period, a hearing examiner ruled that the employer did not have to bargain the decision to consolidate operations, but it did have a duty to bargain the effects of the consolidation.  Regardless, the employer refused to bargain and to provide information to the union.  In the employer’s view the decision was of no effect because the employer had appealed the decision to the Commission. 

[Read more…]