• Paused
    Veterans Day
    Airport Workers
    Veterans Cemetery Districts
    Federal Workers
    Irrigation Districts
    Wastewater Treatment Workers
    Water Districts
    Superior Courts
    Road Workers
    Police Officers
    Firefighters
    Download Our App!

    Member Login
    Username:

    Password:


    Not registered yet?
    Click Here to sign-up

    Forgot Your Login?
    Contact Elected Officials!
    Important Links
    Laborers Int'l Union of N. America
    AFL-CIO
    Laborers Health and Welfare Trust
    LiUNA Industrial Pension Plan
    Goyette & Associates Attorneys
    Novey Law Group
    LiUNA Pacific SW Region
    Equal Employment Opportunity Commission
    Public Employee Relations Board/California State Mediation & Concilliation Service
    Site Search
    Site Map
    RSS Feeds
    Action Center
  • PERB Orders Backwages to County Workers
    Updated On: Nov 05, 2021

    RIVERSIDE, CA - PERB issued a decision against the County of Riverside finding the County unlawfully and unilaterally ceased giving step (wage) increases to over 200 County employees when the County prematurely declared impasse in contract negotiations and imposed its last, best and final offer (Decision No. 2360?M, March 25, 2014).  The decision orders the County to make whole those employees who were unlawfully denied step increases, with seven percent (7%) interest, going back to July 30, 2009.  The matter, handled by the law firm of Weinberg Roger & Rosenfeld, is estimated to result in over a million dollars in back wages for the affected workers.

    This decision is a must-read for Union negotiators who encounter employers’ arbitrary deadlines to complete negotiations, and other premature declarations of impasse.  PERB clarified that the employer is not totally “free to unilaterally implement the terms and conditions of employment to which an employee organization has tentatively agreed to pre-impasse.”  PERB will not allow an employer to selectively implement an item prior to the parties reaching a bona fide impasse, even if the employee organization has tentatively agreed to the item during the negotiations.  In other words, the parties must have reached legitimate impasse as a whole, not just on the single item, before the employer has a right to unilaterally implement any terms of its last, best and final offer.  That is especially true where the parties have exchanged package proposals in in the negotiations.

    In addition to ordering the County to make the affected employees whole, the County is required to post a notice to employees “by electronic message, internet, internet site, and other electronic means customarily used by the County to communicate with its employees in the bargaining unit.”

    For questions regarding the duty of all parties to bargain in good faith, or other issues affecting public sector employees, please contact your labor law counsel.

    By Alan Crowley | April 8, 2014


  • UPEC - LiUNA Local 792

    Copyright © 2021.
    All Rights Reserved.

    Powered By UnionActive

    475225 hits since Dec 09, 2013


  • Top of Page image