1500-S c doc - perb ca-2025

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Common Examples of Unfair Labor Practices in the Workplace Firing older workers to replace them with younger and cheaper employees. Unequal pay for employees in the same job. Making offensive comments directed at certain employees. Denying company benefits or bonuses to specific employees.
California Labor Code section 2802 requires employers to reimburse their workers for business expenses. Those business expenses include anything you spend in the discharge of your job duties or to follow your employers instructions.
Under the continuing violation doctrine, a series of similar acts of unlawful conduct that occur with sufficient frequency may be considered a continuing violation.
Examples of unlawful employer conduct are: refusing to negotiate in good faith with an employee organization; disciplining or threatening employees for participating in union activities; or unilaterally changing terms and conditions of employment without bargaining.
What Happens After a Complaint is Issued? A hearing will be held before an impartial Administrative Law Judge (ALJ). At the hearing, both sides will have an opportunity to testify about what happened, present evidence and call witnesses.
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The Educational Employment Relations Act (EERA) of 1976 establishing collective bargaining in Californias public schools (K-12) and community colleges. The State Employer-Employee Relations Act of 1978, known as the Ralph C. Dills Act (Dills Act), establishing collective bargaining for state government employees.
An unfair practice charge may be filed with PERB by an employer, employee organization, or employee alleging that conduct has occurred which is unlawful under one of the Acts administered by PERB.
The California Public Employment Relations Board (PERB), formerly called the Educational Employment Relations Board (EERB), handles most disputes alleging violations of the collective bargaining statutes covering California state and municipal government employees.

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