Alameda-Contra Costa Transit District: employee relations

The law gives represented AC Transit employees and their unions a defined state administrative route for unfair-labor-practice disputes. It also requires advance notice and bargaining over proposed workplace changes within the scope of representation.

What the law does ​

• Lets an exclusive representative irrevocably place a represented bargaining unit’s unfair-practice charges under Public Employment Relations Board jurisdiction.
• Authorizes PERB to determine whether an unfair practice occurred and order remedies, while preserving existing impasse-resolution and injunction procedures.
• Requires the district to give reasonable written notice and time to negotiate before changing represented employees’ terms within the scope of representation.
• Bars the district and employee organizations from retaliation, coercion, bad-faith bargaining, and bad-faith participation in agreed impasse procedures.
• Allows court review of most final PERB unfair-practice decisions within 30 days and allows PERB to seek enforcement of final orders.

Who it affects ​

• Alameda-Contra Costa Transit District employees, including job applicants and reemployment applicants.
• Employee organizations and exclusive representatives of district bargaining units.
• Alameda-Contra Costa Transit District management.

Context ​

An exclusive representative’s election of PERB jurisdiction is permanent for that bargaining unit.