Pennsylvania Charge of Unfair Labor Practices is a legal process in which an employee or labor union may file a complaint with the Pennsylvania Labor Relations Board (NLRB) alleging that an employer has acted in an unfair or discriminatory manner. These charges are typically filed when an employer has violated a Labor-Management Reporting and Disclosure Act (LORD) or National Labor Relations Act (NRA) provision. Types of Pennsylvania Charge of Unfair Labor Practices include: 1) Interference, restraint, or coercion of employees in the exercise of their rights. 2) Discrimination in hiring, termination, or other terms and conditions of employment in order to discourage or encourage union membership or activity. 3) Refusal to bargain in good faith with a union. 4) Unilateral changes in terms and conditions of employment. 5) Refusal to provide information required by law. 6) Discharge or discrimination against employees for filing charges or giving testimony under the labor laws.
Pennsylvania Charge of Unfair Labor Practices
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Section 211.6 - Unfair labor practices (1) It shall be an unfair labor practice for an employer-- (a) To interfere with, restrain or coerce employes in the exercise of the rights guaranteed in this act.
Workers who believe that their rights have been violated in their workplace are encouraged to email the Fair Labor Section at fairlabor@attorneygeneral.gov or file a complaint online.
Public Employee Relations Act of 1970 (Act 195): Establishes the rights of public employees to organize and bargain collectively through selected representatives. Sets policy and procedures for arbitration and collective bargaining.
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.
Under the Public Employe Relations Act, employees may organize in units represented by employee organizations of their choice for the purpose of bargaining collectively with their employers concerning wages, hours and other terms and conditions of employment.
If an employer or a union commits an ULP, the Board must order the guilty party to cease and desist from the illegal behavior. If an individual employee is injured by an ULP, the Board may order an employer to compensate the employee.
Act 111 of 1968 is the current state law that allows for binding arbitration when a collective bargaining agreement cannot be reached between a municipality and its police officers and firefighters. Arbitration is offered in exchange for a prohibition against striking.
Establishing rights in public employes to organize and bargain collectively through selected representatives; defining public employes to include employes of nonprofit organizations and institutions; providing compulsory mediation and fact-finding, for collective bargaining impasses; providing arbitration for certain