A party wishing to terminate the contract must notify the other party in writing 60 days before the expiry date or 60 days before the proposed termination. The party must propose to meet and speak to the other party and to inform the Federal Mediation and Conciliation Service of the existence of a dispute if no agreement has been reached by then. You should always look for a lawyer when negotiating the terms of a CBA, especially to help you navigate the waters associated with LRMA pre-purchase and overtime. This decision does not alter previous decisions in the 9th arrondissement that a CBA cannot waive an employee`s right to work overtime under federal law (including the Fair Labor Standards Act). In the past, California has experienced numerous disputes over this test in two parts, both in federal and national courts. Indeed, we have seen that this type of litigation was born within the Department of Labour Standards Enforcement of the State, with a large number of different results, based on the facts and applicable law. In Curtis, the question arose again, this time with respect to the application of the government`s overtime law. After workers have chosen to negotiate a union, the employer and the union must meet at appropriate times to negotiate wages, hours, holidays, insurance, safety practices and other mandatory matters in good faith. Some management decisions, such as outsourcing, relocations and other company changes, may not be mandatory bargaining partners, but the employer must negotiate the impact of the decision on the unit`s employees. The additional requirement to negotiate in «good faith» has been added to ensure that a party does not come to the negotiating table and simply goes through the motions.
There are objective criteria that the NLRB will check to determine whether the parties are complying with their duty to negotiate in good faith, for example. B if the party is willing to meet at reasonable times and intervals and if the party is represented by someone with the authority to make decisions at the table. Curtis cited a 2003 9th Circuit case in which the Court of Appeal ruled that the right to overtime was not anticipated by the LMRA (Gregory v. SCIE, LLC). In that case, the court found that Section 510 of the California Labour Code determined what constituted «overtime» and, therefore, the application was based on the interpretation of California law and not on a CBA. As the analysis did not require interpretation of the CBA, the claims were not anticipated.