What Information Should Be Disclosed To The Exclusive Representatives Clause Samples

This clause defines the types of information that an employer is required to share with the exclusive representatives of employees, such as unions or designated bargaining agents. Typically, it outlines categories of data like wage information, workplace policies, or changes in employment terms that must be disclosed to facilitate informed negotiations or representation. By specifying disclosure requirements, the clause ensures transparency and enables the representatives to effectively advocate for employees' interests during collective bargaining or dispute resolution.
What Information Should Be Disclosed To The Exclusive Representatives. A. A designee and the Employer have no duty to supply exclusive representatives with information absent a request from the exclusive representative.
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What Information Should Be Disclosed To The Exclusive Representatives. A. A designee and the Employer have no duty to supply exclusive representatives with information absent a request from the exclusive representative. B. Non-public information that is requested must be relevant to the exclusive representative’s role in representing employees in the bargaining unit. Information is relevant if it appears to be “reasonably necessary” for the exclusive representative to perform its duty to investigate and process grievances or to fulfill its collective bargaining objectives. Unless the disclosure of data is prohibited by the Judicial Branch Rules or plainly appears irrelevant, the information must be disclosed to the exclusive representative, if so requested. If the designee or Employer withholds information on the basis of a provision of the Policy, the designee or Employer is required to explain, orally and in writing, the basis for the refusal to provide such information. C. Information must be released to the exclusive representative in a useful and timely fashion. This does not mean that the designee or Employer must necessarily provide the information in the form requested by the exclusive representative. The designee or Employer is required, upon request, to explain the meaning of the data that is being provided. D. If the designee or Employer believes the collection or compiling of the requested information is unduly burdensome, or that the exclusive representative’s request for information is too broad or vague, the designee must raise this problem with the exclusive representative promptly. In this situation, the designee or Employer must attempt to work out acceptable arrangements with the exclusive representative so that the release of the information can accommodate the needs of both parties. Unless there are specific contract provisions to the contrary, the designee or Employer can require that the exclusive representative pay the actual costs of gathering the information and making and compiling the copies.
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What Information Should Be Disclosed To The Exclusive Representatives. A. An Appointing Authority/designee has no duty to supply exclusive representatives with information absent a request from the exclusive representative. B. Non-public information that is requested must be relevant to the exclusive representative's role in representing employees in the bargaining unit. Information is relevant if it appears to be "reasonably necessary" for the exclusive representative to perform its duty to investigate and process grievances or to fulfill its collective bargaining objectives. Unless the disclosure of data is prohibited by statute (e.g., Vulnerable Adults Act, Data Practices Act) or plainly appears irrelevant, the information must be disclosed to the exclusive representative, if so requested. If the Appointing Authority/designee withholds information on the basis of a provision of the Data Practices Act, the Appointing Authority/designee is required to explain, orally and in writing, the statutory basis for the refusal to provide such information. It should be noted that exclusive representatives have the same right to obtain "public" data as any other party. This right exists even if the data requested appears irrelevant to a grievance at hand or some other business of the exclusive representative. C. Information must be released to the exclusive representative in a useful and timely fashion. This does not mean that the Appointing Authority/designee must necessarily provide the information in the form requested by the exclusive representative. However, under the Data Practices Act, the Appointing Authority/designee is required, upon request, to explain the meaning of the data that is being provided. D. If the Appointing Authority/designee believes that collecting or compiling requested information is unduly burdensome, or that the exclusive representative's request for information is too broad or vague, the Appointing Authority/designee must raise this problem with the exclusive representative promptly. In this situation, the Appointing Authority/designee must attempt to work out acceptable arrangements with the exclusive representative so that the release of the information can accommodate the needs of both parties. In short, an Appointing Authority/designee cannot refuse to release information simply due to administrative hardships or solely because the request is not specific enough.
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