During the certification process, when is the employer allowed to alter terms and conditions of employment?

During the certification process, when is the employer allowed to alter terms and conditions of employment?

• A. Immediately after the application
• B. After the union has been certified and thirty days have elapsed
• C. After the probationary period
• D. Never

Answer: (B)

The key idea here is preserving the fairness of the bargaining process. During the certification stage, the employer must keep terms and conditions as they are (maintain the status quo) so the union has a fair chance to organize and negotiate without changes that could tilt the outcome. Once the union is certified and a 30-day cooling-off period has passed, the employer is allowed to make changes to terms and conditions, but those changes would then be part of the broader bargaining process under the new exclusive bargaining agent. That’s why the correct approach is to wait until after certification and the 30-day period.

The key idea here is preserving the fairness of the bargaining process. During the certification stage, the employer must keep terms and conditions as they are (maintain the status quo) so the union has a fair chance to organize and negotiate without changes that could tilt the outcome. Once the union is certified and a 30-day cooling-off period has passed, the employer is allowed to make changes to terms and conditions, but those changes would then be part of the broader bargaining process under the new exclusive bargaining agent. That’s why the correct approach is to wait until after certification and the 30-day period.