Question

A school district decides to purchase absence management software, which eliminates the need to have an administrative assistant contact and assign substitute teachers on a daily basis. The administrative assistant who currently performs this job was notified that her position will be eliminated at the close of the school year. She files a grievance with the secretarial union, which has an active contract with the district for the next 4 years. What is the likely outcome of an arbitration proceeding on this matter?

A. The school district must retain the administrative assistant's current position until the end of the contract term.
B. The school district would be engaging in an unfair labor practice by accepting this iron-clad contract.
C. The union would be engaging in an unfair labor practice (ULP) if it does not guarantee the administrative assistant retain employment because she is a dues-paying member.
D. The union would be engaging in an unfair labor practice if it tried to force the school district to keep this position.

Answer 1

The likely outcome would be that the union would be engaging in an unfair labor practice if it tried to force the school district to keep the administrative assistant position. Option D is correct.

Step-by-step explanation:

The likely outcome of an arbitration proceeding on this matter would be D. The union would be engaging in an unfair labor practice if it tried to force the school district to keep this position. In this case, the school district has made the decision to purchase absence management software, which eliminates the need for an administrative assistant to assign substitute teachers. As the administrative assistant's position is no longer required, the union would be engaging in an unfair labor practice to try to force the school district to retain the position.