A recent judgement by the Employment Court clarifies the parameters of acceptable good faith conduct in two scenarios which may arise during the employer-union good faith relationship. The first involves what is required to act in good faith when an employer responds to a union request for specific pay provisions to be included in a collective agreement. The second involves union members protesting with apparently insulting signs and props outside their location of employment. 

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By Darren Gunasekara, Solicitor