In that case the Board found a proposal on "job classifications"
permissive, stating:
"Thus, the term 'job classifications' relates
to the arrangement of jobs into categories,
based on selected factors, for the primary
purpose of establishing wage or salary rates...."5/
The City's establishment of entirely new job classifications
and the elimination of one mechanic job classification clearly falls
within the ambit of the phrase "...the arrangement of jobs into
categories, based on selected factors...." As such, it constitutes
a unilateral change in a mandatory subject of bargaining.~
The City further argues that the Union was consulted prior to
the action of the Council in establishing the new job classifications.
The record indicates only a casual conversation during work time
between Hohlstein and Knopka concerning only the possibility of a
change in classification. Under these circumstances, I cannot find
that the City's action constituted the required notice and oppor-
7/
tunity to bargain to the Union.-
Therefore, I find that the action of the City in instituting
new job classifications and eliminating one other classification
took place prior to the time the parties had reached a bona fide
impasse, and was taken without providing the Union with notice and
opportunity to bargain, in violation of Sections 10.1, 10.2(e), and
10.2(f) of the Act.
5/ Bettendorf Community School District-Dubuque Community School
District, PERB Case Nos. 598 & 602 (1976).
6/ Ames Community School District, PERB Case No. 721 (1976).
NLRB v. Katz, 369 U.S. 736, 50 LRRM 2177 (1962).
!_/ This fact circumstance is clearly distinguishable from Ankeny
Community School District, PERB Case No. 817 (January 20, 1977),
where the presence of the association's president at two public
meetings where the change was discussed prior to the implemen-
tation was found to constitute adequate notice.
