Introduction
The Meyers-Milias-Brown Act (MMBA) requires the governing body of a public agency to meet with recognized employee organizations to meet and confer in good faith regarding “wages, hours, and other terms and conditions of employment.” Under current law, when the parties are unable to reach agreement, ultimately the public agency can implement its last, best and final offer after exhaustion of any applicable impasse procedures. Impasse procedures under the MMBA have largely been governed by local rules, and until now the MMBA had provided only for voluntary mediation and did not contain any mandatory impasse procedures.
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Reprinted with permission from the California Labor & Employment Law Review (January 2012)
