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If management plans to add or reduce the number of employees, reorganize
the way work is done, adopt new or different equipment, change or improve
operating methods, relocate to new office space, adopt a new work schedule,
etc., they must meet their labor relations obligation if bargaining unit
employees are affected. Management has rights they may exercise; however,
before exercising their rights, they must notify the union if those rights
involve changing the working conditions of bargaining unit employees. Not
only does management have to notify the union, they must bargain the impact
and implementation of the planned changes before any changes can be made.
Such bargaining is commonly referred to as Impact and Implementation, or I&I
bargaining and is the most common type of midterm bargaining.