As union representatives and members in Ohio's public sector, understanding who belongs in your bargaining unit—and who doesn't—is fundamental to protecting your collective bargaining rights and building union strength. The State Employment Relations Board (SERB) holds the power to determine appropriate bargaining units, and knowing how they make these decisions can help you protect your unit's integrity, challenge improper exclusions, and ensure all eligible workers have union representation.

In Ohio public sector labor law, the difference between victory and defeat often comes down to a matter of days, sometimes hours. Missing a deadline doesn't just complicate your case; it can end it before it begins. For unions navigating the complex procedural landscape of the State Employment Relations Board, understanding and respecting these time limits isn't just good practice, it's essential to protecting your members' rights.

The world of public employment rarely stands still. School districts merge, municipalities reorganize, and public services shift between agencies. When these transitions occur, a critical question emerges for unions and their members: what happens to existing collective bargaining relationships? Understanding successor employer obligations in Ohio public sector labor law can mean the difference between maintaining hard-won benefits and starting from scratch.

When the State Employment Relations Board issues an unfair labor practice decision, the case doesn't always end there. Ohio law provides a clear path for judicial review of SERB orders, but successfully navigating this appeal process requires understanding strict deadlines, procedural requirements, and most importantly, the different standards of review that courts will apply. For unions seeking to challenge adverse SERB decisions or defend favorable ones, mastering these appellate fundamentals can mean the difference between victory and defeat.

In Ohio's public sector labor landscape, some of the most binding workplace rules aren't found in any contract. These unwritten customs, known as "past practices," can carry the same legal weight as formal collective bargaining agreements, and understanding their power is essential for both unions and public employers navigating the complexities of labor relations.

Loudermill rights are vital due process protections for public sector employees facing disciplinary actions that may lead to a loss of pay. These constitutional rights guarantee that public employees receive notice and an opportunity to respond before their property interest in employment and wages is compromised. Typical situations that trigger these rights include termination, demotion to a lower-paying position, or suspension without pay. These rights are rooted in the Due Process Clause of the Fourteenth Amendment to the United States Constitution.

Weingarten Rights are a fundamental protection for union employees, ensuring their right to union representation during investigatory interviews that could result in disciplinary action. Established by the Supreme Court in 1975, these rights safeguard due process and fairness in workplace investigations.