29 N.Y.3d 486 (2017)
A public employer must provide a union with data normally maintained in the regular course of business, reasonably available and necessary for the administration of the parties’ agreements, including the processing of grievances, which encompasses disciplinary actions when the collective bargaining agreement (CBA) defines grievances to include disciplinary actions.
Summary
The New York State Nurses Association (NYSNA) sought information from the City of New York’s Human Resources Administration (HRA) to represent two nurses in disciplinary proceedings. The City refused, leading NYSNA to file an improper practice petition. The Board of Collective Bargaining (Board) found the City’s refusal improper, citing NYCCBL § 12-306(c)(4). The City challenged this decision, but the Appellate Division affirmed, finding the Board’s decision rational. The Court of Appeals affirmed the Appellate Division, holding that because the CBA defined “grievance” to include disciplinary actions, the City was obligated to provide the requested information, which included data normally maintained in the regular course of business. The dissent argued that the statute, focused on good faith bargaining, did not extend to information requests for disciplinary proceedings and that the information requests were not necessary for the collective bargaining process.
Facts
Two nurses, members of NYSNA, employed by the City’s Human Resources Administration (HRA), faced disciplinary charges for falsifying time records. HRA sent notices outlining the disciplinary process, including a Step 1 conference and a Step 2 Grievance Hearing. NYSNA requested information from HRA, including policies, records, and witness statements, to represent the nurses. The City refused. NYSNA filed an improper practice petition with the Board of Collective Bargaining, alleging a violation of NYCCBL § 12-306(a)(1) and (4). The Board ruled in favor of NYSNA, which the City then challenged in court.
Procedural History
The Board of Collective Bargaining found that the City’s refusal to provide information was an improper practice. The City initiated a CPLR Article 78 proceeding in Supreme Court, which granted the City’s petition and annulled the Board’s determination. The Appellate Division reversed the Supreme Court, holding that the Board’s decision was rational and granting the City leave to appeal on a certified question. The Court of Appeals then affirmed the Appellate Division.
Issue(s)
1. Whether NYCCBL § 12-306(c)(4) requires the City to provide information to NYSNA for disciplinary proceedings against its members.
Holding
1. Yes, because the CBA defined grievance to include disciplinary action, and the information requested was data normally maintained in the regular course of business, necessary for grievance processing.
Court’s Reasoning
The court considered the language of NYCCBL § 12-306, which requires employers to provide data reasonably necessary for full and proper discussion, understanding, and negotiation. The court noted that the CBA defined “grievance” to include disciplinary actions, incorporating the information requirements applicable to grievances. The court distinguished this case from Matter of Pfau v. Public Employment Relations Board, which did not have the same contractual framework. The court held that the City’s arguments regarding the expedited timeline of disciplinary proceedings were unpersuasive, especially since other agencies followed the same process.
Practical Implications
This ruling clarifies that the duty to provide information in collective bargaining extends to disciplinary proceedings when the CBA defines disciplinary actions as grievances. Legal practitioners representing unions should review CBAs to identify the scope of “grievance” definitions. This decision reinforces the importance of clear contract language in defining the scope of information rights. Public employers must be prepared to provide relevant information during disciplinary proceedings. This case underscores that access to information is a crucial aspect of union representation and contract administration. Subsequent cases involving information requests related to disciplinary actions will likely cite this case as precedent.