Information and disclosure requirements

---

Beyond simply alerting unions to upcoming changes, many agreements require employers to provide substantive details that clarify what the change entails and how it may affect the workforce. These provisions, often paired with advance notice requirements, are designed to strengthen transparency and support meaningful union engagement. Some outline required content at the time of notice, while others govern how and when additional information must be shared.

This section is organized into two categories:

• Information requirements on technological changes: Identifies the categories of information employers must disclose—such as affected roles, operational changes, and implementation rationale.
• Timing of information requests and responses: Specifies deadlines for employer responses to union information requests and outlines expected timelines for review and follow-up discussions.

Information requirements on technological changes

Some agreements require employers to provide detailed explanations of proposed changes, and in some cases explicitly outline the categories of information that must be included—such as affected employees, anticipated job impacts, implementation timelines, and the reasons for the change.

Examples:

• “Accompanying the notification by the [Employer] to the Union … [the Employer] will address the following five questions to aid in understanding the proposed change: 1. What is the proposed implementation date? 2. Who will be impacted by this change? 3. How will this change impact staff? What will the employee do differently once the change occurs that they do not do now? Will this change take the place of an existing way we do things? 4. Why is it necessary to make this change? 5. Describe the procedures that will be used to implement this change.” (AFGE-OPM129)
• “The [Employer] shall promptly furnish to the [Union] detailed advance information about the development and implementation of automated operations through the application of computer technology. The providing of information shall include preliminary (or tentative) and revised documentation and periodic briefings.” (POPA-OPM66)

Timing of information requests and responses

These provisions set timeframes for how quickly employers must respond to union requests and when meetings or follow-up actions must occur.

Examples: 

• “The Employer shall provide any information requested by the Union within twenty (20) days of receipt of the notice. The Union shall be afforded up to ten (10) days following receipt of requested information to meet with affected employees.” (UNITEHERE-OLMS69)
• “The Employer agrees that prior to any change, it shall notify the [Union] in writing with the specific details and information then available and then meet jointly with them to inform them of the proposed changes and to resolve questions raised in connection with the effects of the proposed change. The information will be provided at least forty-five (45) days prior to the meeting.” (IBT-PCBA7)

---