During negotiations, what is one potential outcome of failing to bargain in good faith?

Failing to bargain in good faith can lead to unfair labor practice charges. Good faith bargaining is a fundamental requirement during negotiations between employers and unions. If either party does not engage sincerely in the negotiation process—such as by refusing to propose reasonable terms, failing to meet with the other party, or making unilateral changes—such actions can be interpreted as not fulfilling their obligations under labor laws.

When a party fails to bargain in good faith, it not only undermines the negotiation process but can also prompt the other party, often the union, to file a formal complaint with the National Labor Relations Board (NLRB) or equivalent labor relations authority. The filing of such a charge can lead to investigations and potential remedies, including requirements for the offending party to cease the unfair practices, enter mediation, or face penalties.

This context underscores the importance of sincere engagement during negotiations, as it directly impacts the relationship between employees and management and sets the tone for future interactions. The potential for negative repercussions, such as unfair labor practice charges, fosters the necessity for both sides to uphold the principles of good faith.