{"version":"1.0","provider_name":"Senza Sordino","provider_url":"https:\/\/www.icsom.org\/senzasordino","author_name":"Peter de Boor","author_url":"https:\/\/www.icsom.org\/senzasordino\/author\/senza_editor\/","title":"Understanding Mandatory and Permissive Subjects Of Bargaining | Senza Sordino","type":"rich","width":600,"height":338,"html":"<blockquote class=\"wp-embedded-content\" data-secret=\"5ZPpbmu5NH\"><a href=\"https:\/\/www.icsom.org\/senzasordino\/2012\/05\/understanding-mandatory-permissive-subjects-bargaining\/\">Understanding Mandatory and Permissive Subjects Of Bargaining<\/a><\/blockquote><iframe sandbox=\"allow-scripts\" security=\"restricted\" src=\"https:\/\/www.icsom.org\/senzasordino\/2012\/05\/understanding-mandatory-permissive-subjects-bargaining\/embed\/#?secret=5ZPpbmu5NH\" width=\"600\" height=\"338\" title=\"&#8220;Understanding Mandatory and Permissive Subjects Of Bargaining&#8221; &#8212; Senza Sordino\" data-secret=\"5ZPpbmu5NH\" frameborder=\"0\" marginwidth=\"0\" marginheight=\"0\" scrolling=\"no\" class=\"wp-embedded-content\"><\/iframe><script>\n\/*! This file is auto-generated *\/\n!function(d,l){\"use strict\";l.querySelector&&d.addEventListener&&\"undefined\"!=typeof URL&&(d.wp=d.wp||{},d.wp.receiveEmbedMessage||(d.wp.receiveEmbedMessage=function(e){var t=e.data;if((t||t.secret||t.message||t.value)&&!\/[^a-zA-Z0-9]\/.test(t.secret)){for(var s,r,n,a=l.querySelectorAll('iframe[data-secret=\"'+t.secret+'\"]'),o=l.querySelectorAll('blockquote[data-secret=\"'+t.secret+'\"]'),c=new RegExp(\"^https?:$\",\"i\"),i=0;i<o.length;i++)o[i].style.display=\"none\";for(i=0;i<a.length;i++)s=a[i],e.source===s.contentWindow&&(s.removeAttribute(\"style\"),\"height\"===t.message?(1e3<(r=parseInt(t.value,10))?r=1e3:~~r<200&&(r=200),s.height=r):\"link\"===t.message&&(r=new URL(s.getAttribute(\"src\")),n=new URL(t.value),c.test(n.protocol))&&n.host===r.host&&l.activeElement===s&&(d.top.location.href=t.value))}},d.addEventListener(\"message\",d.wp.receiveEmbedMessage,!1),l.addEventListener(\"DOMContentLoaded\",function(){for(var e,t,s=l.querySelectorAll(\"iframe.wp-embedded-content\"),r=0;r<s.length;r++)(t=(e=s[r]).getAttribute(\"data-secret\"))||(t=Math.random().toString(36).substring(2,12),e.src+=\"#?secret=\"+t,e.setAttribute(\"data-secret\",t)),e.contentWindow.postMessage({message:\"ready\",secret:t},\"*\")},!1)))}(window,document);\n\/\/# sourceURL=https:\/\/www.icsom.org\/senzasordino\/wp-includes\/js\/wp-embed.min.js\n<\/script>\n","description":"Under the National Labor Relations Act (\u201cNLRA\u201d or \u201cAct\u201d), an employer must bargain collectively with the representative of its employees over matters affecting \u201cwages, hours, and other terms and conditions of employment.\u201d Generally, once the parties reach a good-faith impasse, the employer may implement any change in a mandatory subject reasonably contained within its final... [Read more]"}