This Act is also called the “union of one” law because it would require good faith negotiations between the employer and a single employee seeking a change in schedule or location of work. This Act sets out a process that requires, should the employee’s request be denied, the employer to specify in writing:
1) the costs to the company in agreeing to the change;
2) the effect of the change on customer demand; and
3) the overall financial resources of the company.
Further mirroring union status, employees are entitled to representation, including an attorney or union official, during these negotiations with management, and penalties against the company for violations of this law start at $1,000 per violation.