# Pennsylvania Labor Relations Board v. Williamsport Area School District

> Supreme Court of Pennsylvania · October 1, 1979 · 486 Pa. 375

URL: https://www.frixlaw.com/law-library/cases/9761426

## Case

- **Full name:** PENNSYLVANIA LABOR RELATIONS BOARD v. WILLIAMSPORT AREA SCHOOL DISTRICT and Williamsport Education Association, Appellant; PENNSYLVANIA LABOR RELATIONS BOARD, Appellant v. WILLIAMSPORT AREA SCHOOL DISTRICT and Williamsport Education Association
- **Court:** Supreme Court of Pennsylvania
- **Decided:** October 1, 1979
- **Citations:** 486 Pa. 375; 406 A.2d 329
- **Precedential status:** Published
- **Opinion:** Dissent by Larsen
- **Judges:** Eagen, Larsen, Manderino, Nix, O'Brien, Roberts
- **Cited by:** 12 later opinions in the Frix Law Library

## Citator (automated)

- No negative treatment found by the automated citator. That is not the same as a confirmation that the case is good law; read the citing cases.
- Full citator and citing cases: https://www.frixlaw.com/law-library/cases/9761426

## How later opinions describe it (automated extraction)

- explaining that under sections 1201(a)(1) and (a)(5), the unlawful unilateral cessation of benefits occurs when the employer disrupts the status quo by failing to abide by the terms and conditions of an expired CBA during negotiations

## Opinion text

LARSEN, Justice,
dissenting.
I dissent. This case is not ripe for decision since the Pennsylvania Labor Relations Board has not determined whether the teachers, by not attending the faculty, guidance staff, and parent-teachers’ association meetings, violated the contract in question. The case should be remanded to the Pennsylvania Labor Relations Board.
Further, since the contract had, in fact, expired, the school district was under no obligation to process the teachers’ grievance. This Court held in Appeal of Cumberland Valley School District, 483 Pa. 134 , 394 A.2d 946 (1978) that after a contract has expired, an employer can not make unilateral changes in such terms and conditions of employment as wages, health and life insurance benefits, and tuition reimbursements. Cumberland Valley does not require an em *383 ployer to maintain a grievance process after the termination of a contract.

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Source: Frix Law Library, https://www.frixlaw.com/law-library/cases/9761426. Public record. Not legal advice.