City of Holyoke, 35 MLC 153, 156 (2009) (citing Town of Dracut, 25 MLC 131, 133 (1999)). The mere assignment of additional responsibilities, though possibly inconvenient or even undesirable, does not constitute an adverse employment action unless it materially disadvantages the plaintiff in some way. MacCormack v.

Town of Dracut, 25 MLC 131, 133, MUP1397 (February 17, 1999) (an adverse action is one that negatively affects a person's employment, such as a suspension, discharge, or an involuntary transfer). However, Lyman did not provide establish probable cause to believe that the School District was motivated by a desire to penalize or discourage his protected activity.

City of Holyoke, 35 MLC at 156 (citing Town of Dracut, 25 MLC 131, 133, MUP-1397 (February 17, 1999)). Many management decisions, though possibly inconvenient or even undesirable, do not constitute adverse employment actions unless the charging party is materially disadvantaged in some way. See City of Boston, 35 MLC 289, 291, MUP-04-4077 (May 20, 2009) (citing MacCormack v.

See, Town of Dracut, 25 MLC 131, 133 (1999). However, the Union was unable to establish element four of its prima facie case, as it failed to produce credible evidence that the Chief disciplined Kennedy to discourage protected activity. The Union raised two main arguments to support its case.

See, Town of Dracut, 25 MLC 131, 133 (1989). However, the Union was unable to establish eldment four of its prima facie case, . aS it failed to produce credible evidence that the Chief disciplined Kennedy to discourage protected activity.-The Union yaised two main arguments to support its case. .

In the Matter of Town of Dracut and International Brotherhood of Police Officers, Local 379, 25 MLC 131 (1999), citing Boston City Hospital, 11 MLC 1065, 1071 (1984). The Union is unable to establish the third and fourth elements. As discussed above, Principal Palladino asked the PCIS custodians to take out the recycling after learning at a meeting that the custodians in other buildings in the District take out the recycling.

In the Matter of Town of Dracut and International Brotherhood of Police Officers, Local 379, 25 MLC 131 (1999), citing Boston City Hospital, 11 MLC 1065, 1071 (1984). The Union is unable to establish the third and fourth elements. As discussed above, Principal Palladino asked the PCIS custodians to take out the recycling after learning at a meeting that the custodians in other buildings in the District take out the recycling.

City of Holyoke, 35 MLC 153, 156 (2009) (citing Town of Dracut, 25 MLC 131, 133, MUP-1397 (February 17, 1999)). The mere assignment of additional responsibilities, though possibly inconvenient or even undesirable, does not constitute an adverse employment action unless it materially disadvantages the plaintiff in some way. City of Boston, 35 MLC 289, 291, MUP-04-4077 (May 20, 2009) (citing MacCormack v.

Town of Dracut, unilaterally implemented and mustaches 404 Mass. Commission, 388 124 (1989); Mass. 557 7 MLC 1342, MUP-3699 (September 30,1980) (town standards restricting police officer hair length, beards, in violation of the Law.)

Sheriff of Worcester County, 27 MLC 103 (2001); see Town of Dracut, MUP-3699 (May 28, 1980) (grooming standards are a mandatory subject of bargaining) (citing Concord Docu-Prec, Inc., 207 NLRB 981 (1973) (dress codes are a mandatory subject of bargaining)). Safety-related issues on the jobsite are also mandatory subjects of bargaining. Town of Bridgewater, 12 MLC 1612 (1986).

City of Holyoke, 35 MLC 153, 156, MUP-05-4503 (January 9, 2009) (citing Town of Dracut, 25 MLC 131, 133, MUP-1397 (February 17, 1999)). Many management decisions, though possibly inconvenient or even undesirable, do not constitute adverse employment actions unless the charging party is materially disadvantaged in some way. See City of Boston, 35 MLC 289, 291, MUP-04-4077 (May 20, 2009) (citing MacCormack v.

City of Holyoke, 35 MLC 153, 156, MUP-05-4503 (Jan. 9, 2009) (citing Town of Dracut, 25 MLC 131, 133, MUP-1397 (Feb. 17, 1999)). Even then, many management personnel decisionsthough possibly inconvenient or even undesirabledo not constitute adverse employment actions unless the charging party is materially disadvantaged in some way. City of Boston, 35 MLC 289, 291, MUP-04-4077 (May 20, 2009) (citing MacCormack v.

City of Holyoke, 35 MLC 153, 156, MUP-05-4503 (January 9, 2009) (citing Town of Dracut, 25 MLC 131, 133, MUP-1397 (February 17, 1999)). Many management decisions, though possibly inconvenient or even undesirable, do not constitute adverse employment actions unless the charging party is materially disadvantaged in some way. See City of Boston, 35 MLC 289, 291, MUP-04-4077 (May 20, 2009) (citing Maccormack v.

Town of Dracut, 25 MLC 131, 133 (1999). Further, Board precedent indicates that if an employer's action that is punitive, it may fall within the parameters of adverse action. Department, 27 MLC 155, 159 (2001). Suffolk County Sheriff's Here, Ho asked. other bargaining unit members if Miller and Artusos had made any mistakes on motion packages.