City of Holyoke, 35 MLC at 156,) (citing Town of Dracut, 25 MLC 131, 133, MUP1397 (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 (2009)(citing Town of Dracut, 25 MLC 131, 133 (1999)). Here, eliminating Sullivans job meets the criteria consistently used by the Board. Unlawful Motivation However, the Union did not support its claim of unlawful motivation. To support a claim of unlawful motivation, a charging party may rely on circumstantial evidence and reasonable inferences drawn from that evidence. City of Holyoke 35 MLC at 156.

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 10 Dismissal (cont.) MUP-20-8299 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, MUP-1937 (February 17, 1999). In the instant matter, the Union alleges that the City withheld COVID-19 testing information in retaliation for the bargaining unit members concerted, protected activity discussed above.

See Sheriff of Worcester County, 27 MLC 103, MUP-1910 (2001); Town of Dracut, 7 MLC 5 Dismissal (cont.) MUP-21-8757 1342, MUP-3699 (1980); and Commonwealth of Massachusetts, 28 MLC 36, SUP-4345 (2001). Regarding the third prong, the Union alleges it received insufficient notice through the 2013 Puritz email. I disagree.

City of Boston, 35 MLC 289, 291 (2009); Town of Dracut, 25 MLC 131, 133(1999). Here, the Association has not provided any evidence showing Ms. Banda was disadvantaged in any way. Even if she was transferred to another elementary school, she would not have been materially disadvantaged in her employment in any way. That said, she was never transferred. After Ms. Cunningham met with Ms. Banda and Ms.

City of Holyoke, 35 MLC 153, 156, MUP-05-4503 (January 9, 2009) (citing Town of Dracut, 25 MLC 131, 133, MUP1397 (February 17, 1999)). Many management decisions, though inconvenient or 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 Peabody, 28 MLC 284 (2002)(citing Town of Dracut, 25 MLC 131, 133 (1999) and Suffolk County Sheriff's Department, 27 MLC 155, 159 (2001)). According to the CERB, there must be a significant detriment to [the workers] career, job benefits or salary. City of Boston, 2009 WL 1740195 at *6, MUP-04-4077 (May 20, 2009).

City of Holyoke, 35 MLC 153, 156 (2009) (citing Town of Dracut, 25 MLC 131, 133 (1999)). Many management decisions, though possibly inconvenient or even undesirable, do not constitute adverse employment actions unless the charging party is materially disadvantagedin some way. See City of Boston, 35 MLC 289, 291 (2009) (citing MacCormack v.

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.

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.