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.

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

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).

See Town of Dracut, 23 MLC 113, 114, MUP-9455 (Nov. 15, 1996) (Commonwealth Employment Relations Board will not find a violation where no actual change has occurred). Instead, the record shows that since 2013, the City has disciplined at least one unit member (i.e., Pettiti) for unauthorized tardiness by docking her pay.

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 (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.