The Commission decided that there was no ambiguity in either sentence. The CFMMEU`s interpretation was simply the clear meaning of these sentences. It was also correct to consider the clause in question as a whole, both in the context of the clause as a whole and in the company agreement. Unilateral amendments During the period of application of a collective agreement, the employer may not change a condition of employment that is subject to mandatory negotiation without first negotiating with the union (29 U.S.C.A. § 158[d]). Even after the collective agreement expires, the employer must maintain the status quo and not unilaterally change the mandatory bargaining matters until the parties are at an impasse (Louisiana Dock Co. v. NLRB, 909 F.2d 281 [7th Cir. 1990]).
This prohibition against unilateral amendments persists even if the employer disputes that the union is the sole representative (Livingston Pipe & Tube v. NLRB, 987 F.2d 422 [7th Cir. 1993]; NLRB v. Relatives and friends of the Specialized Living Center, 879 F.2d 1442 [7th Cir. 1989]). As soon as negotiations between the parties "exhaust the prospect of an agreement" in good faith, the parties are at an impasse and the implementation of unilateral changes to working conditions does not constitute an unfair labour practice (NLRB v. Plainville Ready Mix Concrete Co., 44 F.3d 1320 [6th Cir. 1995]; United Paperworkers International Union v. NLRB, 981 F.2d 861 [6th Cir.
1992]; Southwest Forest Industry v. NLRB, 841 F.2d 270 [9th Cir. 1988]). Obligation to negotiate in good faith During the negotiation process, the parties are not required by law to reach an agreement. They must, however, negotiate in good faith (29 U.S.C.A. § 158[d]). The CFMMEU argued that the Latin expression "ie" means "that is", which means that the only permitted changes are either a change in shiftwork time or a cancellation. A collective agreement is the primary objective of the collective bargaining process. As a general rule, the agreement shall lay down wages, hours, promotions, social benefits and other conditions of employment, as well as procedures for dealing with disputes arising therefrom. . . .