You are probably reading it a lot more narrowly than I am, but when union proposals go through everything management does to include how employees are evaluated as primary bargaining issues (With the possible exception of how the Board is allowed to sign correspondence), rather than impact & implementation bargaining of management rights, it appears to me from my labor law experience that the union is basically asking for a a seat on the board and a veto on everything except the actual budget that comes up in the life of the contract, though of course even the budget itself would be heavily driven by their demands on everything else.
The "Just work environment" issues would already be subject to management's obligation to conduct 'impact and implementation' bargaining for exercise of its functions or 'Management rights' (The classic example is an employee successfully grieving a wall clock being moved as "Change in working conditions" when management didn't properly notify the union first in accordance with the collective bargaining agreement). Having all these as material for primary bargaining would functionally put the union on the Board and give it a veto, rather than merely a voice and an opportunity to make counterproposals or mitigate as matters arose.
