Title 2. Court Personnel — Subtitle 3. Sheriffs

The arbitrator shall be selected to hear the dispute from a panel of seven arbitrators who are members of the National Academy of Arbitrators.

The panel shall be requested from the Federal Mediation and Conciliation Service.

Final and binding on the Sheriff, employee, and the labor organization to the extent the decision addresses wages and benefits; and

Nonbinding to the extent the decision addresses hours, working conditions, discipline procedures, and job security issues.

9 deputy sheriff sergeants;

103 deputy sheriffs;

2 domestic violence clerks;

2 domestic violence advocates; and

2 social workers; and

Take part in or refrain from taking part in forming, joining, supporting, or participating in any employee organization or its lawful activities;

Be represented by an exclusive representative, if any, in collective bargaining; and

Engage in other concerted activities for the purpose of collective bargaining.

Compensation, including salary, wages, merit step increases, and those benefits determined, offered, administered, controlled, or managed by the City;

Leave, holidays, and vacations; and

Hours, working conditions, and job security.

A sworn law enforcement officer or a court security officer who is a member of a bargaining unit with an exclusive representative may discuss any matter with the employer without the intervention of the exclusive representative.

If a discussion under subsubparagraph 1 of this subparagraph leads to a resolution or an adjustment of a dispute, the resolution or adjustment may not be inconsistent with the terms of a collective bargaining agreement then in effect.

The mission;

The budget;

The organization;

The numbers, types, and grades of employees assigned;

The work projects, tours of duty, and methods, means, and personnel by which its operations are conducted;

The technology needs;

The internal security practices; and

The relocation of its facilities;

Except as provided in subsubparagraph 2 of this subparagraph, an exclusive representative shall be deemed decertified if a petition is submitted to the Commissioner and the Sheriff that is signed by 31% of the sworn law enforcement officers indicating their desire to decertify the exclusive representative.

If the exclusive representative wishes to challenge the validity of a petition submitted under subsubparagraph 1 of this subparagraph, within 20 days after submission of the petition, the exclusive representative may request a secret ballot election.

The secret ballot election shall be conducted by an impartial umpire selected jointly by the participating parties from a list of umpires provided by the American Arbitration Association.

The costs associated with the appointment of the impartial umpire shall be shared equally by the exclusive representative and Baltimore City.

If at least 51% of the employees in the bargaining unit vote in favor of decertification during the secret ballot election, the exclusive representative shall be decertified.

The Sheriff may designate at least one but not more than four individuals to represent the Sheriff in collective bargaining.

If the Commissioner is a party to collective bargaining, the City may designate at least one but not more than four individuals to represent the City in collective bargaining.

The exclusive representative shall designate at least one but not more than four individuals to represent the exclusive representative in collective bargaining.

An agreement reached in accordance with this subsection shall be in writing and signed by the designated representatives of the Sheriff and the exclusive representative involved in the collective bargaining negotiations.

If the Commissioner is a party to the agreement, the agreement shall be signed by the Commissioner or the Commissioner’s designee in addition to the signatories required under subsubparagraph 1 of this subparagraph.

The Sheriff;

If the Board of Estimates of the City of Baltimore is a party to the collective bargaining, the Board or the Board’s designee; and

A majority of the votes cast by the employees in the bargaining unit.

The Sheriff;

If the City is a party to the collective bargaining, the City or the City’s designee; and

A majority of the votes cast by the employees in the bargaining unit.

The exclusive representative shall pay 50% of the costs;

If the City and the Sheriff are both parties to the negotiations giving rise to the mediation, the City and the Sheriff shall each pay 25% of the costs; and

If the City is not a party to the negotiations giving rise to the mediation, the Sheriff shall pay 50% of the costs.

Any party may declare a bargaining impasse;

The party declaring a bargaining impasse under item 1 of this subparagraph shall request a list of arbitrators to be provided to the parties by the Federal Mediation and Conciliation Service or under the Labor Arbitration Rules of the American Arbitration Association; and

Within 3 days after the parties’ receipt of the list provided under item 2 of this subparagraph, the parties shall select an arbitrator by alternate striking of names from the list.

A joint memorandum listing all items to which the parties previously agreed; and

A separate proposed memorandum of each party’s final offer presented in negotiations on all items to which the parties previously did not agree.

On or before March 30, or any later date determined by mutual agreement of the parties, the arbitrator shall hold a closed hearing on the parties’ proposals at a time, date, and place within Baltimore City selected by the arbitrator.

At a hearing, each party may submit evidence and make oral and written arguments in support of the party’s last final offer.

Give notice and hold hearings in accordance with the Maryland Administrative Procedure Act;

Administer oaths and take testimony and other evidence; and

Issue subpoenas.

Selecting the final offer submitted by the parties that the arbitrator determines to be more reasonable when viewed as a whole; and

Stating the reasons that the arbitrator found the final offer to be more reasonable.

Past collective bargaining agreements between the parties, including the bargaining history that led to the collective bargaining agreement and the precollective bargaining history of employee wages, hours, benefits, and other working conditions;

In an arbitration to which the exclusive representative of sworn law enforcement officers or court security officers is a party, a comparison of wages, hours, benefits, and other conditions of employment of law enforcement officers or court security officers employed in other jurisdictions in the State;

In an arbitration to which the exclusive representative of sworn law enforcement officers or court security officers is a party, a comparison of wages, hours, benefits, and other conditions of employment of law enforcement officers or court security officers from the primary police or sheriff’s departments in all counties in the State;

A comparison of wages, hours, benefits, and other conditions of employment of employees working for the county;

The costs of the respective proposals of the parties;

The condition of the Baltimore City budget, the ability of the Sheriff and the City to finance any economic adjustments required under the proposed collective bargaining agreement, and the potential impact of the parties’ final offers on the bond rating of Baltimore City;

The annual increase or decrease in the cost of living in the statistical areas described in item 8 of this subparagraph as compared to the national average and to other comparable metropolitan areas;

The annual increase or decrease in the cost of living in Baltimore City;

Recruitment and retention data;

The special nature of the work performed by the employees in the bargaining unit, including hazards of employment, physical requirements, educational qualifications, job training and skills, shift assignments, and the demands placed on those employees as compared to other employees of the Sheriff’s Office;

The interest and welfare of the public and the employees in the bargaining unit; and

Stipulations of the parties regarding any of the items under this subparagraph.

Receive or consider the history of collective bargaining related to the immediate dispute, including any offers of settlement not contained in the final offer submitted to the arbitrator, unless the parties mutually agree otherwise;

Combine final offers or alter the final offer that the arbitrator selects, unless the parties mutually agree otherwise; or

Select an offer in which the conditions of employment or the compensation, salaries, fees, or wages to be paid are unreasonable.

The arbitrator shall submit the report issued under subparagraph (vi) of this paragraph to the Commissioner, the Sheriff, and the exclusive representative.

The recommendations of the arbitrator are not binding on the City, the Sheriff, or the exclusive representative.

Except as provided in subsubparagraph 4 of this subparagraph, the Sheriff and, if a party to collective bargaining, the City may adopt or reject a recommendation of the arbitrator.

Subject to subsubparagraph 5 of this subparagraph, if a recommendation of the arbitrator requires an appropriation of funds, only the City may adopt or reject the recommendation.

The City may not accept a recommendation of the arbitrator that requires an appropriation of funds unless the City and the Sheriff first agree on the funding source for the appropriation.

The parties shall accept or reject the arbitrator’s recommendations within 30 days after the submission of the report to the parties under subsubparagraph 1 of this subparagraph.

The exclusive representative shall pay 50% of the costs;

If the City and the Sheriff are both parties to the negotiations giving rise to the arbitration, the Secretary and the Sheriff shall each pay 25% of the costs; and

If the City is not a party to the negotiations giving rise to the arbitration, the Sheriff shall pay 50% of the costs.

The Sheriff may appoint as part–time deputies persons employed in specific plants, institutions, colleges, and hospitals situated within the county who are limited to service only within the particular facility where they are employed.

A part–time deputy employed under this paragraph may not be compensated by the county for the part–time deputy’s service.

Take part in or refrain from taking part in forming, joining, supporting, or participating in a labor organization or its lawful activities;

Select a labor organization as their exclusive representation unit;

Engage in collective bargaining with the Baltimore County Administration, or its designee, concerning wages and benefits, not regulated by the Sheriff, through a labor organization certified as their exclusive representation unit;

Subject to subparagraph (ii) of this paragraph, enter into a collective bargaining agreement, through their exclusive representation unit, covering those wages and benefits not regulated by the Sheriff; and

Decertify a labor organization as their exclusive representation unit.

A petition for the labor organization to be recognized by the Baltimore County Administration is signed by at least 51% of the deputy sheriffs at the rank of lieutenant and below indicating their desire to be exclusively represented by the petitioner for the purpose of collective bargaining; and

The petition is submitted to the Baltimore County Administration.

Subject to subsubparagraph 2 of this subparagraph, an agreement is not effective until it is ratified by a majority of the votes cast by the deputy sheriffs in the bargaining unit and the Baltimore County Administration.

Additional funding, if any, required as a result of the agreement shall be subject to the approval of the County Council.

Except as provided in subsubparagraph 2 of this subparagraph, a deputy sheriff or correctional deputy funded by the County Commissioners will become a merit system employee of the Calvert County Sheriff’s Office on completion of the deputy sheriff’s or correctional deputy’s initial probation period and may not be dismissed without cause.

A deputy sheriff or correctional deputy funded through grants or other sources may be dismissed without cause when the funding source is depleted.

Except as provided in subsubparagraph 2 of this subparagraph, there may be no honorary deputy sheriffs of the county and no one is authorized to carry badges, certificates, or other materials for the purpose of identifying the bearer as an honorary deputy sheriff.

The County Commissioners are authorized to reimburse the towns of North Beach and Chesapeake Beach in whole or in part for services performed by the special deputy sheriffs outside the town limits.

Shall receive an annual salary set on appointment and each fiscal year thereafter as provided in the Sheriff’s budget approved and adopted by the County Commissioners;

Shall retain full merit status; and

At the end of an appointment, shall be placed at the highest rank on the approved Calvert County Deputy Sheriff Pay Scale and shall receive the salary reflected at the highest step within that highest rank.

Shall receive an annual salary that is established through a mutual agreement between the Sheriff and the County Commissioners;

Shall be afforded all the benefits available to full–time employees in the Sheriff’s Office; and

May not be given merit status.

Shall include the same cost of living adjustment, if any, approved by the County Commissioners for county merit employees; and

May not be reduced from the prior fiscal year without cause.

A petition for the labor organization to be recognized by the Sheriff is signed by at least 51% of the sworn deputy sheriffs at the rank of sergeant and below indicating their desire to be exclusively represented by the petitioner for the purpose of collective bargaining; and

The petition is submitted to the Sheriff.

Take part in or refrain from taking part in forming, joining, supporting, or participating in a labor organization or its lawful activities;

Select a labor organization as the exclusive representative of the law enforcement deputy sheriffs subject to this subsection;

Engage in collective bargaining with the Sheriff and the County Executive of Cecil County, or the designee of the Sheriff and the County Executive, concerning wages, benefits, and any working conditions that are not included in paragraph (5)(iv)1 of this subsection through a labor organization certified as the exclusive representative of the law enforcement deputy sheriffs subject to this subsection;

Subject to item 2 of this subparagraph, enter into a collective bargaining agreement, through the exclusive representative of the deputy sheriffs subject to this subsection, covering the wages, benefits, and other working conditions of the law enforcement deputy sheriffs subject to this subsection, to the extent that the agreement does not impair the rights of the Sheriff set forth in paragraph (5)(iv) of this subsection; and

Decertify a labor organization as the exclusive representative of the law enforcement deputy sheriffs subject to this subsection.

Take part in or refrain from taking part in forming, joining, supporting, or participating in a labor organization or its lawful activities;

Select a labor organization as the exclusive representative of the correctional deputy sheriffs subject to this paragraph;

Engage in collective bargaining with the Sheriff and the County Executive of Cecil County, or the designee of the Sheriff and the County Executive, concerning wages, benefits, and any working conditions that are not included in paragraph (5)(iv)1 of this subsection through a labor organization certified as the exclusive representative of the correctional deputy sheriffs subject to this paragraph;

Subject to item 2 of this subparagraph, enter into a collective bargaining agreement, through the exclusive representative of the correctional deputy sheriffs subject to this paragraph, covering the wages, benefits, and other working conditions of the correctional deputy sheriffs subject to this paragraph, to the extent that the agreement does not impair the rights of the Sheriff set forth in paragraph (5)(iv)1 of this subsection; and

Decertify a labor organization as the exclusive representative of the correctional deputy sheriffs subject to this paragraph.

A labor organization seeking certification as an exclusive representative of the sworn law enforcement deputy sheriffs must submit a petition to the Sheriff and the County Executive that is signed by more than 50% of the sworn law enforcement deputy sheriffs at the rank of captain and below indicating the desire of the deputy sheriffs subject to this subsection to be represented exclusively by the labor organization for the purpose of collective bargaining.

A labor organization seeking certification as an exclusive representative of the correctional deputy sheriffs must submit a petition to the Sheriff and the County Executive that is signed by more than 50% of the sworn correctional deputy sheriffs at the rank of lieutenant and below indicating the desire of the correctional deputy sheriffs subject to this subsection to be represented exclusively by the labor organization for the purpose of collective bargaining.

A labor organization shall be deemed decertified if a petition is submitted to the Sheriff and the County Executive that is signed by more than 50% of the full–time sworn law enforcement deputy sheriffs at the rank of captain and below indicating the desire of the law enforcement deputy sheriffs to decertify the labor organization as the exclusive representative of the law enforcement deputy sheriffs subject to this subsection.

A labor organization shall be deemed decertified if a petition is submitted to the Sheriff and the County Executive that is signed by more than 50% of the full–time sworn correctional deputy sheriffs at the rank of lieutenant and below indicating the desire of the correctional deputy sheriffs to decertify the labor organization as the exclusive representative of the correctional deputy sheriffs subject to this subsection.

If the certified labor organization and the Sheriff and the County Executive are unable to reach an agreement before the date set forth in subparagraph (ii) of this paragraph, either the certified labor organization or the Sheriff and the County Executive may seek nonbinding mediation through the Federal Mediation and Conciliation Service.

A party seeking nonbinding mediation under subsubparagraph 1 of this subparagraph shall give written notice to the other party and to the Federal Mediation and Conciliation Service at least 15 days prior to the start of the first mediation meeting.

The costs associated with the mediator or mediation process shall be shared equally by the parties.

The certified labor organization, the Sheriff, and the County Executive shall engage in nonbinding mediation for at least 30 days unless they mutually agree in writing to termination or extension of the mediation or reach an agreement.

The contents of the mediation proceedings may not be disclosed by any of the parties or the mediator.

Determine the mission, budget, organization, numbers, types, classes, grades, and ranks of deputy sheriffs assigned, the services to be rendered, operations to be performed, and the technology to be used;

Set the standards of service and exercise control over operations, including the rights to determine work shifts and the number of deputy sheriffs on each shift;

Assign and retain deputy sheriffs in positions within the office;

Determine and set work projects, tours of duty, schedules, assignments, and methods, means, and personnel by which operations are conducted;

Determine and set technology needs, internal security practices, equipment, and the location of facilities;

Maintain and improve the efficiency and effectiveness of operations;

Hire, direct, supervise, promote, demote, discipline, assign, and with reasonable cause discharge full–time sworn law enforcement deputy sheriffs, with the exception that the promotional process for law enforcement deputy sheriffs up to the rank of captain and the number and composition of trial boards for the discipline process for law enforcement deputy sheriffs at the rank of captain and below are subject to collective bargaining;

Hire, direct, supervise, promote, demote, discipline, assign, and with reasonable cause discharge full–time sworn correctional deputy sheriffs, with the exception that the promotional process for correctional deputy sheriffs up to the rank of lieutenant and the number and composition of trial boards for the discipline process for deputy sheriffs at the rank of lieutenant and below are subject to collective bargaining;

Determine and set the qualifications of deputy sheriffs for appointment and promotions; and

Determine and set the standards of conduct, and with consultation and input from the certified labor organization, adopt rules, orders, policies, regulations, and procedures on mutually agreed on subjects.

Take part in or refrain from taking part in forming, joining, supporting, or participating in any employee organization or its lawful activities;

Be represented by an exclusive representative, if any, in collective bargaining; and

Engage in other concerted activities for the purpose of collective bargaining.

Compensation, excluding salary, wages, and those benefits determined, offered, administered, controlled, or managed by the County Commissioners;

Leave, holidays, and vacations; and

Hours, working conditions, and job security.

Sworn law enforcement officers subject to this subsection may seek recognition in order to organize and bargain collectively in good faith with the County Commissioners and the Sheriff, or the Sheriff’s designee, concerning merit step increases and those benefits determined, offered, administered, controlled, or managed by the County Commissioners.

Correctional officers subject to this subsection may seek recognition in order to organize and bargain collectively in good faith with the County Commissioners and the Sheriff, or the Sheriff’s designee, concerning salary, wages, and those benefits determined, offered, administered, controlled, or managed by the County Commissioners.

A sworn law enforcement officer or correctional officer who is a member of a bargaining unit with an exclusive representative may discuss any matter with the employer without the intervention of the exclusive representative.

If a discussion under subsubparagraph 1 of this subparagraph leads to a resolution or adjustment of a dispute, the resolution or adjustment may not be inconsistent with the terms of a collective bargaining agreement then in effect.

A sworn law enforcement officer or correctional officer who is not a member of a bargaining unit with an exclusive representative may be required to pay a proportional service fee for costs associated with the administration and enforcement of any agreement that benefits the affected employees.

An exclusive representative shall be selected in accordance with the procedures set forth in paragraph (5) of this subsection.

Mission;

Budget;

Organization;

Numbers, types, and grades of employees assigned;

Work projects, tours of duty, and methods, means, and personnel by which its operations are conducted;

Technology needs;

Internal security practices; and

Relocation of its facilities;

Except as provided in subsubparagraph 2 of this subparagraph, an exclusive representative shall be deemed decertified if a petition is submitted to the County Commissioners and the Sheriff that is signed by 51% of the sworn law enforcement officers or correctional officers indicating their desire to decertify the exclusive representative.

If the exclusive representative wishes to challenge the validity of a petition submitted under subsubparagraph 1 of this subparagraph, within 20 days after submission of the petition, the exclusive representative may request a secret ballot election.

The secret ballot election shall be conducted by an impartial umpire selected jointly by the participating parties from a list of umpires provided by the American Arbitration Association.

The costs associated with the appointment of the impartial umpire shall be shared equally by the exclusive representative and the county.

If at least 51% of the employees in the bargaining unit vote in favor of decertification during the secret ballot election, the exclusive representative shall be decertified.

The Sheriff may designate at least one, but not more than four, individuals to represent the Sheriff in collective bargaining.

If the County Commissioners are a party to collective bargaining, the County Commissioners may designate at least one, but not more than four, individuals to represent the County Commissioners in collective bargaining.

The exclusive representative shall designate at least one, but not more than four, individuals to represent the exclusive representative in collective bargaining.

An agreement reached in accordance with this subsection shall be in writing and signed by the designated representatives of the Sheriff and the exclusive representative involved in the collective bargaining negotiations.

If the County Commissioners are a party to the agreement, the agreement shall be signed by the County Commissioners in addition to the signatories required under subsubparagraph 1 of this subparagraph.

The Sheriff;

If the County Commissioners are a party to the collective bargaining, the County Commissioners; and

A majority of the votes cast by the employees in the bargaining unit.

The Sheriff;

If the County Commissioners are a party to the collective bargaining, the County Commissioners; and

A majority of the votes cast by the employees in the bargaining unit.

The exclusive representative shall pay half of the costs;

If the County Commissioners and the Sheriff are both parties to the negotiations giving rise to the mediation, the County Commissioners and the Sheriff shall each pay one–quarter of the costs; and

If the County Commissioners are not a party to the negotiations giving rise to the mediation, the Sheriff shall pay half of the costs.

Any party may declare a bargaining impasse;

The party declaring a bargaining impasse under item 1 of this subparagraph shall request a list of arbitrators to be provided to the parties by the Federal Mediation and Conciliation Service or under the Labor Arbitration Rules of the American Arbitration Association; and

Within 3 days after the parties’ receipt of the list provided under item 2 of this subparagraph, the parties shall select an arbitrator by alternative striking of names from the list.

A joint memorandum listing all items to which the parties previously agreed; and

A separate proposed memorandum of each party’s final offer presented in negotiations on all items to which the parties previously did not agree.

On or before March 30, or any later date determined by mutual agreement of the parties, the arbitrator shall hold a closed hearing on the parties’ proposals at a time, date, and place within the county selected by the arbitrator.

At a hearing, each party may submit evidence and make oral and written arguments in support of the party’s last final offer.

Give notice and hold hearings in accordance with the Maryland Administrative Procedure Act;

Administer oaths and take testimony and other evidence; and

Issue subpoenas.

Selecting the final offer submitted by the parties that the arbitrator determines to be more reasonable when viewed as a whole; and

Stating the reasons that the arbitrator found the final offer to be more reasonable.

Past collective bargaining agreements between the parties, including the bargaining history that led to the collective bargaining agreement and the precollective bargaining history of employee wages, hours, benefits, and other working conditions;

In an arbitration to which the exclusive representative of sworn law enforcement officers is a party, a comparison of wages, hours, benefits, and other conditions of employment of law enforcement officers employed in other jurisdictions in the State;

In an arbitration to which the exclusive representative of sworn law enforcement officers is a party, a comparison of wages, hours, benefits, and other conditions of employment of law enforcement officers from the primary police or sheriff’s departments in all counties in the State;

In an arbitration to which the exclusive representative of correctional officers is a party, a comparison of wages, hours, benefits, and other conditions of employment of correctional officers employed in other jurisdictions in the State;

A comparison of wages, hours, benefits, and other conditions of employment of employees working for the county;

The costs of the respective proposals of the parties;

The condition of the General Operating Fund of Charles County, the ability of the Sheriff and the county to finance any economic adjustments required under the proposed collective bargaining agreement, and the potential impact of the parties’ final offers on the bond rating of the county;

The annual increase or decrease in consumer prices for goods and services as reflected in the most recent Consumer Price Index for the Washington–Arlington–Alexandria, DC–VA–MD–WV Metropolitan Statistical Area published by the federal Bureau of Labor Statistics;

The annual increase or decrease in the cost of living in the statistical areas described in item 8 of this subparagraph as compared to the national average and to other comparable metropolitan areas;

The annual increase or decrease in the cost of living in the county;

Recruitment and retention data;

The special nature of the work performed by the employees in the bargaining unit, including hazards of employment, physical requirements, educational qualifications, job training and skills, shift assignments, and the demands placed on those employees as compared to other employees of the Sheriff’s Office;

The interest and welfare of the public and the employees in the bargaining unit; and

Stipulations of the parties regarding any of the items under this subparagraph.

Receive or consider the history of collective bargaining related to the immediate dispute, including any offers of settlement not contained in the final offer submitted to the arbitrator, unless the parties mutually agree otherwise;

Combine final offers or alter the final offer that the arbitrator selects, unless the parties mutually agree otherwise; or

Select an offer in which the conditions of employment or the compensation, salaries, fees, or wages to be paid are unreasonable.

The arbitrator shall submit the report issued under subparagraph (vi) of this paragraph to the County Commissioners, the Sheriff, and the exclusive representative.

The recommendations of the arbitrator are not binding on the County Commissioners, the Sheriff, or the exclusive representative.

Except as provided in subsubparagraph 4 of this subparagraph, the Sheriff and, if a party to collective bargaining, the County Commissioners may adopt or reject a recommendation of the arbitrator.

Subject to subsubparagraph 5 of this subparagraph, if a recommendation of the arbitrator requires an appropriation of funds, only the County Commissioners may adopt or reject the recommendation.

The County Commissioners may not accept a recommendation of the arbitrator that requires an appropriation of funds unless the County Commissioners and the Sheriff first agree on the funding source for the appropriation.

The parties shall accept or reject the arbitrator’s recommendations within 30 days after the submission of the report to the parties under subsubparagraph 1 of this subparagraph.

The exclusive representative shall pay half of the costs;

If the County Commissioners and the Sheriff are both parties to the negotiations giving rise to the arbitration, the County Commissioners and the Sheriff shall each pay one–quarter of the costs; and

If the County Commissioners are not a party to the negotiations giving rise to the arbitration, the Sheriff shall pay half of the costs.

A petition for the labor organization to be recognized by the Sheriff is signed by at least 51% of the deputy sheriffs at the rank of sergeant and below indicating their desire to be exclusively represented by the petitioner for the purpose of collective bargaining; and

The petition is submitted to the Sheriff.

A petition for the labor organization to be recognized by the Sheriff is signed by at least 51% of the correctional officers at the rank of sergeant and below indicating their desire to be exclusively represented by the petitioner for the purpose of collective bargaining; and

The petition is submitted to the Sheriff.

Shall be required by the Sheriff to serve an initial probationary period of 12 months; and

May be dismissed by the Sheriff for any reason only during the initial probationary period.

In accordance with the Law Enforcement Officers’ Bill of Rights, if the employee’s rights are covered under this bill of rights; or

In accordance with the personnel rules and regulations of the Howard County Sheriff’s Office, if the employee’s rights are not covered under the Law Enforcement Officers’ Bill of Rights.