<section article="glu" article_name="Land Use" number="16-101" title_number="16" title_name="Employment" subtitle_number="1" subtitle_name="Merit System"> <text>In this subtitle, “board” means the merit system board of the Commission.</text> </section> <section article="glu" article_name="Land Use" number="16-102" title_number="16" title_name="Employment" subtitle_number="1" subtitle_name="Merit System"> <level label="a"> <text>The Commission shall implement a merit system adopted under this subtitle.</text> </level> <level label="b"> <text>The merit system includes each employee of the Commission, except:</text> <level label="1"> <text>the commissioners;</text> </level> <level label="2"> <text>the executive director, secretary–treasurer, and general counsel appointed by the Commission under § 15–109 of this article;</text> </level> <level label="3"> <level label="i"> <text>the Inspector General; and</text> </level> <level label="ii"> <text>any temporary term employee of the Office of the Inspector General appointed under § 15–503 of this article;</text> </level> </level> <level label="4"> <text>a part–time or temporary employee under Subtitle 2 or Subtitle 5 of this title;</text> </level> <level label="5"> <text>in Montgomery County, each position excluded under § 20–204(b) of this article; and</text> </level> <level label="6"> <text>in Prince George’s County:</text> <level label="i"> <text>the deputy chief of park police as provided in § 17–305 of this article; and</text> </level> <level label="ii"> <text>each director and deputy director as provided in § 20–204(c) of this article.</text> </level> </level> </level> </section> <section article="glu" article_name="Land Use" number="16-103" title_number="16" title_name="Employment" subtitle_number="1" subtitle_name="Merit System"> <level label="a"> <text>There is a merit system board of the Commission.</text> </level> <level label="b"> <level label="1"> <text>The board consists of three members appointed by the Commission.</text> </level> <level label="2"> <text>Nothing contained in this subtitle requires that an appointment be made for the purpose of rotating majority membership on the board between residents of Montgomery County and Prince George’s County.</text> </level> <level label="3"> <text>The Commission may reappoint a member of the board.</text> </level> </level> <level label="c"> <level label="1"> <text>Each member of the board:</text> <level label="i"> <text>shall be a resident of the regional district;</text> </level> <level label="ii"> <text>shall be knowledgeable and experienced in personnel matters; and</text> </level> <level label="iii"> <text>may not be a member or employee of the Commission or the executive director, secretary–treasurer, or general counsel appointed by the Commission under § 15–109 of this article.</text> </level> </level> <level label="2"> <text>Not more than two members of the board may reside in the same county.</text> </level> </level> <level label="d"> <text>Each member of the board shall be appointed for a term of 4 years and continue to serve until the member’s successor is appointed.</text> </level> <level label="e"> <text>The Commission shall fill each vacancy on the board in the same manner as an original appointment.</text> </level> <level label="f"> <text>The Commission shall designate one member of the board to serve as the chair at the pleasure of the Commission.</text> </level> </section> <section article="glu" article_name="Land Use" number="16-104" title_number="16" title_name="Employment" subtitle_number="1" subtitle_name="Merit System"> <text>The Commission shall set the compensation of the members of the board as authorized by the Commission’s budget for each fiscal year.</text> </section> <section article="glu" article_name="Land Use" number="16-105" title_number="16" title_name="Employment" subtitle_number="1" subtitle_name="Merit System"> <text>After proper notice and due consideration, the Commission may remove a member of the board for misfeasance, malfeasance, or nonfeasance in office.</text> </section> <section article="glu" article_name="Land Use" number="16-106" title_number="16" title_name="Employment" subtitle_number="1" subtitle_name="Merit System"> <level label="a"> <text>The board shall:</text> <level label="1"> <text>prepare and recommend a compensation plan, a classification plan, and comprehensive regulations governing operation of the merit system; and</text> </level> <level label="2"> <text>submit its recommendations to the Commission for adoption.</text> </level> </level> <level label="b"> <level label="1"> <text>The Commission may adopt, disapprove, or modify a recommendation of the board.</text> </level> <level label="2"> <text>If the Commission does not act on a recommendation of the board within 90 days after the date of filing of the recommendation with the Commission, the recommendation is deemed approved.</text> </level> </level> <level label="c"> <text>A recommendation by the board for an amendment to an adopted compensation plan, classification plan, or regulation is subject to subsection (b) of this section.</text> </level> </section> <section article="glu" article_name="Land Use" number="16-107" title_number="16" title_name="Employment" subtitle_number="1" subtitle_name="Merit System"> <text>The Commission may make available to the board its records, facilities, and staff and consultants necessary to carry out the duties of the board.</text> </section> <section article="glu" article_name="Land Use" number="16-108" title_number="16" title_name="Employment" subtitle_number="1" subtitle_name="Merit System"> <level label="a"> <text>If the board determines that the testimony of a witness is appropriate for the proper consideration of a case before the board, the board may issue a subpoena to the witness to appear at a proceeding the board conducts in accordance with this subtitle.</text> </level> <level label="b"> <text>If a person fails to comply with a subpoena issued under this section, the board may petition a court of competent jurisdiction to compel compliance with the subpoena.</text> </level> </section> <section article="glu" article_name="Land Use" number="16-201" title_number="16" title_name="Employment" subtitle_number="2" subtitle_name="Collective Bargaining -- in General"> <level label="a"> <level label="1"> <level label="i"> <text>In this subsection the following words have the meanings indicated.</text> </level> <level label="ii"> <text>“Confidential employee” means an employee who acts in a confidential capacity with respect to an individual who formulates, determines, or implements management policies in the field of labor–management relations.</text> </level> <level label="iii"> <text>“Probationary employee” means a merit system employee during the employee’s initial probationary period following employment.</text> </level> </level> <level label="2"> <text>The rights granted to Commission merit system employees under this subtitle do not apply to:</text> <level label="i"> <text>attorneys in the General Counsel’s office;</text> </level> <level label="ii"> <text>confidential employees;</text> </level> <level label="iii"> <text>employees who are at grade J or above;</text> </level> <level label="iv"> <text>park police officers;</text> </level> <level label="v"> <level label="1"> <text>the Inspector General; and</text> </level> <level label="2"> <text>any subordinate employee of the Office of the Inspector General appointed under § 15–503 of this article;</text> </level> </level> <level label="vi"> <text>probationary employees; or</text> </level> <level label="vii"> <text>supervisors, as defined in § 2(11) of the National Labor Relations Act, 29 U.S.C. § 152(11).</text> </level> </level> </level> <level label="b"> <level label="1"> <text>Commission employees are divided into four bargaining units consisting of:</text> <level label="i"> <text>the office unit that includes office classification titles in which employees are responsible for internal and external communications, recording and retrieving information, and paperwork required in an office;</text> </level> <level label="ii"> <text>the professional/technical unit that includes:</text> <level label="1"> <text>professional classification titles in which employees have special or theoretical knowledge that usually is acquired through college training, other training that provides comparable knowledge, or work experience;</text> </level> <level label="2"> <text>paraprofessional classification titles in which employees perform, in a supportive role, some of the duties of a professional or technician but that usually require less formal training or experience than those duties performed by those with professional or technical status; and</text> </level> <level label="3"> <text>technical classification titles in which employees have a combination of basic scientific or technical knowledge and manual skill that usually are acquired through specialized postsecondary school education or through equivalent on–the–job training;</text> </level> </level> <level label="iii"> <text>the service/labor unit that includes classification titles in which employees perform service and maintenance, may operate specialized machinery or heavy equipment, and whose duties contribute to the comfort and convenience of the public or to the upkeep and care of Commission buildings, facilities, or grounds; and</text> </level> <level label="iv"> <text>the trade unit that includes classification titles in which employees are required to have a special manual skill and a thorough knowledge of processes that are acquired through on–the–job training, experience, apprenticeship, or other formal training programs.</text> </level> </level> <level label="2"> <text>A bargaining unit may not be defined by county boundaries.</text> </level> <level label="3"> <text>If an employee organization is certified to represent more than one bargaining unit, the Commission shall negotiate a single contract with that organization covering all employees the organization represents.</text> </level> </level> </section> <section article="glu" article_name="Land Use" number="16-202" title_number="16" title_name="Employment" subtitle_number="2" subtitle_name="Collective Bargaining -- in General"> <level label="a"> <text>The Commission shall recognize the right of an employee organization, certified under this subtitle as the exclusive representative of a bargaining unit, to represent the employees in the bargaining unit in collective bargaining and in the settlement of grievances.</text> </level> <level label="b"> <text>An employee organization certified as the exclusive representative of a bargaining unit shall:</text> <level label="1"> <text>serve as the sole bargaining agent for the unit in collective bargaining; and</text> </level> <level label="2"> <text>except as provided in subsection (d) of this section, represent all employees in the bargaining unit fairly and without discrimination.</text> </level> </level> <level label="c"> <text>An employee organization meets the requirements of subsection (b)(2) of this section if the employee organization’s actions with respect to employees in the bargaining unit are not arbitrary, discriminatory, or in bad faith.</text> </level> <level label="d"> <level label="1"> <text>The exclusive representative may require an employee who does not pay membership dues or equivalent fees to pay:</text> <level label="i"> <text>the reasonable costs and fees, including expenses for staff time and materials, arbitrator fees, and related attorney’s fees, for filing a grievance or arbitrating a matter that arises under a collective bargaining agreement negotiated under this subtitle brought by the exclusive representative at the request of the employee; and</text> </level> <level label="ii"> <text>any anticipated proportional costs and fees before a grievance is filed or arbitration is pursued.</text> </level> </level> <level label="2"> <text>Failure by the employee to pay the costs and fees required under paragraph (1) of this subsection shall relieve the exclusive representative of any further responsibility to the employee.</text> </level> <level label="3"> <text>A dispute concerning the reasonableness of the costs and fees imposed under paragraph (1) of this subsection shall be submitted to the labor relations administrator in accordance with the procedures established under § 16–218 of this subtitle for unfair labor practices.</text> </level> </level> <level label="e"> <level label="1"> <text>An exclusive representative’s duty of fair representation owed to a public employee who is in the bargaining unit shall be limited to the negotiation and enforcement of the terms of the collective bargaining agreement with the public employer.</text> </level> <level label="2"> <text>Nothing in this subsection may be construed to limit an employee organization from providing only to the organization’s members legal, economic, or job–related services or benefits outside the collective bargaining agreement.</text> </level> </level> </section> <section article="glu" article_name="Land Use" number="16-203" title_number="16" title_name="Employment" subtitle_number="2" subtitle_name="Collective Bargaining -- in General"> <level label="a"> <text>After a public hearing on the appointment, the Commission shall appoint an experienced neutral third party to serve as labor relations administrator for an initial term of 1 year.</text> </level> <level label="b"> <text>After the term of the labor relations administrator appointed under subsection (a) of this section expires, the exclusive representative and the Commission shall appoint a labor relations administrator for a 2–year term from a list of five nominees on whom they have agreed.</text> </level> <level label="c"> <text>After the term of the labor relations administrator appointed under subsection (a) of this section expires and after a public hearing on the appointment, if no exclusive representative has been certified under this section, the Commission shall appoint the next labor relations administrator for a term not exceeding 1 year.</text> </level> <level label="d"> <text>A labor relations administrator is eligible for reappointment.</text> </level> </section> <section article="glu" article_name="Land Use" number="16-204" title_number="16" title_name="Employment" subtitle_number="2" subtitle_name="Collective Bargaining -- in General"> <level label="a"> <text>An employee organization that is certified or that seeks certification as an exclusive representative under this subtitle shall submit to the labor relations administrator:</text> <level label="1"> <text>a copy of the employee organization’s constitution and bylaws; and</text> </level> <level label="2"> <text>any change in the constitution or bylaws.</text> </level> </level> <level label="b"> <text>The constitution or bylaws shall include:</text> <level label="1"> <text>a pledge that the employee organization accepts members without regard to age, marital status, national origin, race, religion, disability, sex, sexual orientation, or gender identity;</text> </level> <level label="2"> <text>the right of members to participate in the affairs of the employee organization;</text> </level> <level label="3"> <text>procedures for periodic elections of officers by secret ballot;</text> </level> <level label="4"> <text>fair procedures governing disciplinary actions;</text> </level> <level label="5"> <text>procedures for the accurate accounting of income and expenditures;</text> </level> <level label="6"> <text>a requirement that a certified annual financial report be produced; and</text> </level> <level label="7"> <text>the right of members to inspect the organization’s accounts.</text> </level> </level> </section> <section article="glu" article_name="Land Use" number="16-205" title_number="16" title_name="Employment" subtitle_number="2" subtitle_name="Collective Bargaining -- in General"> <level label="a"> <text>The labor relations administrator shall conduct an election for an exclusive representative after:</text> <level label="1"> <text>an employee organization demonstrates, by petition, that at least 30% of the eligible employees in a bargaining unit support representation by an exclusive representative for collective bargaining; or</text> </level> <level label="2"> <text>an employee or an employee organization demonstrates, by petition, that at least 30% of the eligible employees in a bargaining unit no longer support the current exclusive representative.</text> </level> </level> <level label="b"> <level label="1"> <text>At least 30 days before an election under subsection (a) of this section, the labor relations administrator shall obtain from the Commission and provide to the employee organization a list of the names, addresses, and telephone numbers of every employee in the bargaining unit.</text> </level> <level label="2"> <text>The provision of a list under this subsection by the Commission, the labor relations administrator, or a Commission official, employee, or other agent does not constitute a violation of § 4–331 of the General Provisions Article or any State or local law.</text> </level> </level> <level label="c"> <text>Elections shall be conducted by secret ballot containing:</text> <level label="1"> <text>the name of each employee organization that submits a valid petition requiring an election;</text> </level> <level label="2"> <text>the name of any other employee organization supported by a petition signed by at least 10% of the eligible employees in the bargaining unit; and</text> </level> <level label="3"> <text>an option for no representation.</text> </level> </level> <level label="d"> <level label="1"> <text>If a petition described in subsection (a)(1) of this section is submitted at the same time that a petition described in subsection (a)(2) of this section is submitted, one election shall be held to determine which employee organization, if any, shall be the exclusive representative.</text> </level> <level label="2"> <text>The ballot shall contain:</text> <level label="i"> <text>the name of the current certified employee organization;</text> </level> <level label="ii"> <text>the name of the petitioning employee organization; and</text> </level> <level label="iii"> <text>an option for no representation.</text> </level> </level> </level> <level label="e"> <level label="1"> <text>If none of the choices on the ballot receives a majority of the votes cast, the labor relations administrator shall hold a runoff election.</text> </level> <level label="2"> <text>In the runoff election, the ballot shall contain the two choices that received the highest number of votes cast in the initial election.</text> </level> </level> <level label="f"> <text>After the election, the labor relations administrator shall certify the employee organization that received a majority of the votes cast as the exclusive representative.</text> </level> <level label="g"> <text>If the petitioning employee organization is certified as the result of an election held under subsection (d) of this section, that employee organization shall be treated as a successor in interest and party to any collective bargaining agreement to which the previous employee organization was a party.</text> </level> <level label="h"> <text>The Commission and the employee organization shall share equally the costs of the election procedures.</text> </level> <level label="i"> <level label="1"> <text>Elections may not be conducted:</text> <level label="i"> <text>within 1 year after the date of a valid election under this section; or</text> </level> <level label="ii"> <text>except as provided in paragraph (2) of this subsection, during the term of a collective bargaining agreement.</text> </level> </level> <level label="2"> <text>During the term of a collective bargaining agreement, a petition for an election may be filed only during November of the fiscal year in which the agreement expires.</text> </level> </level> </section> <section article="glu" article_name="Land Use" number="16-206" title_number="16" title_name="Employment" subtitle_number="2" subtitle_name="Collective Bargaining -- in General"> <level label="a"> <text>If the Commission and an employee organization dispute the eligibility of an employee in a bargaining unit, the dispute shall be submitted to the labor relations administrator.</text> </level> <level label="b"> <text>The labor relations administrator shall hold evidentiary hearings at which the Commission and interested employee organizations shall have the opportunity to present testimony, documentary and other evidence, and arguments.</text> </level> <level label="c"> <text>The decision of the labor relations administrator is final.</text> </level> <level label="d"> <text>The Commission and the employee organization shall share equally the costs of the hearings.</text> </level> </section> <section article="glu" article_name="Land Use" number="16-207" title_number="16" title_name="Employment" subtitle_number="2" subtitle_name="Collective Bargaining -- in General"> <level label="a"> <text>The Commission and an employee organization certified as exclusive representative shall meet and engage in collective bargaining in good faith regarding:</text> <level label="1"> <text>salary and wages, including the percentage of the increase in the salary and wages budget that will be devoted to merit increments and cash awards, provided that salaries and wages shall be uniform for all employees in the same classification;</text> </level> <level label="2"> <text>pension and other retirement benefits for active employees;</text> </level> <level label="3"> <text>employee benefits such as insurance, leave, holidays, and vacations;</text> </level> <level label="4"> <text>hours and working conditions;</text> </level> <level label="5"> <text>orderly processing and settlement of grievances concerning the interpretation and implementation of a collective bargaining agreement that may include:</text> <level label="i"> <text>binding third party arbitration, under which the arbitrator may not amend, add to, or subtract from the provisions of the collective bargaining agreement; and</text> </level> <level label="ii"> <text>provisions for the exclusivity of forum;</text> </level> </level> <level label="6"> <text>matters affecting the health and safety of employees; and</text> </level> <level label="7"> <text>the effect on employees of the exercise of the Commission’s rights and responsibilities under § 16–213 of this subtitle.</text> </level> </level> <level label="b"> <text>This section does not require the Commission or the employee organization to agree to any proposal or to make any concession.</text> </level> <level label="c"> <level label="1"> <level label="i"> <text>Collective bargaining may not begin later than September 1 before the beginning of a fiscal year for which an agreement has not been reached between the Commission and the exclusive representative.</text> </level> <level label="ii"> <text>Collective bargaining shall conclude on or before the following February 1.</text> </level> </level> <level label="2"> <text>During the period between the dates set in paragraph (1)(i) and (ii) of this subsection, the parties shall negotiate in good faith.</text> </level> </level> </section> <section article="glu" article_name="Land Use" number="16-208" title_number="16" title_name="Employment" subtitle_number="2" subtitle_name="Collective Bargaining -- in General"> <level label="a"> <text>If a party to the collective bargaining considers a bargaining proposal to violate the rights and responsibilities of the Commission under § 16–213 of this subtitle or the rights of Commission employees under § 16–216 of this subtitle or otherwise to violate this subtitle, the party may petition the labor relations administrator for a determination of whether the bargaining proposal constitutes a negotiability dispute that violates this subtitle.</text> </level> <level label="b"> <level label="1"> <text>The procedure for resolving a negotiability dispute shall follow the process for reviewing unfair labor practice charges.</text> </level> <level label="2"> <text>Notwithstanding paragraph (1) of this subsection, the labor relations administrator may shorten the time periods or order any appropriate expedited procedure.</text> </level> </level> <level label="c"> <text>The labor relations administrator may order a party to withdraw all or part of a bargaining proposal that violates this subtitle.</text> </level> <level label="d"> <text>Unless petitioned to judicial review on the basis that the decision or order is arbitrary, is capricious, or exceeds the authority of a party, any decision reached and order issued under this subtitle is final.</text> </level> </section> <section article="glu" article_name="Land Use" number="16-209" title_number="16" title_name="Employment" subtitle_number="2" subtitle_name="Collective Bargaining -- in General"> <level label="a"> <level label="1"> <text>If the parties have not reached an agreement on or before December 1 on a collective bargaining agreement that would become effective the following July 1, the parties jointly shall appoint a mediator–arbitrator.</text> </level> <level label="2"> <text>If the parties are unable to agree on a mediator–arbitrator, the labor relations administrator shall appoint the mediator–arbitrator on or before December 7.</text> </level> <level label="3"> <text>Notwithstanding appointment of the mediator–arbitrator, this section does not require mediation–arbitration to begin before the date set forth in subsection (c) of this section.</text> </level> </level> <level label="b"> <text>During the course of the collective bargaining:</text> <level label="1"> <text>either party may declare an impasse and request the services of the mediator–arbitrator; or</text> </level> <level label="2"> <text>the parties jointly may request the services of a mediator–arbitrator before an impasse is declared.</text> </level> </level> <level label="c"> <text>If the mediator–arbitrator finds in the mediator–arbitrator’s sole discretion that the parties are at a bona fide impasse or on February 1, whichever occurs earlier, the mediator–arbitrator shall direct the parties to submit:</text> <level label="1"> <text>a joint memorandum listing all items to which the parties previously agreed; and</text> </level> <level label="2"> <text>a separate memorandum of each party’s last final offer presented in negotiations on all items to which the parties previously did not agree.</text> </level> </level> <level label="d"> <level label="1"> <text>On or before February 10, the mediator–arbitrator shall hold a closed hearing on the parties’ proposals at a time, date, and place selected by the mediator–arbitrator.</text> </level> <level label="2"> <text>Each party shall submit evidence or make oral and written arguments in support of the party’s last final offer.</text> </level> <level label="3"> <text>The mediator–arbitrator may not open the hearing to a person that is not a party to the mediation–arbitration.</text> </level> </level> <level label="e"> <level label="1"> <text>On or before February 15, the mediator–arbitrator shall issue a report selecting the final offer submitted by the party that the mediator–arbitrator determines to be more reasonable when viewed as a whole.</text> </level> <level label="2"> <text>In determining which offer is more reasonable, the mediator–arbitrator:</text> <level label="i"> <text>may consider only:</text> <level label="1"> <text>past collective bargaining agreements between the parties, including the past bargaining history that led to the agreement or the precollective bargaining history of employee wages, hours, benefits, and other working conditions;</text> </level> <level label="2"> <text>a comparison of wages, hours, benefits, and conditions of employment of similar employees of other public employers in the Washington metropolitan area and the State;</text> </level> <level label="3"> <text>a comparison of wages, hours, benefits, and conditions of employment of similar employees of private employers in Montgomery County and Prince George’s County;</text> </level> <level label="4"> <text>the public interest and welfare;</text> </level> <level label="5"> <text>the ability of the Commission to finance any economic adjustments required under the proposed agreement;</text> </level> <level label="6"> <text>the effects of any economic adjustments on the standard of public services normally provided by the Commission; and</text> </level> <level label="7"> <text>the annual increase or decrease in consumer prices for all items as reflected in the most recent Consumer Price Index – Urban Wage Earners and Clerical Workers (“CPI–W”) for the Washington Metropolitan Area; and</text> </level> </level> <level label="ii"> <text>shall consider all items on which the parties agreed before the mediation–arbitration began to be integrated into each offer.</text> </level> </level> <level label="3"> <level label="i"> <text>The mediator–arbitrator may not receive or consider the history of collective bargaining relating to the immediate dispute, including any offers of settlement not contained in the offer submitted to the mediator–arbitrator.</text> </level> <level label="ii"> <text>The mediator–arbitrator may not compromise or alter the final offer that the mediator–arbitrator selects.</text> </level> </level> </level> <level label="f"> <level label="1"> <level label="i"> <text>Subject to subparagraph (ii) of this paragraph, the offer selected by the mediator–arbitrator, as integrated with the items on which the parties previously agreed, shall be the final agreement between the Commission and the exclusive representative without ratification by the parties.</text> </level> <level label="ii"> <text>Any terms or conditions of the final agreement that require an appropriation of funds or the adoption of regulations or that have a present or future fiscal impact are subject to approval by the Montgomery County Council and Prince George’s County Council.</text> </level> <level label="iii"> <text>The Commission shall request funds in the Commission’s final budget from the county councils for all economic provisions of the final agreement.</text> </level> </level> <level label="2"> <text>The parties shall execute an agreement incorporating the final agreement, including arbitration awards and all issues agreed to under this subtitle.</text> </level> </level> <level label="g"> <text>The Commission and the employee organization shall share equally the costs of the mediator–arbitrator’s services.</text> </level> </section> <section article="glu" article_name="Land Use" number="16-210" title_number="16" title_name="Employment" subtitle_number="2" subtitle_name="Collective Bargaining -- in General"> <level label="a"> <text>A mediator may be used in the collective bargaining process whenever:</text> <level label="1"> <text>the Commission and the employee organization agree to mediation; or</text> </level> <level label="2"> <text>an impasse results, and the Commission or the employee organization requests mediation.</text> </level> </level> <level label="b"> <level label="1"> <text>The mediator shall be selected jointly by the Commission and the employee organization from a list supplied by the American Arbitration Association or the Federal Mediation and Conciliation Service.</text> </level> <level label="2"> <text>If the Commission and the employee organization are unable to agree on the selection of a mediator, the labor relations administrator shall select the mediator.</text> </level> </level> <level label="c"> <text>The Commission and the employee organization shall share equally the costs of mediation.</text> </level> </section> <section article="glu" article_name="Land Use" number="16-210.1" title_number="16" title_name="Employment" subtitle_number="2" subtitle_name="Collective Bargaining -- in General"> <level label="a"> <text>During the term of a collective bargaining agreement:</text> <level label="1"> <text>either party may declare an impasse and request the services of a mediator–arbitrator; and</text> </level> <level label="2"> <text>the parties jointly may request the services of a mediator–arbitrator at any time without declaring an impasse.</text> </level> </level> <level label="b"> <level label="1"> <text>If the services of a mediator–arbitrator have been requested, the parties jointly shall appoint a mediator–arbitrator.</text> </level> <level label="2"> <text>If the parties are unable to agree on a mediator–arbitrator, the labor relations administrator shall appoint the mediator–arbitrator within 7 days after the services of a mediator–arbitrator were requested.</text> </level> </level> <level label="c"> <text>If the mediator–arbitrator finds in the mediator–arbitrator’s sole discretion that the parties are at a bona fide impasse, the mediator–arbitrator shall direct each party to submit a separate memorandum of each party’s last final offer on items with regard to which the parties are in dispute.</text> </level> <level label="d"> <level label="1"> <text>Within 10 days after the submission of the memoranda under subsection (c) of this section, the mediator–arbitrator shall hold a closed hearing on the parties’ offers at a time, date, and place selected by the mediator–arbitrator.</text> </level> <level label="2"> <text>Each party shall submit evidence or make oral and written arguments in support of the party’s final offer.</text> </level> <level label="3"> <text>The mediator–arbitrator may not open the hearing to a person that is not a party to the mediation–arbitration.</text> </level> </level> <level label="e"> <level label="1"> <text>Within 5 days after the hearing required under subsection (d)(1) of this section, the mediator–arbitrator shall issue a report selecting the final offer that the mediator–arbitrator determines to be more reasonable when viewed as a whole.</text> </level> <level label="2"> <text>In determining which offer is more reasonable, the mediator–arbitrator:</text> <level label="i"> <text>may consider only:</text> <level label="1"> <text>past collective bargaining agreements between the parties, including the past bargaining history that led to the agreement or the precollective bargaining history of employee wages, hours, benefits, and other working conditions;</text> </level> <level label="2"> <text>a comparison of wages, hours, benefits, and conditions of employment of similar employees of other public employers in the Washington metropolitan area and the State;</text> </level> <level label="3"> <text>a comparison of wages, hours, benefits, and conditions of employment of similar employees of private employers in Montgomery County and Prince George’s County;</text> </level> <level label="4"> <text>the public interest and welfare;</text> </level> <level label="5"> <text>the ability of the Commission to finance any economic adjustments required under the proposed agreement;</text> </level> <level label="6"> <text>the effects of any economic adjustments on the standard of public services normally provided by the Commission; and</text> </level> <level label="7"> <text>the annual increase or decrease in consumer prices for all items as reflected in the most recent Consumer Price Index – Urban Wage Earners and Clerical Workers (“CPI–W”) for the Washington Metropolitan Area; and</text> </level> </level> <level label="ii"> <text>shall consider all items on which the parties agreed before the mediation–arbitration began to be integrated into each offer.</text> </level> </level> <level label="3"> <level label="i"> <text>The mediator–arbitrator may not receive or consider the history of collective bargaining relating to the immediate dispute, including any offers of settlement not contained in the offer submitted to the mediator–arbitrator.</text> </level> <level label="ii"> <text>The mediator–arbitrator may not compromise or alter the final offer that the mediator–arbitrator selects.</text> </level> </level> </level> <level label="f"> <level label="1"> <level label="i"> <text>Subject to subparagraph (ii) of this paragraph, the offer selected by the mediator–arbitrator, as integrated with the governing collective bargaining agreement at the time of the dispute, shall be the final agreement between the Commission and the exclusive representative without ratification by the parties.</text> </level> <level label="ii"> <text>Any terms or conditions of the final agreement that require an appropriation of funds or the adoption of regulations or that have a present or future fiscal impact are subject to approval by the Montgomery County Council and the Prince George’s County Council.</text> </level> <level label="iii"> <text>The Commission shall request funds in the Commission’s final budget from the Montgomery County Council and the Prince George’s County Council for all economic provisions of the final agreement.</text> </level> </level> <level label="2"> <text>The parties shall execute an agreement incorporating the final agreement, including arbitration awards and all issues agreed to under this section.</text> </level> </level> <level label="g"> <text>The Commission and the employee organization shall share equally the costs of the mediator–arbitrator’s services.</text> </level> </section> <section article="glu" article_name="Land Use" number="16-211" title_number="16" title_name="Employment" subtitle_number="2" subtitle_name="Collective Bargaining -- in General"> <level label="a"> <text>The Commission and an employee organization certified as exclusive representative of a bargaining unit shall execute a collective bargaining agreement incorporating all matters agreed.</text> </level> <level label="b"> <text>If a collective bargaining agreement provides for a grievance procedure, that grievance procedure shall be the sole procedure for employees in the bargaining unit.</text> </level> <level label="c"> <text>The collective bargaining agreement may include an agency shop or other union security provision.</text> </level> <level label="d"> <text>The collective bargaining agreement supersedes any conflicting regulation or administrative policy of the Commission.</text> </level> <level label="e"> <text>A single–year or multiple–year collective bargaining agreement shall expire at the close of the appropriate fiscal year.</text> </level> <level label="f"> <level label="1"> <text>Except as provided in paragraph (2) of this subsection, a collective bargaining agreement shall be effective on the approval of the Commission and the membership of the employee organization representing the bargaining unit.</text> </level> <level label="2"> <text>The economic requirements of a collective bargaining agreement shall be effective on approval by the Montgomery County Council and Prince George’s County Council.</text> </level> </level> </section> <section article="glu" article_name="Land Use" number="16-212" title_number="16" title_name="Employment" subtitle_number="2" subtitle_name="Collective Bargaining -- in General"> <level label="a"> <text>The Commission shall include in its annual proposed operating budget submitted to the county executives of Montgomery County and Prince George’s County adequate funding to carry out a collective bargaining agreement.</text> </level> <level label="b"> <text>Unless the Montgomery County Council and Prince George’s County Council approve the Commission’s budget so as to approve the terms of the collective bargaining agreement, the Commission and the employee organization, within 5 days after the annual joint county council budget meeting under § 18–106 of this article, shall reopen the negotiated agreement and bargain with respect to the provisions of the agreement not approved by the county councils.</text> </level> <level label="c"> <text>If a provision of a collective bargaining agreement is ruled invalid or is not funded by Montgomery County or Prince George’s County, the remainder of the agreement remains in effect unless reopened under subsection (b) of this section.</text> </level> </section> <section article="glu" article_name="Land Use" number="16-213" title_number="16" title_name="Employment" subtitle_number="2" subtitle_name="Collective Bargaining -- in General"> <level label="a"> <text>This subtitle and any agreement made under it may not impair the rights and responsibilities of the Commission to:</text> <level label="1"> <text>determine the overall budget and mission of the Commission;</text> </level> <level label="2"> <text>maintain and improve the efficiency and effectiveness of operations;</text> </level> <level label="3"> <text>determine the services to be rendered and the operations to be performed;</text> </level> <level label="4"> <text>determine the location of facilities and the overall organizational structure, methods, processes, means, job classifications, and personnel by which operations are to be conducted;</text> </level> <level label="5"> <text>direct and supervise employees;</text> </level> <level label="6"> <text>hire, select, and establish the standards governing promotion of employees and classify positions;</text> </level> <level label="7"> <text>relieve employees from duties because of lack of work or funds or when the Commission determines continued work would be inefficient or nonproductive;</text> </level> <level label="8"> <text>take actions to carry out the missions of government in emergency situations;</text> </level> <level label="9"> <text>transfer and schedule employees;</text> </level> <level label="10"> <text>determine the size, grades, and composition of the workforce;</text> </level> <level label="11"> <text>set the standards of productivity and technology;</text> </level> <level label="12"> <text>establish employee performance standards and evaluate and assign employees, except that evaluation and assignment procedures shall be a subject for bargaining;</text> </level> <level label="13"> <text>establish and implement systems for awarding outstanding service increments, extraordinary performance awards, and other merit awards;</text> </level> <level label="14"> <text>introduce new or improved technology, research, development, and services;</text> </level> <level label="15"> <text>control and regulate the use of machinery, equipment, and other property and facilities of the Commission, subject to § 16–207(a)(6) of this subtitle;</text> </level> <level label="16"> <text>maintain internal security standards;</text> </level> <level label="17"> <text>create, alter, combine, contract out, or abolish any job classification, operation, department, unit, or other division or service;</text> </level> <level label="18"> <text>suspend, discharge, or otherwise discipline employees for cause, subject to the grievance procedure set forth in a collective bargaining agreement; and</text> </level> <level label="19"> <text>adopt and enforce policies and regulations necessary to carry out this section and all other managerial functions that are not inconsistent with federal or State law or the terms of a collective bargaining agreement.</text> </level> </level> <level label="b"> <text>The Commission may not sign a contract that will displace employees unless the Commission gives written notice to the certified representative at least 90 days before signing the contract or within a different period of time agreed to by the parties.</text> </level> </section> <section article="glu" article_name="Land Use" number="16-214" title_number="16" title_name="Employment" subtitle_number="2" subtitle_name="Collective Bargaining -- in General"> <level label="a"> <text>The Commission may not:</text> <level label="1"> <text>interfere with, coerce, or restrain an employee in the exercise of the employee’s rights under this subtitle;</text> </level> <level label="2"> <text>dominate, interfere with, or assist in the formation, administration, or existence of an employee organization or contribute financial assistance or other support to an employee organization;</text> </level> <level label="3"> <text>encourage or discourage membership in an employee organization by discriminating against the employee through hiring, tenure, promotion or demotion, or other conditions of employment;</text> </level> <level label="4"> <text>discharge or discriminate against an employee because the employee has signed or filed an affidavit, petition, or complaint or given any information or testimony under this subtitle; or</text> </level> <level label="5"> <text>refuse to bargain in good faith with an employee organization that is certified as the exclusive representative of a bargaining unit over any subject of bargaining or refuse to participate in good faith in the mediation, fact–finding, or grievance procedure under this subtitle.</text> </level> </level> <level label="b"> <text>Subsection (a)(2) of this section does not prohibit the Commission from allowing employees to negotiate or to confer with the Commission over labor matters during work hours without the loss of pay or time.</text> </level> </section> <section article="glu" article_name="Land Use" number="16-215" title_number="16" title_name="Employment" subtitle_number="2" subtitle_name="Collective Bargaining -- in General"> <level label="a"> <text>An employee organization may not:</text> <level label="1"> <text>interfere with, coerce, or restrain an employee in the exercise of the employee’s rights under this subtitle;</text> </level> <level label="2"> <text>cause or attempt to cause the Commission to discriminate against an employee in the exercise of the employee’s rights under this subtitle;</text> </level> <level label="3"> <text>coerce, discipline, fine, or attempt to coerce a member of an employee organization as punishment or reprisal;</text> </level> <level label="4"> <text>coerce, discipline, fine, or attempt to coerce a member of an employee organization for the purpose of impeding the member’s work performance;</text> </level> <level label="5"> <text>refuse to negotiate in good faith with the Commission as required by this subtitle; or</text> </level> <level label="6"> <text>fail or refuse to cooperate in impasse procedures and impasse decisions as required by this subtitle.</text> </level> </level> <level label="b"> <text>Only an eligible employee may file an unfair labor charge against an employee organization for a violation of subsection (a)(3) or (4) of this section.</text> </level> </section> <section article="glu" article_name="Land Use" number="16-216" title_number="16" title_name="Employment" subtitle_number="2" subtitle_name="Collective Bargaining -- in General"> <level label="a"> <text>Employees of the Commission shall retain the right to:</text> <level label="1"> <text>form, join, or assist an employee organization;</text> </level> <level label="2"> <text>bargain collectively through a representative that the employees have chosen;</text> </level> <level label="3"> <text>engage in other lawful concerted activities for the purpose of collective bargaining; or</text> </level> <level label="4"> <text>refrain from an activity described in this subsection.</text> </level> </level> <level label="b"> <text>An employee may only present a grievance arising under a collective bargaining agreement to the Commission through the employee organization certified as the exclusive representative for the bargaining unit.</text> </level> </section> <section article="glu" article_name="Land Use" number="16-217" title_number="16" title_name="Employment" subtitle_number="2" subtitle_name="Collective Bargaining -- in General"> <level label="a"> <text>In this section, “strike” means the action of an employee, in concert with others, to:</text> <level label="1"> <text>refuse to report to work;</text> </level> <level label="2"> <text>stop or slow down work; or</text> </level> <level label="3"> <text>abstain wholly or partly from the full, faithful, and proper performance of duties when the object is to induce, influence, or coerce a change in the terms, conditions, rights, or privileges of employment.</text> </level> </level> <level label="b"> <text>A Commission employee, a group of Commission employees, or an employee organization may not engage in, induce, initiate, or ratify a strike by Commission employees.</text> </level> <level label="c"> <text>If a strike occurs, a court of competent jurisdiction may enjoin the strike on request of the Commission.</text> </level> <level label="d"> <text>An employee may not receive compensation from the Commission while the employee is engaged in a strike.</text> </level> <level label="e"> <level label="1"> <text>If an employee engages in, induces, initiates, or ratifies a strike, the Commission may take appropriate disciplinary action against the employee, including suspension or discharge.</text> </level> <level label="2"> <text>If disciplinary action is taken and appealed, the labor relations administrator shall hold a hearing on the disciplinary action at which the Commission, the employee, and any interested employee organization may present evidence and argument.</text> </level> </level> <level label="f"> <level label="1"> <text>If after a hearing an employee organization certified as an exclusive representative is found by the labor relations administrator to have assisted, authorized, or initiated a strike involving the refusal of Commission employees to report for work, the labor relations administrator shall revoke the certification of the employee organization for 1 year after the end of the strike.</text> </level> <level label="2"> <text>If after a hearing an employee organization certified as an exclusive representative is found by the labor relations administrator to have assisted, authorized, or initiated any other type of strike, the labor relations administrator may revoke the certification of the employee organization for up to 1 year after the end of the strike.</text> </level> </level> </section> <section article="glu" article_name="Land Use" number="16-218" title_number="16" title_name="Employment" subtitle_number="2" subtitle_name="Collective Bargaining -- in General"> <level label="a"> <text>It is an unfair labor practice for the Commission or an employee organization certified as an exclusive representative of a bargaining unit to violate the rights of a Commission employee under this subtitle.</text> </level> <level label="b"> <text>Within 30 business days after the alleged violation, the party charging an unfair labor practice shall submit the charge in writing to the party alleged to have committed the unfair labor practice.</text> </level> <level label="c"> <text>Within 15 days after an unfair labor practice charge is submitted, the Commission and the employee organization shall request the labor relations administrator to hold a hearing and determine whether an unfair labor practice has occurred.</text> </level> <level label="d"> <text>The labor relations administrator shall:</text> <level label="1"> <text>issue a finding of facts and conclusion of law;</text> </level> <level label="2"> <text>order the party found to have committed the unfair labor practice to cease and desist from the prohibited practice; and</text> </level> <level label="3"> <text>order all relief necessary to remedy the violation of this subtitle and to otherwise make whole any injured employee or employee organization or the Commission, if injured, including reinstatement, restitution, back pay, or other remedy as necessary to restore the employee, the employee organization, or the Commission to the position or condition it would have been in but for the violation.</text> </level> </level> <level label="e"> <text>The labor relations administrator may not order punitive damages, consequential damages, damages for emotional distress, pain, and suffering, or attorney’s fees for purposes of satisfying subsection (d)(3) of this section.</text> </level> <level label="f"> <text>If the labor relations administrator finds that the party charged has not committed an unfair labor practice, the labor relations administrator shall issue an order dismissing the charges.</text> </level> <level label="g"> <level label="1"> <text>Subject to paragraph (2) of this subsection, the decision of the labor relations administrator is final.</text> </level> <level label="2"> <text>A party may seek judicial review of the decision on the basis that the decision is arbitrary, capricious, or exceeds the authority of the labor relations administrator.</text> </level> </level> <level label="h"> <text>The Commission and the employee organization shall share equally the costs of any unfair labor practice proceeding.</text> </level> <level label="i"> <text>If the party found to have committed the unfair labor practice fails or refuses to comply with the decision of the labor relations administrator wholly or partly, the charging party may file an action to enforce the order with the circuit court of the county in which any of the involved employees work.</text> </level> </section> <section article="glu" article_name="Land Use" number="16-219" title_number="16" title_name="Employment" subtitle_number="2" subtitle_name="Collective Bargaining -- in General"> <level label="a"> <text>This section applies to the expression of any personal view, argument, or opinion or the making of any personal statement that:</text> <level label="1"> <level label="i"> <text>publicizes the fact of a representational election and encourages employees to exercise their right to vote in the election;</text> </level> <level label="ii"> <text>corrects the record with respect to any false or misleading statement made by any person; or</text> </level> <level label="iii"> <text>informs employees of the Commission’s policy relating to labor–management relations and representation;</text> </level> </level> <level label="2"> <text>does not contain a threat of reprisal or force, or a promise of benefit; and</text> </level> <level label="3"> <text>was not coerced.</text> </level> </level> <level label="b"> <text>The expression of any personal view, argument, opinion, or statement described in subsection (a) of this section does not constitute:</text> <level label="1"> <text>an unfair labor practice under this subtitle; or</text> </level> <level label="2"> <text>grounds for setting aside any election conducted under this subtitle.</text> </level> </level> </section> <section article="glu" article_name="Land Use" number="16-301" title_number="16" title_name="Employment" subtitle_number="3" subtitle_name="Collective Bargaining -- Police Officers"> <level label="a"> <text>In this subtitle the following words have the meanings indicated.</text> </level> <level label="b"> <text>“Arbitration” means a procedure by which the parties involved in a grievance submit their differences to an impartial third party for a final and binding decision.</text> </level> <level label="c"> <text>“Bargaining unit” means all employees except a confidential employee.</text> </level> <level label="d"> <text>“Collective bargaining” means the performance by the exclusive representative of the bargaining unit and the Commission of their mutual obligations to negotiate in good faith with respect to wages, hours, and other terms and conditions of employment.</text> </level> <level label="e"> <text>“Collective bargaining agreement” means a written contract between the Commission and an employee organization implementing collective bargaining.</text> </level> <level label="f"> <text>“Confidential employee” means an employee who:</text> <level label="1"> <text>acts in a confidential capacity and formulates and effectuates Commission policies that relate to collective bargaining with employees; or</text> </level> <level label="2"> <text>has access to confidential information not generally available to employees regarding the formulation and effectuation of Commission policies that relate to collective bargaining.</text> </level> </level> <level label="g"> <text>“Employee” means a police officer who is ranked as a sergeant or below employed by the Commission.</text> </level> <level label="h"> <text>“Employee organization” means an organization that has as one of its primary purposes representing employees in collective bargaining.</text> </level> <level label="i"> <text>“Exclusive representative” means an employee organization that has been certified by the Labor Commissioner as representing the employees in the bargaining unit.</text> </level> <level label="j"> <text>“Grievance” means a dispute concerning the application or interpretation of the terms of a collective bargaining agreement or the regulations of the Commission that relate to terms and conditions of employment.</text> </level> <level label="k"> <text>“Impasse” means failure of the Commission and an exclusive representative to enter into a collective bargaining agreement at least 30 days before the day on which the Commission’s budget is due for submission to the Montgomery County Council and the Prince George’s County Council.</text> </level> <level label="l"> <text>“Labor Commissioner” means the Commissioner of Labor and Industry or the Commissioner’s designee.</text> </level> <level label="m"> <text>“Mediation” means assistance by an impartial third party to reconcile a dispute arising out of collective bargaining through interpretation, suggestion, and advice.</text> </level> <level label="n"> <text>“Strike” means the action:</text> <level label="1"> <text>of an employee, in concert with others, to:</text> <level label="i"> <text>refuse to report to work;</text> </level> <level label="ii"> <text>be willfully absent from the employee’s position;</text> </level> <level label="iii"> <text>stop or slow down work; or</text> </level> <level label="iv"> <text>abstain wholly or partially from the proper performance of duties; and</text> </level> </level> <level label="2"> <text>taken for the purpose of inducing, influencing, or coercing a change in wages, hours, or other terms and conditions of employment.</text> </level> </level> </section> <section article="glu" article_name="Land Use" number="16-302" title_number="16" title_name="Employment" subtitle_number="3" subtitle_name="Collective Bargaining -- Police Officers"> <level label="a"> <text>The Commission shall recognize the right of an employee organization, certified under this subtitle as the exclusive representative of the bargaining unit, to represent the employees in the bargaining unit in collective bargaining and in the settlement of grievances.</text> </level> <level label="b"> <text>An employee organization certified as the exclusive representative of a bargaining unit shall:</text> <level label="1"> <text>serve as the sole bargaining agent for the bargaining unit in collective bargaining; and</text> </level> <level label="2"> <text>except as provided in subsection (c) of this section, represent all employees in the bargaining unit fairly and without discrimination.</text> </level> </level> <level label="c"> <level label="1"> <text>The exclusive representative may require an employee who does not pay membership dues or equivalent fees to pay:</text> <level label="i"> <text>the reasonable costs and fees, including expenses for staff time and materials, arbitration fees, and related attorney’s fees, for filing a grievance or arbitrating a matter that arises under a collective bargaining agreement negotiated under this subtitle brought by the exclusive representative at the request of the employee; and</text> </level> <level label="ii"> <text>any anticipated proportional costs and fees before a grievance is filed or arbitration is pursued.</text> </level> </level> <level label="2"> <text>Failure by the employee to pay the costs and fees required under paragraph (1) of this subsection shall relieve the exclusive representative of any further responsibility to the employee.</text> </level> <level label="3"> <text>A dispute concerning the reasonableness of the costs and fees imposed under paragraph (1) of this subsection shall be submitted to the labor relations administrator in accordance with the procedures established under § 16–317 of this subtitle for unfair labor practices.</text> </level> </level> <level label="d"> <level label="1"> <text>An exclusive representative’s duty of fair representation owed to a public employee who is in the bargaining unit shall be limited to the negotiation and enforcement of the terms of the collective bargaining agreement with the public employer.</text> </level> <level label="2"> <text>Nothing in this subsection may be construed to limit an employee organization from providing only to the organization’s members legal, economic, or job–related services or benefits outside the collective bargaining agreement.</text> </level> </level> </section> <section article="glu" article_name="Land Use" number="16-303" title_number="16" title_name="Employment" subtitle_number="3" subtitle_name="Collective Bargaining -- Police Officers"> <level label="a"> <level label="1"> <text>Subject to paragraph (2) of this subsection, the Commission and the exclusive representative jointly shall appoint an experienced neutral party, from a list of five nominees on whom they have agreed, to serve as labor relations administrator for a 2–year term.</text> </level> <level label="2"> <text>If an exclusive representative has not been certified to represent employees of the bargaining unit, the Commission shall appoint the labor relations administrator for a term not exceeding 1 year.</text> </level> </level> <level label="b"> <text>A labor relations administrator:</text> <level label="1"> <text>is eligible for reappointment; and</text> </level> <level label="2"> <text>may be the same individual as the labor relations administrator appointed under § 16–203 of this title.</text> </level> </level> </section> <section article="glu" article_name="Land Use" number="16-304" title_number="16" title_name="Employment" subtitle_number="3" subtitle_name="Collective Bargaining -- Police Officers"> <level label="a"> <text>An employee organization that is certified or that seeks certification as an exclusive representative under this subtitle shall:</text> <level label="1"> <text>file with the Commission and the Labor Commissioner a copy of the employee organization’s constitution and bylaws; and</text> </level> <level label="2"> <text>report promptly any change in the constitution or bylaws.</text> </level> </level> <level label="b"> <text>The constitution or bylaws shall include:</text> <level label="1"> <text>a pledge that the employee organization accepts members without regard to age, race, sex, sexual orientation, gender identity, religion, marital status, or national origin;</text> </level> <level label="2"> <text>the right of members to participate in the affairs of the employee organization;</text> </level> <level label="3"> <text>procedures for periodic elections of officers by secret ballot;</text> </level> <level label="4"> <text>fair procedures governing disciplinary actions;</text> </level> <level label="5"> <text>procedures for the accurate accounting of income and expenditures;</text> </level> <level label="6"> <text>a requirement that an annual financial report be produced; and</text> </level> <level label="7"> <text>the right of members to inspect the employee organization’s accounts.</text> </level> </level> <level label="c"> <text>An employee organization shall file an annual report with the Commission and the Labor Commissioner.</text> </level> <level label="d"> <text>The annual report shall include a financial report that:</text> <level label="1"> <text>is signed by the president and treasurer or corresponding principal officers of the employee organization; and</text> </level> <level label="2"> <text>contains information in detail sufficient to accurately disclose the financial condition and operations of the employee organization.</text> </level> </level> <level label="e"> <text>An employee organization that has not filed an annual report or the constitution and bylaws of which do not conform to the requirements of subsection (b) of this section may not be or remain certified as an exclusive representative under this subtitle.</text> </level> </section> <section article="glu" article_name="Land Use" number="16-305" title_number="16" title_name="Employment" subtitle_number="3" subtitle_name="Collective Bargaining -- Police Officers"> <level label="a"> <level label="1"> <text>A petition for an election of an exclusive representative may be submitted to the Labor Commissioner by:</text> <level label="i"> <text>an employee organization that demonstrates that at least 30% of the eligible employees in the bargaining unit support representation by an exclusive representative for collective bargaining;</text> </level> <level label="ii"> <text>an employee, a group of employees, or an employee organization that demonstrates that at least 35% of the eligible employees in the bargaining unit certify that a majority of the eligible employees in the bargaining unit no longer support the current exclusive representative; or</text> </level> <level label="iii"> <text>subject to paragraph (2) of this subsection, the Commission, demonstrating that one or more employee organizations have presented to it a claim, supported by substantial proof, to be certified as the exclusive representative.</text> </level> </level> <level label="2"> <text>The Labor Commissioner may accept a petition from the Commission only if the Labor Commissioner finds, on investigation of the petition, that a valid question of representation exists.</text> </level> </level> <level label="b"> <text>Elections shall be conducted by:</text> <level label="1"> <text>the Labor Commissioner; and</text> </level> <level label="2"> <text>secret ballot.</text> </level> </level> <level label="c"> <text>Each ballot shall contain:</text> <level label="1"> <text>the name of each employee organization that submits a valid petition;</text> </level> <level label="2"> <text>the name of any other employee organization supported by a valid petition signed by more than 10% of the eligible employees in the bargaining unit; and</text> </level> <level label="3"> <text>an option for no representation.</text> </level> </level> <level label="d"> <level label="1"> <text>If none of the choices on the ballot receives a majority of the votes cast, the Labor Commissioner shall conduct a runoff election.</text> </level> <level label="2"> <text>In the runoff election, the ballot shall contain the two choices receiving the highest number of votes cast in the initial election.</text> </level> </level> <level label="e"> <level label="1"> <text>After the election, the Labor Commissioner shall certify the employee organization that received a majority of the votes cast as the exclusive representative.</text> </level> <level label="2"> <text>An employee organization may not be certified as an exclusive representative except as provided in this subtitle.</text> </level> </level> <level label="f"> <text>Elections may not be conducted within 2 years after a valid election held under this section.</text> </level> </section> <section article="glu" article_name="Land Use" number="16-306" title_number="16" title_name="Employment" subtitle_number="3" subtitle_name="Collective Bargaining -- Police Officers"> <text>Any dispute about the eligibility of an employee in the bargaining unit shall be submitted to the labor relations administrator for final and binding arbitration.</text> </section> <section article="glu" article_name="Land Use" number="16-307" title_number="16" title_name="Employment" subtitle_number="3" subtitle_name="Collective Bargaining -- Police Officers"> <level label="a"> <text>The Commission and the exclusive representative of the bargaining unit shall engage in collective bargaining.</text> </level> <level label="b"> <text>Subsection (a) of this section does not require the Commission or the exclusive representative to agree to any proposal or to make any concession.</text> </level> <level label="c"> <text>Collective bargaining may include negotiations about the terms of employee retirement systems but not about the hiring practices of the Commission.</text> </level> <level label="d"> <level label="1"> <level label="i"> <text>Collective bargaining may not begin later than September 1 before the beginning of a fiscal year for which a collective bargaining agreement has not been reached between the Commission and the exclusive representative.</text> </level> <level label="ii"> <text>Collective bargaining shall conclude on or before the following February 4 or any later date determined by mutual agreement of the parties.</text> </level> </level> <level label="2"> <text>During the period between the dates set in paragraph (1)(i) and (ii) of this subsection, the parties shall negotiate in good faith.</text> </level> </level> <level label="e"> <level label="1"> <text>If a party to the collective bargaining considers a bargaining proposal to violate the responsibilities of the Commission under § 16–311(a) of this subtitle or the rights of employees under § 16–314 of this subtitle or to otherwise violate this subtitle, the party may petition the labor relations administrator for a determination of whether the bargaining proposal constitutes a negotiability dispute that violates this subtitle.</text> </level> <level label="2"> <text>The labor relations administrator shall resolve a negotiability dispute in accordance with the procedures for resolving an unfair labor practice charge, except that the labor relations administrator may shorten the time periods or order any appropriate expedited procedures.</text> </level> <level label="3"> <text>The labor relations administrator may order a party to withdraw all or part of a bargaining proposal that violates this subtitle.</text> </level> <level label="4"> <text>Unless petitioned to judicial review on the basis that the decision or order is arbitrary, is capricious, or exceeds the authority of a party, any decision made or order issued under this section is final.</text> </level> </level> <level label="f"> <level label="1"> <text>A mediator may be used during collective bargaining:</text> <level label="i"> <text>on request of both parties; or</text> </level> <level label="ii"> <text>if an impasse exists, on request of either party.</text> </level> </level> <level label="2"> <text>The mediator shall be selected by the parties from a list supplied by the American Arbitration Association or the Federal Mediation and Conciliation Service.</text> </level> </level> </section> <section article="glu" article_name="Land Use" number="16-308" title_number="16" title_name="Employment" subtitle_number="3" subtitle_name="Collective Bargaining -- Police Officers"> <level label="a"> <level label="1"> <text>If the parties to collective bargaining have not reached an agreement on or before December 1 or any later date determined by mutual agreement of the parties on a collective bargaining agreement that would succeed the existing collective bargaining agreement:</text> <level label="i"> <text>either party may declare a bargaining impasse; and</text> </level> <level label="ii"> <text>the parties jointly shall appoint an arbitrator.</text> </level> </level> <level label="2"> <text>If the parties are unable to agree on an arbitrator, the labor relations administrator shall appoint the arbitrator on or before December 7 or any later date determined by mutual agreement of the parties.</text> </level> <level label="3"> <text>Notwithstanding appointment of the arbitrator, this subtitle does not require arbitration to begin before February 1 or any later date determined by mutual agreement of the parties.</text> </level> </level> <level label="b"> <text>On or before February 1 or any later date determined by mutual agreement of the parties, the arbitrator shall direct the parties to submit:</text> <level label="1"> <text>a joint memorandum listing all items to which the parties previously agreed; and</text> </level> <level label="2"> <text>a separate memorandum of each party’s last final offer presented in negotiations on all items to which the parties previously did not agree.</text> </level> </level> <level label="c"> <level label="1"> <text>On or before February 10 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 selected by the arbitrator.</text> </level> <level label="2"> <text>Each party shall submit evidence or make oral and written arguments in support of the party’s last final offer.</text> </level> <level label="3"> <text>The arbitrator may not open the hearing to a person that is not a party to the arbitration.</text> </level> </level> <level label="d"> <level label="1"> <text>On or before February 15 or any later date determined by mutual agreement of the parties, the arbitrator shall issue a report selecting the last final offer submitted by the parties that the arbitrator determines to be more reasonable when viewed as a whole.</text> </level> <level label="2"> <text>In determining which last final offer is more reasonable, the arbitrator may consider only:</text> <level label="i"> <text>past collective bargaining agreements between the parties, including the past bargaining history that led to the collective bargaining agreement or the precollective bargaining history of employee wages, hours, benefits, and other working conditions;</text> </level> <level label="ii"> <text>a comparison of wages, hours, benefits, and other conditions of employment of police officers in Montgomery County and Prince George’s County;</text> </level> <level label="iii"> <text>the public interest and welfare;</text> </level> <level label="iv"> <text>the ability of the Commission to finance any economic adjustments required under the proposed collective bargaining agreement; and</text> </level> <level label="v"> <text>the effects of any economic adjustments on the standard of public services normally provided by the Commission.</text> </level> </level> <level label="3"> <text>In determining which last final offer is more reasonable, the arbitrator shall consider all items on which the parties agreed before the arbitration began to be integrated into each offer.</text> </level> <level label="4"> <text>The arbitrator may not:</text> <level label="i"> <text>receive or consider the history of collective bargaining relating to the immediate dispute, including any offers of settlement not contained in the last final offer submitted to the arbitrator; or</text> </level> <level label="ii"> <text>compromise or alter the last final offer that the arbitrator selects.</text> </level> </level> </level> <level label="e"> <level label="1"> <text>Subject to § 16–310(a) of this subtitle, the last final offer selected by the arbitrator, as integrated with the items on which the parties previously agreed, shall be the final agreement between the Commission and the exclusive representative without ratification by the parties.</text> </level> <level label="2"> <text>The parties shall execute a collective bargaining agreement incorporating the final agreement, including arbitration awards and all issues agreed to under this section.</text> </level> </level> <level label="f"> <text>The Commission and the exclusive representative shall share equally the costs of the arbitrator’s services.</text> </level> </section> <section article="glu" article_name="Land Use" number="16-309" title_number="16" title_name="Employment" subtitle_number="3" subtitle_name="Collective Bargaining -- Police Officers"> <level label="a"> <text>The Commission and the exclusive representative shall execute a collective bargaining agreement incorporating all matters agreed.</text> </level> <level label="b"> <text>A collective bargaining agreement may include a provision for:</text> <level label="1"> <text>dues and maintenance or service fees paid by payroll deduction; and</text> </level> <level label="2"> <text>the arbitration of grievances arising under the collective bargaining agreement.</text> </level> </level> <level label="c"> <text>The collective bargaining agreement supersedes any conflicting rule, regulation, or administrative policy of the Commission.</text> </level> </section> <section article="glu" article_name="Land Use" number="16-310" title_number="16" title_name="Employment" subtitle_number="3" subtitle_name="Collective Bargaining -- Police Officers"> <level label="a"> <level label="1"> <text>The economic provisions of a final collective bargaining agreement are subject to funding by the county councils of Montgomery County and Prince George’s County.</text> </level> <level label="2"> <text>The Commission shall request funds in the Commission’s final budget from the county councils of Montgomery County and Prince George’s County for all economic provisions of a final collective bargaining agreement.</text> </level> </level> <level label="b"> <text>If the request for funds necessary to implement the collective bargaining agreement is reduced, modified, or rejected by the county councils of Montgomery County and Prince George’s County, the Commission or the exclusive representative, within 5 days after final budget action by the county councils, shall reopen the negotiated collective bargaining agreement and bargain with respect to the provisions of the collective bargaining agreement not approved by the county councils.</text> </level> <level label="c"> <text>If a provision of a collective bargaining agreement is ruled invalid or is not funded by Montgomery County and Prince George’s County, the remainder of the collective bargaining agreement remains in effect unless reopened under subsection (b) of this section.</text> </level> </section> <section article="glu" article_name="Land Use" number="16-311" title_number="16" title_name="Employment" subtitle_number="3" subtitle_name="Collective Bargaining -- Police Officers"> <level label="a"> <text>This subtitle and any collective bargaining agreement made under it may not impair the rights and responsibilities of the Commission to:</text> <level label="1"> <text>determine the overall budget and mission of the Commission;</text> </level> <level label="2"> <text>maintain and improve the efficiency and effectiveness of operations;</text> </level> <level label="3"> <text>determine the services to be rendered and the operations to be performed;</text> </level> <level label="4"> <text>determine the location of facilities and the overall organizational structure, methods, processes, means, job classifications, and personnel by which operations are to be performed;</text> </level> <level label="5"> <text>direct and supervise employees;</text> </level> <level label="6"> <text>hire, select, and establish the standards governing promotion of employees and classify positions;</text> </level> <level label="7"> <text>relieve employees from duties because of lack of work or funds or when the Commission determines continued work would be inefficient or nonproductive;</text> </level> <level label="8"> <text>transfer and schedule employees;</text> </level> <level label="9"> <text>determine the size, grades, and composition of the workforce;</text> </level> <level label="10"> <text>set the standards of productivity and technology;</text> </level> <level label="11"> <text>establish employee performance standards and evaluate and assign employees, except that evaluation and assignment procedures shall be a subject for collective bargaining;</text> </level> <level label="12"> <text>establish and implement systems for awarding outstanding service increments, extraordinary performance awards, and other merit awards;</text> </level> <level label="13"> <text>introduce new or improved technology, research development, and services;</text> </level> <level label="14"> <text>control and regulate the use of machinery, equipment, and other property and facilities of the Commission, subject to negotiation related to matters affecting the health and safety of employees;</text> </level> <level label="15"> <text>maintain internal security standards;</text> </level> <level label="16"> <text>create, alter, combine, contract out, or abolish any job classification, operation, department, unit, or other division or service, subject to subsection (b) of this section;</text> </level> <level label="17"> <text>suspend, discharge, or otherwise discipline employees for cause, subject to the grievance procedure set forth in a collective bargaining agreement; and</text> </level> <level label="18"> <text>adopt and enforce regulations and policies necessary to carry out this section and all other managerial functions that are not inconsistent with federal or State law or the terms of a collective bargaining agreement.</text> </level> </level> <level label="b"> <text>The Commission may not sign a contract that will displace employees in the bargaining unit unless the Commission gives written notice to the exclusive representative of the bargaining unit at least 90 days before signing the contract or within a different period of time agreed to by the parties.</text> </level> <level label="c"> <text>This section may not preclude or impair collective bargaining as to any subject matter included in any written collective bargaining agreement made between the Commission and the exclusive representative of the bargaining unit on or before December 31, 2001.</text> </level> </section> <section article="glu" article_name="Land Use" number="16-312" title_number="16" title_name="Employment" subtitle_number="3" subtitle_name="Collective Bargaining -- Police Officers"> <level label="a"> <text>The Commission, its agents, or its representatives may not:</text> <level label="1"> <text>interfere with, intimidate, restrain, coerce, or discriminate against an employee in the exercise of the employee’s rights under this subtitle;</text> </level> <level label="2"> <text>dominate, interfere with, or assist in the formation, administration, or existence of an employee organization or contribute financial or other support to an employee organization;</text> </level> <level label="3"> <text>encourage or discourage membership in an employee organization by discriminating against the employee through hiring, tenure, promotion or demotion, or any term or condition of employment;</text> </level> <level label="4"> <text>discharge or otherwise discriminate against an employee because the employee has signed or filed an affidavit, petition, or complaint or given any information or testimony under this subtitle;</text> </level> <level label="5"> <text>refuse to engage in collective bargaining in good faith with the exclusive representative of the bargaining unit as required by § 16–307(d)(2) of this subtitle; or</text> </level> <level label="6"> <text>fail to comply with any provision of this subtitle.</text> </level> </level> <level label="b"> <text>Subsection (a)(2) of this section does not prohibit the Commission from allowing employees to negotiate or confer with an employee organization during work hours without loss of pay or time.</text> </level> </section> <section article="glu" article_name="Land Use" number="16-313" title_number="16" title_name="Employment" subtitle_number="3" subtitle_name="Collective Bargaining -- Police Officers"> <text>An employee or an employee organization or its agents or representatives may not:</text> <level label="1"> <text>interfere with, intimidate, restrain, coerce, or discriminate against an employee in the exercise of the employee’s rights under this subtitle;</text> </level> <level label="2"> <text>cause or attempt to cause the Commission to discriminate against an employee in violation of § 16–312(a)(3) of this subtitle;</text> </level> <level label="3"> <text>refuse to engage in collective bargaining in good faith with the Commission as required by § 16–307(d)(2) of this subtitle if the employee organization has been certified as the exclusive representative of employees in the bargaining unit in accordance with § 16–305 of this subtitle;</text> </level> <level label="4"> <text>engage in a strike in violation of § 16–315(a) of this subtitle; or</text> </level> <level label="5"> <text>fail to comply with any provision of this subtitle.</text> </level> </section> <section article="glu" article_name="Land Use" number="16-314" title_number="16" title_name="Employment" subtitle_number="3" subtitle_name="Collective Bargaining -- Police Officers"> <level label="a"> <text>Employees may:</text> <level label="1"> <text>form, join, or assist an employee organization;</text> </level> <level label="2"> <text>bargain collectively through a representative that the employees have chosen;</text> </level> <level label="3"> <text>engage in other lawful concerted activities for the purpose of collective bargaining; and</text> </level> <level label="4"> <text>refrain from any of the activities described in this subsection.</text> </level> </level> <level label="b"> <level label="1"> <text>An employee or group of employees in the bargaining unit may:</text> <level label="i"> <text>present to the Commission at any time a grievance arising under a collective bargaining agreement; and</text> </level> <level label="ii"> <text>have the grievance adjusted without the intervention of the exclusive representative of the bargaining unit.</text> </level> </level> <level label="2"> <text>The Commission shall hear the grievance and participate in its adjustment.</text> </level> <level label="3"> <text>An adjustment may not be inconsistent with the collective bargaining agreement.</text> </level> <level label="4"> <text>The Commission shall give prompt notice of all adjustments to the exclusive representative.</text> </level> </level> </section> <section article="glu" article_name="Land Use" number="16-315" title_number="16" title_name="Employment" subtitle_number="3" subtitle_name="Collective Bargaining -- Police Officers"> <level label="a"> <text>Employees may not engage in a strike.</text> </level> <level label="b"> <text>If a strike occurs, a court of competent jurisdiction may enjoin the strike on request of the Commission.</text> </level> <level label="c"> <text>An employee may not receive compensation from the Commission while the employee is engaged in a strike.</text> </level> <level label="d"> <level label="1"> <text>If an employee organization certified as an exclusive representative engages in a strike, the Labor Commissioner shall revoke its certification.</text> </level> <level label="2"> <text>An employee organization that is decertified under paragraph (1) of this subsection or any other employee organization that engages in a strike is ineligible to be certified as an exclusive representative for 1 year after the end of the strike.</text> </level> </level> </section> <section article="glu" article_name="Land Use" number="16-316" title_number="16" title_name="Employment" subtitle_number="3" subtitle_name="Collective Bargaining -- Police Officers"> <level label="a"> <text>This subtitle does not preclude the Commission from entering into a collective bargaining agreement with an exclusive representative that requires an employee, as a condition of employment, to pay a maintenance or service fee as a contribution towards the cost of the negotiation and administration of the collective bargaining agreement.</text> </level> <level label="b"> <text>A maintenance or service fee under subsection (a) of this section may not exceed the annual dues paid to the exclusive representative.</text> </level> <level label="c"> <text>Before the Commission discharges an employee who fails to pay a maintenance or service fee, it shall give the employee:</text> <level label="1"> <text>written notice of the delinquent payment; and</text> </level> <level label="2"> <text>adequate time to correct the delinquency.</text> </level> </level> <level label="d"> <text>If the Commission and an employee are unable to resolve any issue relating to the payment of a maintenance or service fee, the issue shall be submitted to an umpire in accordance with § 16–317 of this subtitle.</text> </level> </section> <section article="glu" article_name="Land Use" number="16-317" title_number="16" title_name="Employment" subtitle_number="3" subtitle_name="Collective Bargaining -- Police Officers"> <level label="a"> <text>Any charge that the Commission, an employee, or an employee organization has engaged in an unfair labor practice shall:</text> <level label="1"> <text>be in writing;</text> </level> <level label="2"> <text>state concisely and simply the facts that are asserted or, if the facts cannot be stated in detail, the issues that are involved; and</text> </level> <level label="3"> <text>be served personally on the party alleged to have engaged in the unfair labor practice within 180 days after the alleged unfair labor practice occurred.</text> </level> </level> <level label="b"> <text>If the party charging an unfair labor practice and the party charged are unable to resolve the matter, the charge shall be submitted to an umpire.</text> </level> <level label="c"> <level label="1"> <text>The Commission shall appoint the umpire from a list of five nominees agreed on by the exclusive representative and the Executive Director of the Commission.</text> </level> <level label="2"> <text>The umpire shall serve for a 2–year term and is eligible for reappointment.</text> </level> </level> <level label="d"> <text>The umpire may not be otherwise employed by the Commission or the exclusive representative.</text> </level> <level label="e"> <text>The power of the umpire is exclusive.</text> </level> <level label="f"> <text>The technical rules of evidence do not apply.</text> </level> <level label="g"> <text>The umpire:</text> <level label="1"> <text>shall investigate and attempt to resolve, as provided in this subtitle, a charge of engaging in an unfair labor practice;</text> </level> <level label="2"> <text>shall defer to any valid grievance procedure adopted by the Commission and the exclusive representative for the resolution of disputes subject to the grievance procedure, unless the deferral would result in a violation of the purposes of this subtitle;</text> </level> <level label="3"> <text>shall defer to the Law Enforcement Officers’ Bill of Rights for the resolution of disputes subject to that law;</text> </level> <level label="4"> <text>shall recognize fundamental distinctions between private and public employment; and</text> </level> <level label="5"> <text>may not regard State or federal law that is applicable to private employment as controlling precedent.</text> </level> </level> <level label="h"> <level label="1"> <text>Based on the preponderance of the evidence, the umpire shall submit written findings of fact and conclusions of law to the parties within 40 days after the day on which the umpire is appointed.</text> </level> <level label="2"> <text>If the umpire determines that a party named in the charges has engaged or is engaging in an unfair labor practice, the umpire shall issue an order requiring the party to cease the practice.</text> </level> <level label="3"> <text>An order may:</text> <level label="i"> <text>include any remedy, including reinstatement of an employee with or without back pay;</text> </level> <level label="ii"> <text>require periodic reports on the extent to which the party found to have engaged in an unfair labor practice has complied with the order; and</text> </level> <level label="iii"> <text>be designed to prevent future unfair labor practices.</text> </level> </level> </level> <level label="i"> <level label="1"> <text>Within 30 days after the issuance of a final order, a party who is aggrieved by a final decision of an umpire may file a petition for judicial review of the decision with the Circuit Court for Montgomery County or the Circuit Court for Prince George’s County.</text> </level> <level label="2"> <text>The circuit court may not consider evidence that was not offered in the proceeding before the umpire unless the court determines that the failure to offer the evidence should be excused because of extraordinary circumstances.</text> </level> <level label="3"> <text>The circuit court may not overturn the umpire’s decision unless the court finds that the umpire’s decision is not supported by substantial evidence.</text> </level> </level> <level label="j"> <text>Unless otherwise provided by written agreement, the parties shall share equally the costs of the umpire’s services.</text> </level> <level label="k"> <level label="1"> <text>A party charging an unfair labor practice may petition the Circuit Court for Montgomery County or the Circuit Court for Prince George’s County for enforcement of an order of an umpire.</text> </level> <level label="2"> <text>Unless a petition for judicial review has been filed in accordance with subsection (i) of this section, a petition for enforcement of an order of an umpire may not be used to obtain judicial review of the final decision of the umpire.</text> </level> </level> </section> <section article="glu" article_name="Land Use" number="16-318" title_number="16" title_name="Employment" subtitle_number="3" subtitle_name="Collective Bargaining -- Police Officers"> <text>If the expression does not contain a threat of reprisal or force, a promise of benefit, or a misrepresentation of fact, an expression of any view, argument, or opinion, whether oral or in written, printed, graphic, or visual form, does not constitute an unfair labor practice under this subtitle.</text> </section> <section article="glu" article_name="Land Use" number="16-401" title_number="16" title_name="Employment" subtitle_number="4" subtitle_name="Audit Committee"> <level label="a"> <text>In this subtitle the following words have the meanings indicated.</text> </level> <level label="b"> <level label="1"> <text>“Adversely affect” means to:</text> <level label="i"> <text>eliminate more than two employee positions assigned to perform bargaining unit work if the positions are:</text> <level label="1"> <text>authorized;</text> </level> <level label="2"> <text>fully funded; and</text> </level> <level label="3"> <level label="A"> <text>vacant for less than 90 days; or</text> </level> </level> <level label="B"> <text>occupied at the time the Commission solicits a service contract; or</text> </level> </level> <level label="ii"> <text>permanently and involuntarily reduce:</text> <level label="1"> <text>below the number of hours for regular full–time employment for more than five employees currently assigned to a regular full–time work schedule to perform bargaining unit work when the Commission solicits a service contract;</text> </level> <level label="2"> <text>the pay grade for more than five employees currently assigned to a regular full–time work schedule to perform bargaining unit work when the Commission solicits a service contract; or</text> </level> <level label="3"> <text>the base pay or fringe benefits otherwise applicable to a job classification covering more than five employees currently assigned on a full–time basis to perform bargaining unit work when the Commission solicits a service contract.</text> </level> </level> </level> <level label="2"> <text>“Adversely affect” does not include an action the Commission takes in accordance with:</text> <level label="i"> <text>a bona fide disciplinary proceeding;</text> </level> <level label="ii"> <text>an applicable collective bargaining agreement in accordance with Subtitle 2 of this title; or</text> </level> <level label="iii"> <text>a reallocation or reassignment to another bargaining unit work or other duties that does not result in a change in job classification or grade.</text> </level> </level> </level> <level label="c"> <text>“Bargaining unit work” means work duties assigned or allocated to a position occupied within the preceding 90 days by an employee who is represented by a certified representative.</text> </level> <level label="d"> <text>“Certified representative” means an employee organization certified as an exclusive representative in accordance with Subtitle 2 of this title.</text> </level> <level label="e"> <text>“Secretary–treasurer” means the secretary–treasurer of the Commission.</text> </level> <level label="f"> <text>“Service contract” means a procurement contract for services that will be provided to the Commission.</text> </level> </section> <section article="glu" article_name="Land Use" number="16-402" title_number="16" title_name="Employment" subtitle_number="4" subtitle_name="Audit Committee"> <level label="a"> <text>This subtitle applies to a service contract that:</text> <level label="1"> <text>the Commission solicits as a management plan intended to adversely affect employees of the Commission represented by a certified representative; and</text> </level> <level label="2"> <text>a procurement officer of the Commission estimates will exceed a yearly cost of $75,000 as calculated under subsection (b) of this section.</text> </level> </level> <level label="b"> <text>The Commission shall adjust the estimate of the yearly cost described in subsection (a)(2) of this section to the nearest $100 every 2 years to reflect any aggregate increase in the Consumer Price Index for all urban consumers, for the Washington Metropolitan Area, or any successor index, for the previous 2 years.</text> </level> <level label="c"> <text>This subtitle does not apply to:</text> <level label="1"> <text>solicitation of a service contract as part of a management plan or program intended to augment bargaining unit work and not for a present or eventual purpose of adversely affecting employees of the Commission represented by a certified representative;</text> </level> <level label="2"> <text>solicitation of a service contract for which the primary purpose is to obtain goods or construction services;</text> </level> <level label="3"> <text>solicitation of a service contract that the Commission’s purchasing officials reasonably believe and express in writing may negatively affect the potential for participation by a minority business enterprise according to a minority business enterprise utilization program authorized under Title 15, Subtitle 2 of this article;</text> </level> <level label="4"> <text>solicitation of a service contract for a service provided by a consultant;</text> </level> <level label="5"> <text>solicitation of a service contract for a professional service, unless the scope of service is provided by employees of a bargaining unit when the service contract is solicited;</text> </level> <level label="6"> <text>solicitation of a service contract that the Commission reasonably believes is:</text> <level label="i"> <text>necessary to meet an emergent or imminent threat to public health, welfare, or safety;</text> </level> <level label="ii"> <text>required to comply with the requirements of a grant related to the funding of the service contract; or</text> </level> <level label="iii"> <text>related to the settlement of an insurance claim;</text> </level> </level> <level label="7"> <text>solicitation of a service contract that is in the best interest of an employee based on a need for specialized safety experience or expertise;</text> </level> <level label="8"> <text>solicitation of a service contract for a service provided by a public entity or provided to the Commission in accordance with a public–private partnership with a private entity;</text> </level> <level label="9"> <text>solicitation of a service contract to be awarded on a noncompetitive basis in accordance with applicable laws regarding service contracts awarded on a noncompetitive basis;</text> </level> <level label="10"> <text>a service contract entered into before October 31, 2007;</text> </level> <level label="11"> <text>the renewal or rebidding of a service contract entered into before October 31, 2007, if the renewal or rebidding of the service contract does not result in a greater adverse effect on employees of a bargaining unit than existed before its renewal or rebidding;</text> </level> <level label="12"> <text>solicitation of a service contract for a capital improvement project or asset management project;</text> </level> <level label="13"> <text>solicitation of a class, type, category, or particular service contract that the Commission reasonably believes should be performed by an independent contractor to eliminate a conflict of interest otherwise apparent if the services are performed by an employee of a bargaining unit;</text> </level> <level label="14"> <text>solicitation of a class, type, category, or particular service contract when the need for the service or activity is such that the time necessary for the analysis required under § 16–404 of this subtitle would:</text> <level label="i"> <text>result in damage to property of the Commission;</text> </level> <level label="ii"> <text>result in injury to an individual; or</text> </level> <level label="iii"> <text>substantially hinder the objective of constructing or maintaining safe and sanitary properties and facilities; or</text> </level> </level> <level label="15"> <text>a service contract that the Montgomery County Council or the Prince George’s County Council authorizes or requires to be provided by an independent contractor.</text> </level> </level> <level label="d"> <text>This subtitle does not apply to or limit the authority of the Commission to abolish a bargaining unit position or conduct a reduction in force.</text> </level> </section> <section article="glu" article_name="Land Use" number="16-403" title_number="16" title_name="Employment" subtitle_number="4" subtitle_name="Audit Committee"> <text>Before the Commission solicits a service contract under this subtitle, the secretary–treasurer shall certify that the Commission has complied with §§ 16–404 and 16–405 of this subtitle.</text> </section> <section article="glu" article_name="Land Use" number="16-404" title_number="16" title_name="Employment" subtitle_number="4" subtitle_name="Audit Committee"> <level label="a"> <text>The secretary–treasurer may not certify that the Commission complied with the requirements of this subtitle unless the Commission:</text> <level label="1"> <text>has taken steps to consider alternatives to the service contract, including reorganization, reevaluation of service, and reevaluation of performance;</text> </level> <level label="2"> <text>has consulted with the certified representative of all employees of the Commission who will be adversely affected if the Commission enters into the service contract; and</text> </level> <level label="3"> <text>has demonstrated, based on a cost comparison analysis and good faith estimates, that by entering into the service contract the Commission will save at least an amount equal to the lesser of $200,000 or 20% of the estimated net present value of the cost of the service contract.</text> </level> </level> <level label="b"> <text>The Commission shall estimate and compare at least the following in the cost comparison analysis:</text> <level label="1"> <text>direct costs, including fringe benefits and the assumption that the contractor will pay employees who perform work under the service contract at the lesser of the labor rate established as the county living wage rate for Montgomery County or Prince George’s County;</text> </level> <level label="2"> <text>indirect overhead costs properly allocable to the bargaining unit work or service contract according to generally accepted accounting principles; and</text> </level> <level label="3"> <text>costs associated with unemployment compensation or outplacement assistance for displaced employees.</text> </level> </level> </section> <section article="glu" article_name="Land Use" number="16-405" title_number="16" title_name="Employment" subtitle_number="4" subtitle_name="Audit Committee"> <level label="a"> <text>The Commission shall provide at least 60 days’ advance notice, and maintain at all times a formal plan of outplacement assistance, for each employee of the Commission who is represented by a certified representative and will be adversely affected by a service contract that is subject to this subtitle.</text> </level> <level label="b"> <text>A plan described in subsection (a) of this section shall include:</text> <level label="1"> <text>efforts to transfer or place each adversely affected employee of the Commission in a vacant position of the Commission that the employee is qualified to perform;</text> </level> <level label="2"> <text>inclusion of a requirement in the service contract that the contractor shall:</text> <level label="i"> <text>notify the Commission of each vacant position for which displaced employees of the Commission may apply; and</text> </level> <level label="ii"> <text>consider and give preference to hiring displaced employees of the Commission; and</text> </level> </level> <level label="3"> <text>written notification of the anticipated adverse effect on one or more job classifications to the certified representative at least 90 days before the anticipated adverse effect will occur.</text> </level> </level> </section> <section article="glu" article_name="Land Use" number="16-406" title_number="16" title_name="Employment" subtitle_number="4" subtitle_name="Audit Committee"> <text>The certified representative of an adversely affected employee of the Commission may submit a proposal for existing bargaining unit employees to continue performing the services described in a solicitation while achieving the targeted savings.</text> </section> <section article="glu" article_name="Land Use" number="16-407" title_number="16" title_name="Employment" subtitle_number="4" subtitle_name="Audit Committee"> <level label="a"> <text>If the Commission fails to comply with this subtitle and an employee of the Commission is adversely affected, the certified representative of the employee may file an appeal on the record on behalf of the employee before the State Office of Administrative Hearings in accordance with the contested case provisions of the Administrative Procedure Act, Title 10, Subtitle 2 of the State Government Article.</text> </level> <level label="b"> <level label="1"> <text>If the administrative law judge finds that the Commission was arbitrary and capricious in soliciting or entering into a service contract that is subject to this subtitle, and the employee of the Commission has been adversely affected, the administrative law judge may award the employee actual damages for back pay and front pay for a combined period of up to 2 years beginning on the date the employee was first adversely affected.</text> </level> <level label="2"> <text>The employee is obligated to mitigate the actual damages.</text> </level> <level label="3"> <text>An award of actual damages authorized under this subsection shall be the sole and exclusive remedy for a violation of this subtitle that is available to the employee, and liability may not accrue for punitive damages, consequential damages, or damages for emotional distress or pain and suffering.</text> </level> </level> <level label="c"> <text>Noncompliance with this subtitle may not invalidate a contract award or proposed contract award that the Commission has otherwise validly awarded or issued.</text> </level> </section> <section article="glu" article_name="Land Use" number="16-501" title_number="16" title_name="Employment" subtitle_number="5" subtitle_name="Prince George's County Parks and Recreation Employees"> <text>In this subtitle, “full–time park employee” means an individual employed by the county Parks and Recreation Department who:</text> <level label="1"> <text>works at least 37.5 hours each week, excluding Commission holidays; and</text> </level> <level label="2"> <text>has been employed by the Department for more than 1 year without interruption.</text> </level> </section> <section article="glu" article_name="Land Use" number="16-502" title_number="16" title_name="Employment" subtitle_number="5" subtitle_name="Prince George's County Parks and Recreation Employees"> <text>This subtitle applies only in Prince George’s County.</text> </section> <section article="glu" article_name="Land Use" number="16-503" title_number="16" title_name="Employment" subtitle_number="5" subtitle_name="Prince George's County Parks and Recreation Employees"> <text>The county planning board shall designate a director to coordinate its county recreation program with the Commission’s park functions.</text> </section> <section article="glu" article_name="Land Use" number="16-504" title_number="16" title_name="Employment" subtitle_number="5" subtitle_name="Prince George's County Parks and Recreation Employees"> <text>The county planning board shall employ full–time park employees and part–time employees as necessary to carry out the functions and programs of Title 25, Subtitle 8 of this article.</text> </section> <section article="glu" article_name="Land Use" number="16-505" title_number="16" title_name="Employment" subtitle_number="5" subtitle_name="Prince George's County Parks and Recreation Employees"> <level label="a"> <text>The county planning board shall employ full–time park employees under the Commission’s merit system, as provided in Subtitle 1 of this title.</text> </level> <level label="b"> <text>Full–time park employees shall receive the same employment benefits that other employees receive under the Commission’s merit system, including:</text> <level label="1"> <text>annual leave;</text> </level> <level label="2"> <text>sick leave;</text> </level> <level label="3"> <text>health benefits; and</text> </level> <level label="4"> <text>retirement benefits.</text> </level> </level> </section> <section article="glu" article_name="Land Use" number="16-506" title_number="16" title_name="Employment" subtitle_number="5" subtitle_name="Prince George's County Parks and Recreation Employees"> <level label="a"> <text>The county planning board may employ part–time or temporary employees for a period of time and at a salary as the county planning board may determine.</text> </level> <level label="b"> <text>The county planning board may accept the services of volunteers without compensation.</text> </level> </section> <section article="glu" article_name="Land Use" number="16-507" title_number="16" title_name="Employment" subtitle_number="5" subtitle_name="Prince George's County Parks and Recreation Employees"> <level label="a"> <text>Employees employed by the recreation department on July 1, 1970, who are employed under the county merit system shall be employed by the Commission:</text> <level label="1"> <text>to further the functions and programs of Title 25, Subtitle 8 of this article;</text> </level> <level label="2"> <text>in a position classification that the county planning board may establish; and</text> </level> <level label="3"> <text>at a pay grade not less than that held by the employee under the county merit system.</text> </level> </level> <level label="b"> <text>Employees transferred to the Commission under this subtitle shall be given credit for sick and annual leave accrued under the county merit system and for any other benefits, privileges, and rights accrued while employed by the county.</text> </level> </section> <section article="glu" article_name="Land Use" number="16-508" title_number="16" title_name="Employment" subtitle_number="5" subtitle_name="Prince George's County Parks and Recreation Employees"> <text>The county planning board may adopt regulations to carry out this subtitle.</text> </section>