<section article="gpu" article_name="Public Utilities" number="18-101" title_number="18" title_name="Personnel" subtitle_number="1" subtitle_name="Personnel Management"> <text>In this subtitle, “Secretary” means the Secretary of Budget and Management.</text> </section> <section article="gpu" article_name="Public Utilities" number="18-102" title_number="18" title_name="Personnel" subtitle_number="1" subtitle_name="Personnel Management"> <text>This subtitle does not prohibit the Commission from employing consulting or outside engineering services that the Commission considers necessary.</text> </section> <section article="gpu" article_name="Public Utilities" number="18-103" title_number="18" title_name="Personnel" subtitle_number="1" subtitle_name="Personnel Management"> <text>Except as otherwise provided by law, the provisions of the State Personnel and Pensions Article that govern skilled service and professional service employees do not apply to the Commission. </text> </section> <section article="gpu" article_name="Public Utilities" number="18-104" title_number="18" title_name="Personnel" subtitle_number="1" subtitle_name="Personnel Management"> <text>The Commission: </text> <level label="1"> <text>may employ personnel and make expenditures necessary to carry out the purposes of this subtitle; and</text> </level> <level label="2"> <text>shall reimburse the State for any reasonable cost incurred by the Department of Budget and Management in carrying out the functions under this subtitle.</text> </level> </section> <section article="gpu" article_name="Public Utilities" number="18-105" title_number="18" title_name="Personnel" subtitle_number="1" subtitle_name="Personnel Management"> <text>The Commission may adopt regulations to carry out this subtitle.</text> </section> <section article="gpu" article_name="Public Utilities" number="18-106" title_number="18" title_name="Personnel" subtitle_number="1" subtitle_name="Personnel Management"> <level label="a"> <text>The Commission shall organize its employees in a manner that promotes the efficient disposition of all matters within the Commission’s jurisdiction.</text> </level> <level label="b"> <text>To carry out this division, the Commission may:</text> <level label="1"> <text>organize its employees into departments or other divisional organizations;</text> </level> <level label="2"> <text>establish the functions, duties, and responsibilities of the general manager, secretary, treasurer, chief engineer, general counsel, inspector general, and other employees the Commission considers necessary; and</text> </level> <level label="3"> <text>appoint, discharge, and set the compensation of its employees in accordance with this subtitle.</text> </level> </level> </section> <section article="gpu" article_name="Public Utilities" number="18-107" title_number="18" title_name="Personnel" subtitle_number="1" subtitle_name="Personnel Management"> <level label="a"> <text>The Commission may establish a merit system that includes all of its employees except:</text> <level label="1"> <text>the general manager, secretary, treasurer, and chief engineer;</text> </level> <level label="2"> <text>the head of a department;</text> </level> <level label="3"> <level label="i"> <text>the inspector general; and</text> </level> <level label="ii"> <text>any temporary employee of the Office of the Inspector General appointed under § 17–603 of this article; and</text> </level> </level> <level label="4"> <text>a part time, temporary, or contract employee.</text> </level> </level> <level label="b"> <text>The Commission may:</text> <level label="1"> <text>appoint or promote a merit system employee to the position of general manager, department head, or inspector general or designate a merit system employee as the general manager, department head, or inspector general on an acting basis;</text> </level> <level label="2"> <text>retain the employee in the merit system in the position or grade from which the employee was appointed or promoted; and</text> </level> <level label="3"> <text>continue to exclude the positions of general manager, department head, and inspector general from the merit system.</text> </level> </level> </section> <section article="gpu" article_name="Public Utilities" number="18-108" title_number="18" title_name="Personnel" subtitle_number="1" subtitle_name="Personnel Management"> <level label="a"> <text>The Commission shall establish a list of each position to be included under the merit system and its corresponding salary.</text> </level> <level label="b"> <text>The Commission may:</text> <level label="1"> <text>establish additional position classifications; and</text> </level> <level label="2"> <text>combine, alter, or abolish existing position classifications and their corresponding salaries.</text> </level> </level> </section> <section article="gpu" article_name="Public Utilities" number="18-111" title_number="18" title_name="Personnel" subtitle_number="1" subtitle_name="Personnel Management"> <level label="a"> <level label="1"> <text>In this section the following words have the meanings indicated.</text> </level> <level label="2"> <text>“Active service member” has the meaning stated in § 9–901 of the State Government Article.</text> </level> <level label="3"> <text>“Eligible veteran” means a veteran who has received an other than dishonorable discharge or a certificate of satisfactory completion of service, including:</text> <level label="i"> <text>a reserve component;</text> </level> <level label="ii"> <text>the Commissioned Corps of the Public Health Service; and</text> </level> <level label="iii"> <text>the Commissioned Corps of the National Oceanic and Atmospheric Administration.</text> </level> </level> <level label="4"> <text>“Reserve component” has the meaning stated in § 9–901 of the State Government Article.</text> </level> <level label="5"> <text>“Veteran” has the meaning stated in § 9–901 of the State Government Article.</text> </level> </level> <level label="b"> <text>The Commission may grant a preference in hiring and promotion to:</text> <level label="1"> <text>an eligible veteran;</text> </level> <level label="2"> <text>the spouse of an eligible veteran who has a service–connected disability;</text> </level> <level label="3"> <text>the spouse of an active service member; or</text> </level> <level label="4"> <text>the surviving spouse of a deceased eligible veteran.</text> </level> </level> <level label="c"> <text>Granting a preference under subsection (b) of this section does not violate any State or local equal employment opportunity law.</text> </level> </section> <section article="gpu" article_name="Public Utilities" number="18-114" title_number="18" title_name="Personnel" subtitle_number="1" subtitle_name="Personnel Management"> <text>Unless otherwise provided by law, the Commission may not approve or pay any compensation for services unless the individual to whom the compensation is paid is an employee. </text> </section> <section article="gpu" article_name="Public Utilities" number="18-115" title_number="18" title_name="Personnel" subtitle_number="1" subtitle_name="Personnel Management"> <level label="a"> <text>Each merit system employee is entitled to the number of days of annual leave with pay that the Commission specifies by regulation.</text> </level> <level label="b"> <text>The number of days of annual leave with pay specified by a regulation adopted under this section shall be:</text> <level label="1"> <text>at least 10 days but not more than 30 days in a calendar year; and</text> </level> <level label="2"> <text>generally consistent with the annual leave schedules provided by other governmental agencies in the area of the sanitary district.</text> </level> </level> </section> <section article="gpu" article_name="Public Utilities" number="18-116" title_number="18" title_name="Personnel" subtitle_number="1" subtitle_name="Personnel Management"> <level label="a"> <text>In addition to annual leave, each merit system employee is entitled to up to 15 days of sick leave with pay in a calendar year.</text> </level> <level label="b"> <level label="1"> <text>An employee may use sick leave at any time.</text> </level> <level label="2"> <text>An employee who uses 3 or more consecutive days of sick leave must present a certificate from a licensed physician before the employee may receive payment for the period of absence.</text> </level> </level> <level label="c"> <text>An employee may accumulate unused sick leave up to 60 days or more as the Commission specifies by regulation.</text> </level> <level label="d"> <text>The Commission, by regulation, may provide for granting a leave of absence for a longer period, with full or partial pay, to an employee who is disabled through an injury or illness resulting or arising from the employee’s employment with the Commission.</text> </level> </section> <section article="gpu" article_name="Public Utilities" number="18-117" title_number="18" title_name="Personnel" subtitle_number="1" subtitle_name="Personnel Management"> <level label="a"> <text>The Commission, by regulation, may provide for the designation by a merit system employee of the individual to whom the employee’s final salary payment, and any payment due for unused annual leave, should be made on the death of the employee.</text> </level> <level label="b"> <level label="1"> <text>The designation of the beneficiary shall be:</text> <level label="i"> <text>in writing; and</text> </level> <level label="ii"> <text>on file with the Commission before the death of the employee.</text> </level> </level> <level label="2"> <level label="i"> <text>The writing need not be in testamentary form.</text> </level> <level label="ii"> <text>The designation and payment are not testamentary dispositions.</text> </level> </level> </level> <level label="c"> <text>The Commission may make the payments described in subsection (a) of this section directly to the beneficiary designated by the employee.</text> </level> </section> <section article="gpu" article_name="Public Utilities" number="18-118" title_number="18" title_name="Personnel" subtitle_number="1" subtitle_name="Personnel Management"> <level label="a"> <text>The Commission may establish a pension or retirement plan for its employees.</text> </level> <level label="b"> <level label="1"> <text>The Commission may:</text> <level label="i"> <text>contract with an insurance company for a group, annuity, retirement, or pension plan; and</text> </level> <level label="ii"> <text>contribute to the plan as the Commission considers equitable or as required by contract.</text> </level> </level> <level label="2"> <text>The Commission’s contribution under paragraph (1)(ii) of this subsection shall be charged as expenses of the several functions of the Commission in the same proportion that the receipts of the respective functions bear to the total receipts of the Commission.</text> </level> </level> </section> <section article="gpu" article_name="Public Utilities" number="18-119" title_number="18" title_name="Personnel" subtitle_number="1" subtitle_name="Personnel Management"> <level label="a"> <text>The Commission may transfer an employee from one department to another.</text> </level> <level label="b"> <text>A transfer may not result in a diminution of an employee’s salary unless:</text> <level label="1"> <text>the employee agrees to the reduced salary; or</text> </level> <level label="2"> <text>the Secretary concurs in the reduction.</text> </level> </level> </section> <section article="gpu" article_name="Public Utilities" number="18-120" title_number="18" title_name="Personnel" subtitle_number="1" subtitle_name="Personnel Management"> <text>An employee may be separated from the merit system: </text> <level label="1"> <text>temporarily through suspension, layoff, or leave of absence; or</text> </level> <level label="2"> <text>permanently through removal or resignation.</text> </level> </section> <section article="gpu" article_name="Public Utilities" number="18-121" title_number="18" title_name="Personnel" subtitle_number="1" subtitle_name="Personnel Management"> <level label="a"> <level label="1"> <text>The Commission may suspend an employee for disciplinary purposes for up to 30 days.</text> </level> <level label="2"> <text>Each suspension shall be without pay.</text> </level> <level label="3"> <text>An employee may not be suspended for disciplinary purposes for more than 30 days in a calendar year.</text> </level> </level> <level label="b"> <text>An employee who is suspended for disciplinary purposes may appeal to the Office of Administrative Hearings in accordance with § 4–401 of the State Personnel and Pensions Article.</text> </level> </section> <section article="gpu" article_name="Public Utilities" number="18-122" title_number="18" title_name="Personnel" subtitle_number="1" subtitle_name="Personnel Management"> <level label="a"> <text>An employee who is laid off because a position has been abolished, discontinued, or vacated because of a change in departmental organization or because of a stoppage or lack of work shall be placed on the eligible list for the classification of position from which the employee is laid off.</text> </level> <level label="b"> <text>If a vacancy occurs in the employee’s merit system position, the employee shall be reemployed in preference to any eligible individual who is not an employee of the Commission.</text> </level> </section> <section article="gpu" article_name="Public Utilities" number="18-123" title_number="18" title_name="Personnel" subtitle_number="1" subtitle_name="Personnel Management"> <level label="a"> <text>An employee may not be permanently removed except for cause and after an opportunity to be heard.</text> </level> <level label="b"> <text>An employee who is permanently removed may appeal to the Office of Administrative Hearings in accordance with § 4–401 of the State Personnel and Pensions Article.</text> </level> <level label="c"> <text>An employee may not be permanently removed from the merit system because of religious or political opinions or affiliations.</text> </level> </section> <section article="gpu" article_name="Public Utilities" number="18-124" title_number="18" title_name="Personnel" subtitle_number="1" subtitle_name="Personnel Management"> <level label="a"> <text>The Commission, by regulation, shall establish what constitutes a resignation.</text> </level> <level label="b"> <text>A regulation adopted under subsection (a) of this section is subject to the approval of the Secretary.</text> </level> </section> <section article="gpu" article_name="Public Utilities" number="18-125" title_number="18" title_name="Personnel" subtitle_number="1" subtitle_name="Personnel Management"> <level label="a"> <text>On or before October 1, 2010, the Commission shall adopt regulations that establish comprehensive Commission employee whistleblower protections.</text> </level> <level label="b"> <text>The regulations adopted under subsection (a) of this section shall:</text> <level label="1"> <text>be similar to the provisions of Title 5, Subtitle 3 of the State Personnel and Pensions Article;</text> </level> <level label="2"> <text>prohibit a manager or supervisor from taking or refusing to take a personnel action as a reprisal against an employee who:</text> <level label="i"> <text>discloses information that the employee reasonably believes evidences:</text> <level label="1"> <text>an abuse of authority, gross mismanagement, or gross waste of money;</text> </level> <level label="2"> <text>a substantial and specific danger to public health or safety; or</text> </level> <level label="3"> <text>a violation of law; or</text> </level> </level> <level label="ii"> <text>following a disclosure under item (i) of this item, seeks a remedy provided by regulation or any other law;</text> </level> </level> <level label="3"> <text>require the Commission to provide the employees of the Commission with written notice of the protections and remedies provided by the regulations;</text> </level> <level label="4"> <text>set up a procedure by which an employee who seeks relief for a violation of the regulations may file a complaint or a grievance;</text> </level> <level label="5"> <text>establish a system for investigating complaints and grievances; and</text> </level> <level label="6"> <text>set forth remedial actions that may be taken by the Commission if a violation of the regulations is found to have occurred.</text> </level> </level> </section> <section article="gpu" article_name="Public Utilities" number="18-126" title_number="18" title_name="Personnel" subtitle_number="1" subtitle_name="Personnel Management"> <level label="a"> <text>A person may not impersonate another in an examination held under this subtitle.</text> </level> <level label="b"> <text>A person may not willfully or corruptly falsify a score or report on an examination held under this subtitle.</text> </level> <level label="c"> <level label="1"> <text>A person, acting alone or in cooperation with another, may not:</text> <level label="i"> <text>willfully or corruptly deceive an individual about the right to take an examination held under this subtitle;</text> </level> <level label="ii"> <text>willfully or corruptly interfere with the right of an individual to take an examination held under this subtitle;</text> </level> <level label="iii"> <text>falsify, or assist another to falsify, a score, grade, estimate, or report on the examination or standing of an individual examined under this subtitle; or</text> </level> <level label="iv"> <text>give to an individual any special information in order to improve or harm the individual’s rating for appointment or employment.</text> </level> </level> <level label="2"> <text>Notwithstanding paragraph (1)(iv) of this subsection, a person may answer any inquiry from the Secretary.</text> </level> </level> <level label="d"> <text>A candidate for employment may not deceive the Commission or the Secretary in order to improve the candidate’s chances for appointment.</text> </level> <level label="e"> <level label="1"> <text>A candidate for appointment to a merit system position may not sign a resignation from that position in advance of the appointment.</text> </level> <level label="2"> <text>A resignation signed in violation of paragraph (1) of this subsection is void and of no effect.</text> </level> </level> </section> <section article="gpu" article_name="Public Utilities" number="18-201" title_number="18" title_name="Personnel" subtitle_number="2" subtitle_name="Collective Bargaining"> <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 assists or 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 Commission merit system employee during the employee’s initial probationary period after hiring.</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 Office of the General Counsel;</text> </level> <level label="ii"> <text>confidential employees;</text> </level> <level label="iii"> <text>probationary employees;</text> </level> <level label="iv"> <text>employees in the Office of the General Manager;</text> </level> <level label="v"> <text>employees in the Office of the Inspector General;</text> </level> <level label="vi"> <text>employees in the Office of the Secretary; 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 five bargaining units consisting of:</text> <level label="i"> <text>an office unit that includes:</text> <level label="1"> <text>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="2"> <text>paraprofessional classification titles in which employees perform, in a supportive role, some of the duties of a professional or a 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>all other nonprofessional job titles currently unrepresented by any other union;</text> </level> </level> <level label="ii"> <text>a professional unit that includes professional classification titles in which employees have special or theoretical knowledge that is usually acquired through college training or other training that provides comparable knowledge or work experience;</text> </level> <level label="iii"> <text>a service, labor, and trade unit that includes:</text> <level label="1"> <text>classification titles in which employees:</text> </level> <level label="A"> <text>perform service and maintenance;</text> </level> <level label="B"> <text>may operate specialized machinery or heavy equipment; and</text> </level> <level label="C"> <text>have duties that contribute to the comfort and convenience of the public or to the upkeep and care of Commission buildings, facilities, or grounds;</text> </level> <level label="2"> <text>classification titles in which employees are required to have a special manual skill and thorough knowledge of processes that are required through on–the–job training, experience, apprenticeship, or other formal training programs; and</text> </level> <level label="3"> <text>classification titles included in the service, labor, and trade bargaining unit as constituted on January 1, 2003;</text> </level> </level> <level label="iv"> <text>a law enforcement unit that includes Commission police officers; and</text> </level> <level label="v"> <text>a technical unit that includes technical classification titles in which employees have a combination of basic scientific or technical knowledge and manual skill that is usually acquired through specialized postsecondary school education or through equivalent on–the–job training.</text> </level> </level> <level label="2"> <text>If a single 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="gpu" article_name="Public Utilities" number="18-202" title_number="18" title_name="Personnel" subtitle_number="2" subtitle_name="Collective Bargaining"> <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 of 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>represent all employees in the bargaining unit fairly, without discrimination, and without regard to whether an employee is a member of the employee organization.</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 who are members of the employee organization and employees who are not members of the employee organization are not arbitrary, discriminatory, or in bad faith.</text> </level> </section> <section article="gpu" article_name="Public Utilities" number="18-203" title_number="18" title_name="Personnel" subtitle_number="2" subtitle_name="Collective Bargaining"> <level label="a"> <text>After a public hearing, the Commission shall appoint an experienced neutral third party to serve as labor relations administrator for 1 year.</text> </level> <level label="b"> <level label="1"> <text>After the term for the labor relations administrator appointed under subsection (a) of this section expires, the exclusive representative or representatives and the Commission shall jointly appoint a labor relations administrator from a list of five nominees on whom they have agreed.</text> </level> <level label="2"> <text>If the exclusive representative or representatives and the Commission are unable to jointly agree on a list of five nominees or are unable to jointly appoint a labor relations administrator from the list, the Commission shall request from the American Arbitration Association a list of 15 candidates located in the State or the Washington, D.C. metropolitan area.</text> </level> <level label="3"> <text>The Commission and the exclusive representative or representatives shall select the labor relations administrator by each of the parties striking one name from the list until the last name remains.</text> </level> <level label="4"> <text>A random drawing shall determine the order in which the parties shall strike names.</text> </level> <level label="5"> <text>The labor relations administrator shall be appointed for a term of 3 years.</text> </level> </level> <level label="c"> <text>After the term for 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 subtitle, 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="gpu" article_name="Public Utilities" number="18-204" title_number="18" title_name="Personnel" subtitle_number="2" subtitle_name="Collective Bargaining"> <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 subsequent change in the employee organization’s 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 accept members without regard to age, marital status, national origin, race, religion, disability, sexual orientation, sex, 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 for 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 all income and expenditures;</text> </level> <level label="6"> <text>a requirement that an independent 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="gpu" article_name="Public Utilities" number="18-205" title_number="18" title_name="Personnel" subtitle_number="2" subtitle_name="Collective Bargaining"> <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 45 days before an election, the labor relations administrator shall provide, and the Commission shall post in conspicuous places in the Commission’s facilities, a notice of the upcoming election.</text> </level> <level label="2"> <text>The notice shall contain:</text> <level label="i"> <text>the date, time, and place of the election;</text> </level> <level label="ii"> <text>a description of which employees are eligible to vote in the election;</text> </level> <level label="iii"> <text>notification that a list of the names and home addresses of employees eligible to vote will be provided to the participating employee organizations;</text> </level> <level label="iv"> <text>instructions on how employees can remove their addresses from the list in accordance with subsection (c)(2) of this section; and</text> </level> <level label="v"> <text>any other information that, in the judgment of the labor relations administrator, is appropriate to convey to Commission employees.</text> </level> </level> </level> <level label="c"> <level label="1"> <text>At least 45 days before an election, the labor relations administrator shall obtain from the Commission the eligible employee voting list, which includes the names and home addresses of every employee in the bargaining unit.</text> </level> <level label="2"> <text>Commission employees may have their addresses removed from the eligible employee voting list by individually notifying the labor relations administrator in writing within 15 days after the posting of the notice required in subsection (b) of this section.</text> </level> <level label="3"> <text>After the 15–day period, the labor relations administrator shall provide the redacted eligible employee voting list to the employee organization.</text> </level> <level label="4"> <text>The provision of the eligible employee voting 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, regulation, or ordinance.</text> </level> </level> <level label="d"> <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="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 in the initial election.</text> </level> </level> <level label="f"> <text>After the election, the labor relations administrator shall certify an employee organization that received a majority of the votes cast as the exclusive representative.</text> </level> <level label="g"> <text>The Commission and the employee organization or organizations shall share equally the costs of the election.</text> </level> <level label="h"> <level label="1"> <text>Elections may not be conducted:</text> <level label="i"> <text>within 1 year after the date of a valid initial 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="gpu" article_name="Public Utilities" number="18-206" title_number="18" title_name="Personnel" subtitle_number="2" subtitle_name="Collective Bargaining"> <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 one or more 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 or organizations shall share equally the costs of the hearings.</text> </level> </section> <section article="gpu" article_name="Public Utilities" number="18-207" title_number="18" title_name="Personnel" subtitle_number="2" subtitle_name="Collective Bargaining"> <level label="a"> <text>The Commission and an employee organization certified as the 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;</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>provisions for the 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; 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 § 18–211 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 certified representative.</text> </level> <level label="ii"> <text>Collective bargaining shall finish on or before the following February 1.</text> </level> </level> <level label="2"> <text>During the period set in paragraph (1) of this subsection, the parties shall negotiate in good faith.</text> </level> </level> <level label="d"> <text>Salaries and wages shall be uniform for all employees in the same classification.</text> </level> <level label="e"> <text>The Commission and the employee organization shall share equally the costs of binding arbitration.</text> </level> <level label="f"> <level label="1"> <text>Notwithstanding any other provision of this subtitle, pension and other retirement benefits for active employees may not be subject to binding arbitration.</text> </level> <level label="2"> <text>Collective bargaining regarding pension and other retirement benefits for active employees may not require the Commission to offer more than one pension plan to its employees.</text> </level> <level label="3"> <text>If more than one employee organization is certified as an exclusive representative of a bargaining unit, the Commission shall engage in collective bargaining with all exclusive representatives at the same time about the terms of pension and other retirement benefits for active employees.</text> </level> </level> </section> <section article="gpu" article_name="Public Utilities" number="18-208" title_number="18" title_name="Personnel" subtitle_number="2" subtitle_name="Collective Bargaining"> <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 shall jointly 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 name 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 commencement of mediation–arbitration before the date stated in subsection (c) of this section.</text> </level> </level> <level label="b"> <text>During the course of the collective bargaining, either party may declare an impasse and request the services of the mediator–arbitrator, or the parties may jointly request the services of a mediator–arbitrator before an impasse is declared.</text> </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 did not previously 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 argument 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 who 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 that resolves all items that the parties have not agreed on previously.</text> </level> <level label="2"> <text>In resolving the items not previously agreed on, the mediator–arbitrator may consider the following factors:</text> <level label="i"> <text>past collective bargaining contracts between the parties, including the past bargaining history that led to the agreement or the pre–collective bargaining history of employee wages, hours, benefits, and other working conditions;</text> </level> <level label="ii"> <text>a comparison of wages, hours, benefits, and conditions of employment of similar employees of other public employers in the State and the Washington, D.C. metropolitan area;</text> </level> <level label="iii"> <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="iv"> <text>the public interest and welfare;</text> </level> <level label="v"> <text>the ability of the employer to finance any economic adjustments required under the proposed agreement;</text> </level> <level label="vi"> <text>the effect of any economic adjustments on the standard of public services normally provided by the employer; and</text> </level> <level label="vii"> <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.</text> </level> </level> <level label="3"> <text>In resolving the items not previously agreed on, the mediator–arbitrator shall consider all items on which the parties agreed before the mediation–arbitration began to be integrated with each offer.</text> </level> </level> <level label="f"> <level label="1"> <level label="i"> <text>Subject to subparagraph (ii) of this paragraph, without ratification by the parties, 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.</text> </level> <level label="ii"> <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 the final agreement.</text> </level> </level> <level label="2"> <text>The parties shall execute an agreement incorporating the final agreement, including mediation–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="gpu" article_name="Public Utilities" number="18-209" title_number="18" title_name="Personnel" subtitle_number="2" subtitle_name="Collective Bargaining"> <level label="a"> <text>The Commission and an employee organization certified as the exclusive representative of a bargaining unit shall execute a collective bargaining agreement incorporating all matters of agreement on wages, hours, and other terms and conditions of employment.</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 multiyear collective bargaining agreement shall expire at the close of the appropriate fiscal year.</text> </level> <level label="f"> <text>A collective bargaining agreement takes effect on the approval by the Commission and the membership of the union representing the bargaining unit.</text> </level> <level label="g"> <text>This section does not limit an employee’s right to an appeal to the Office of Administrative Hearings under § 18–123(b) of this title.</text> </level> </section> <section article="gpu" article_name="Public Utilities" number="18-210" title_number="18" title_name="Personnel" subtitle_number="2" subtitle_name="Collective Bargaining"> <level label="a"> <level label="1"> <text>The Commission shall include in its annual proposed operating budget, which it submits to the county executives of Montgomery County and Prince George’s County, provisions for the funding of all terms included in all collective bargaining agreements.</text> </level> <level label="2"> <text>Unless the county councils of Montgomery County and Prince George’s County both 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 meeting, shall reopen the negotiated agreement and bargain with respect to the provisions of the agreement not approved by the county councils.</text> </level> </level> <level label="b"> <text>If a provision in a collective bargaining agreement is not funded by Montgomery County or Prince George’s County or is ruled invalid, the remainder of the agreement remains in effect unless reopened under subsection (a)(2) of this section.</text> </level> </section> <section article="gpu" article_name="Public Utilities" number="18-211" title_number="18" title_name="Personnel" subtitle_number="2" subtitle_name="Collective Bargaining"> <text>This subtitle and any agreement made under it may not impair the right and responsibility 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 situations of emergency;</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 may be a subject for collective bargaining;</text> </level> <level label="13"> <text>make 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 § 18–207(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, department, operation, 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 stated in the collective bargaining agreement or as provided by law; and</text> </level> <level label="19"> <text>issue and enforce rules, 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> </section> <section article="gpu" article_name="Public Utilities" number="18-212" title_number="18" title_name="Personnel" subtitle_number="2" subtitle_name="Collective Bargaining"> <level label="a"> <level label="1"> <text>The Commission may not:</text> <level label="i"> <text>interfere with, coerce, or restrain an employee in the exercise of rights under this subtitle;</text> </level> <level label="ii"> <text>dominate, interfere with, or assist in the formation, administration, or existence of any employee organization or contribute financial assistance or other support to an employee organization;</text> </level> <level label="iii"> <text>encourage or discourage membership in any employee organization by discriminating against an employee through hiring, tenure, promotion, or other conditions of employment;</text> </level> <level label="iv"> <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="v"> <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 binding arbitration or grievance procedures under this subtitle.</text> </level> </level> <level label="2"> <text>Paragraph (1)(ii) of this subsection 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> </level> <level label="b"> <text>The Commission may not contract out work that will displace employees in a bargaining unit unless the Commission gives written notice to the certified representative of the bargaining unit at least 90 days before signing the contract or within a different period of time as agreed by the parties.</text> </level> </section> <section article="gpu" article_name="Public Utilities" number="18-213" title_number="18" title_name="Personnel" subtitle_number="2" subtitle_name="Collective Bargaining"> <level label="a"> <text>An employee organization may not:</text> <level label="1"> <text>interfere with, coerce, or restrain an employee in the exercise by the employee of any right under this subtitle;</text> </level> <level label="2"> <text>cause or attempt to cause the Commission to discriminate against an employee in the exercise by the employee of any right 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 under § 18–207 of this subtitle; or</text> </level> <level label="6"> <text>fail or refuse to cooperate in impasse procedures and impasse decisions as required under § 18–208 of 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="gpu" article_name="Public Utilities" number="18-214" title_number="18" title_name="Personnel" subtitle_number="2" subtitle_name="Collective Bargaining"> <level label="a"> <text>Commission employees shall retain the right to:</text> <level label="1"> <text>form, join, or assist any employee organization;</text> </level> <level label="2"> <text>bargain collectively through the representative that they 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 activity covered under this paragraph.</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> <level label="c"> <level label="1"> <text>An employee who is a member of a bargaining unit with an exclusive representative may discuss any matter with the General Manager of the Commission or the General Manager’s designee.</text> </level> <level label="2"> <text>The Commission may not alter any terms or conditions of employment that are subject to collective bargaining under § 18–207 of this subtitle without following the process for collective bargaining under this subtitle.</text> </level> </level> </section> <section article="gpu" article_name="Public Utilities" number="18-215" title_number="18" title_name="Personnel" subtitle_number="2" subtitle_name="Collective Bargaining"> <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 for the purpose of inducing, influencing, or coercing a change in the terms, conditions, rights, or privileges of employment.</text> </level> </level> <level label="b"> <text>A Commission employee, group of Commission employees, or 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.</text> </level> <level label="2"> <text>An employee organization decertified under paragraph (1) of this subsection may not be recertified for 2 years after the end of the strike.</text> </level> <level label="3"> <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="gpu" article_name="Public Utilities" number="18-216" title_number="18" title_name="Personnel" subtitle_number="2" subtitle_name="Collective Bargaining"> <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 labor relations administrator and the party alleged to have committed the unfair labor practice.</text> </level> <level label="c"> <text>Within 15 business 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 decide whether an unfair labor practice has occurred.</text> </level> <level label="d"> <text>The labor relations administrator shall:</text> <level label="1"> <text>conduct the hearing;</text> </level> <level label="2"> <text>issue a finding of facts and conclusion of law;</text> </level> <level label="3"> <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="4"> <text>order all relief necessary to remedy the violation of this subtitle and otherwise to make whole any injured employee or employee organization or the Commission, if injured, including reinstatement, restitution, back pay, or other remedy needed 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 the requirements of subsection (d)(4) 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 labor relations administrator’s decision 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 labor relations administrator’s decision in whole or in part, the charging party may file an action to enforce the order with the circuit court for the county in which any of the involved employees work.</text> </level> </section> <section article="gpu" article_name="Public Utilities" number="18-217" title_number="18" title_name="Personnel" subtitle_number="2" subtitle_name="Collective Bargaining"> <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, force, or promise of benefit; and</text> </level> <level label="3"> <text>is not made under coercive conditions.</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 the provisions of this subtitle; or</text> </level> <level label="2"> <text>grounds for setting aside any election conducted under this subtitle.</text> </level> </level> </section>