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If the determination of the Employee Relations Officer is in the affirmative, or if his negative determination is reversed on appeal, he shall give written notice of such Decertification of Recognition Petition to the incumbent Recog- nized Employee Organization and to unit employees. The Employee Relations Officer shall thereupon arrange for a secret ballot election to be held on or about fifteen (15) days after such notice to deter- mine the wishes of unit employees as to the question of decertification, and, if an accompanying Rmcognition Petition was duly filed, and, in the event decertification of the incumbent Recognized Employee Organization is voted, the question of representation. Such election shall be conducted in conformance with Section 9 of this Resolution. The cost of any electiom proceeding under, the provisions of this Section shall be borne entirely by the employee organization(s) challenging the incumbent recognized employee organization. Any employee organization which displaces another employee organization as a formally-recognized employee organization following an elect$on conducted pur- suant to this Section shall assume any existing Memorandum of Understanding then in effect as a condition of recognition and said Memorandum of Understanding shall remain in full force and effect for the balance of the term thereof. Section 11: Policy and Standards for Determination of Appropriate Units The basic policy objectives in determining the appropriateness of units shall be the effect of a proposed unit on (1) the efficient operations of the City and its compatibility with the primary responsibility of the City and its em- ployees to effectively and economically serve the public, and (2) providing employees with effective representation based on recognized community of in- terest considerations. These policy objectives require that the appropriate unit shall be the broadest feasible grouping of positions that share an identi- fiable community of interest. Factors to be considered shall be: A. Similarity of the general kinds of work performed, types of qualifications required~ and the general working conditions. Be History of representation in the City and similar employment; except how- ever, that no unit shall be deemed to be an appropriate unit solely on the basis of the extent to which employees in the proposed unit have orga- nized. Ce The effect of the proposed unit on efficient operations of the City and the compatibility of the unit with the responsibility of the City and its employees to serve the public. D. The effect on the administration of employer-employee relations created by the fragmentation of classifications and proliferation of units. me Effect on the classification structure and impact on the stability of the employee relationship of dividing a single or related classification among two or more units. Notwithstanding the foregoing, management employees shall only be included in a unit consisting solely ofmanagement employees and confidential employees shall be included in a unit consisting solely of confidential employees. When the City establishes new classifications or positions, or modifies the job content of an existing classification or position, the Employee Relations Officer shall, after notice to and consultation with all affected employee organizations, determine which, if any, representation unit shall include such new or modified classification(s) or position(s). Section 12: Procedure for Modification of Established Appropriate Units Requests by employee organizations for modifications of established appropriate units may be considered by the Employee Relations Officer only during the period specified in Section 10 of this Resolution. Such requests shall be submitted in the form of a Recognition Petition, and, in addition to the requirements set