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25F - MOU - SEIU
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1/3/2012 3:59:50 PM
Creation date
9/15/2010 5:44:15 PM
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City Clerk
Doc Type
Agenda Packet
Item #
25F
Date
9/20/2010
Destruction Year
2015
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<br /> <br /> <br /> <br /> <br /> <br /> <br /> If the determination of the Employee Relations Officer is in the affirmative, or if his negative determination is <br /> reversed on appeal, he shall give written notice of such Decertification of Recognition Petition to the incumbent <br /> Recognized Employee Organization and to unit employees. <br /> The Employee Relations Officer shall thereupon arrange for a secret ballot election to be held on or about fifteen <br /> (15) days after such notice to determine the wishes of unit employees as to the question of decertification, and if an <br /> accompanying Recognition Petition was duly filed, and, in the event decertification of the incumbent Recognized <br /> Employee Organization is voted, the question of representation. Such election shall be conducted in conformance <br /> with Section 9 of this Resolution. <br /> The cost of any election proceeding under the provisions of this Section shall be borne entirely by the employee <br /> organization(s) challenging the incumbent recognized employee organization. <br /> <br /> An employee organization which displaces another employee organization as a formally recognized employee <br /> organization following an election conducted pursuant to this Section shall assume any existing Memorandum of <br /> Understanding then in effect as a condition of recognition and said Memorandum of Understanding shall remain in <br /> full force and effect for the balance of the term thereof. <br /> Section 11: Policy and Standards for Determination of Appropriate Units <br /> The basic policy objectives in determining the appropriateness of units shall be the effect of a proposed unit on 1) <br /> the efficient operations of the City and its compatibility with the primary responsibility of the City and its employees <br /> to effectively and economically serve the public and 2) providing employees with effective representation based on <br /> recognized community of interest considerations. These policy objectives require that the appropriate unit shall be <br /> the broadest feasible grouping of positions that share an identifiable community of interest. Factors to be considered <br /> shall be: <br /> Similarity of the general kinds of work performed, types of qualifications required, and the general working <br /> conditions. <br /> <br /> History of representation in the City and similar employment; except however, that no unit shall be deemed to be an <br /> appropriate unit solely on the basis of the extent to which employees in the proposed unit have organized. <br /> The effect of the proposed unit on efficient operations of the City and the compatibility of the unit with the <br /> responsibility of the City and its employees to serve the public. <br /> <br /> The effect on the administration of employer-employee relations created by the fragmentation of classifications and <br /> proliferation of units. <br /> Effect on the classification structure and impact on the stability of the employee relationship of dividing a single or <br /> related classification among two or more units. <br /> <br /> Notwithstanding the foregoing, management employees shall only be included in a unit consisting solely of <br /> management employees and confidential employees shall be included in a unit consisting solely of confidential <br /> employees. <br /> When the City establishes new classifications or positions, or modifies the job content of an existing classification or <br /> position, the Employee Relations Officer shall, after notice to and consultation with all affected employee <br /> organizations, determine which, if any, representation unit shall include such new or modified classification(s) or <br /> position(s). <br /> Section 12: Procedure for Modification of Established Appropriate Units <br /> <br /> <br /> <br /> 102 <br /> 25F-104 <br />
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