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As used in this chapters
(a) "City" means the City of Greenville or any authority, board, commission or district of which Council is the governing or legislative body.
(b) "City Mayor" means the Mayor as elected by the citizens of the City.
(c) "Confidential employee" means any employee who is privy to the decision making process of City management affecting employee reactions.
(d) "Council" means the duly elected members of Council of the City, either in its capacity as the governing body of the City or as the governing or legislative body of any authority, board, commission or district.
(e) "Director" means the Director of Public Service or the Director of Public Safety of the City and their senior assistants.
(f) "Employee" means any person employed by the City, except those persons elected by popular vote or appointed to office by any elected person.
(g) "Employee organization" means any organization that includes employees of the City and that has as one of its primary purposes the representation of such employees in their relations with the City,
(h) "East finding" means the act of determining the facts surrounding a collective bargaining impasse. Upon determination of Council, a three person fact-finding committee may be appointed for a period of not less than thirty-calendar days nor more than sixty-calendar days to determine the facts surrounding such impasse and report their findings, interpretations and suggestions to Council. The report shall be submitted to Council within thirty-calendar days following the term of the committee's appointment.
(i) "Management employee" means a department head, his chief deputy and other positions as designated from time to time by the Mayor, after consultation in good faith with employee representatives.
(j) "Mediation" means effort by an impartial third party, selected by mutual agreement of the involved parties, in reconciling a dispute regarding wages, hours and other terms and conditions of employment between representatives of the employer and the recognized organization or organizations through interpretation, suggestion and advice. The impartial third party may, by mutual consent and the consent of the majority of Council, be permitted to impose a binding settlement on both parties in the event the involved parties fail to reach agreement after all other efforts to settle, after a reasonable period, have failed.
(k) "Meet and confer" means the mutual obligation personally to meet and confer in good faith in order to freely exchange information, opinions and proposals and to endeavor to reach agreement on matters within the scope of representation.
(l) "Professional employee" means an employee engaged in work requiring specialized knowledge and skills attained through completion of a recognized course of instruction, including, but not limited to, attorneys, physicians, registered nurses, engineers, architects, teachers and the various types of physical, chemical and biological scientists.
(m) "Recognized employee organization" means an employee organization that has been certified pursuant to Section 254. 09 as representing the employees in a particular representation unit.
(n) "Representation unit" means a unit of City employees established pursuant to Section 254. 08.
(o) "Representative" means a person designated and authorized by a recognized employee organization to represent its membership.
(p) "Scope of representation" includes all matters relating to employment conditions and employer-employee relations, including, but not limited to, wages, hours and other terms and conditions of employment. However, the scope of representation shall not include consideration of the merits, necessity or organization of any service or activity provided by law or executive order.
(q) "Statutes" means the statutes of the State, as amended.
(r) "Supervisory employee" means an employee working in a classification in which a majority of his responsibilities: (1) Require the incumbent, on a continuing basis, to assign, work to and rate work performance of a subordinate employee; (2) Authorize the incumbent to initiate or review recommendations for dismissal or other disciplinary actions; or (3) Require the incumbent to perform less than twenty percent of the type of work performed by his immediate subordinates.
(s) "Security, fire and critical occupation personnel" means an employee engaged in an occupation that is deemed critical to the citizenry and as may be enumerated by Council.
(Ord. 71-44. Passed 7-20-71. )