(a) The County shall not:
(1) Discriminate against, interfere with, restrain, or coerce, or retaliate against employees in the exercise of rights granted by this chapter, including for giving information or testimony in related processes;
(2) Deter or discourage employees or applicants for County positions from becoming or remaining members of an employee organization, or from authorizing dues deductions, or from exercising any of their rights under this chapter;
(3) Assist, dominate or interfere in the administration of any employee organization;
(4) Encourage or discourage membership in any employee labor organization including by discrimination in hiring, tenure, or other terms and conditions of employment. Use of County property for meetings and the County's email for employee organization business shall not be deemed encouragement;
(5) Knowingly aid any third-party in its effort to discourage collective bargaining or discourage employee organization membership or authorization of payroll deduction of dues to an employee organization;
(6) Deny the rights accompanying certification as the exclusive bargaining representative as conferred by this chapter;
(7) Refuse to bargain in good faith or participate in any agreed-upon impasse resolution procedures in this chapter;
(8) Refuse to reduce a collective bargaining agreement to writing and sign such agreement provided all conditions for an enforceable agreement, as set forth in this chapter, have been met; or
(9) Engage in a lockout of employees from the workplace.
(b) No employee organization or its representatives shall:
(1) Interfere with, restrain, or coerce any employee with respect to rights granted in this chapter or with respect to selecting an exclusive representative;
(2) Deny membership in such organization or fail to represent an employee because of race, color, religion, sex, national origin, age, disability, political affiliation, sexual orientation, gender identity, genetic information, other non-merit factors, or any other unlawful reason;
(3) Willfully fail to represent an employee who is in a bargaining unit exclusively represented by the employee organization fairly regarding matters within the scope of collective bargaining, without regard to membership in the employee organization;
(4) Refuse to bargain in good faith or participate in any agreed-upon impasse resolution procedures in this chapter;
(5) Refuse to reduce a collective bargaining agreement to writing and sign such agreement, provided all conditions for an enforceable agreement, as set forth in this chapter, have been met; or
(6) Discriminate, retaliate against, or discipline an employee for exercising their rights set forth in this chapter, including filing charges against the union or refusing to participate in union activities.
(Ord. 21-19. Passed 12-7-21.)