For the purpose of this subchapter, the following definitions shall apply unless the context clearly indicates or requires a different meaning.
APPROPRIATE BARGAINING UNIT. The unit designated by the Board to be appropriate for the purpose of collective bargaining.
BOARD. The state’s Employment Relations Board.
CERTIFICATIONS. Official recognition by the Board or the City Council that a labor organization is the exclusive representative for all of the employees in the appropriate bargaining unit.
CITY. The City of Tillamook.
COLLECTIVE BARGAINING. The performance of the mutual obligation of the city and the representative of its employees to meet at reasonable times and confer in good faith with respect to employment relations or the negotiation of any agreement or any question arising thereunder, and the execution of a written contract incorporating any agreement reached and requested by either party. However, this obligation does not compel either party to agree to a proposal or require the making of a concession.
CONFIDENTIAL EMPLOYEE. One who assists and acts in a confidential capacity to a person who formulates, determines and effectuates management policies in the area of collective bargaining.
EMPLOYMENT RELATIONS. Includes wages, hours and other conditions of employment.
EXCLUSIVE REPRESENTATIVE. The labor organization which, as a result of certification by the Board or recognition by the employer, has the right to be the collective bargaining agent to all employees in an appropriate bargaining unit.
FAIR-SHARE AGREEMENT. An agreement between the city and the recognized or certified bargaining representative of public employees, whereby employees who are not members of the employee organization are required to make in-lieu-of-dues payment to an employee organization. This agreement shall reflect the opinion of the majority of the employees in the bargaining unit.
LABOR DISPUTE. Any controversy concerning employment relations or concerning the association or representation of persons in negotiating, fixing, maintaining, changing or seeking to arrange terms or conditions of employment relations, regardless of whether the disputants stand in the proximate relationship of employer and employee.
LABOR ORGANIZATION. Any organization which has as one of its purposes representing employees in their employment relations with the city.
LEGISLATIVE BODY. The City Council of the city.
MEDIATION. Assistance by an impartial third-party in reconciling a labor dispute between the city and the exclusive representative regarding employment relations.
PAYMENT IN-LIEU-OF-DUES. An assessment of all employees in an appropriate bargaining unit to defray the costs for services of the exclusive representative in negotiations and contract administration as agreed to by the parties. This amount shall not exceed normal dues.
PUBLIC EMPLOYEE. An employee of the city but does not include elected officials, persons appointed to serve on boards or commissions or persons who are confidential employees or supervisory employees.
SUPERVISORY EMPLOYEE. Any individual having authority in the interest of the city to hire, transfer, suspend, lay off, recall, promote, discharge, assign, reward or discipline other employees or having responsibility to direct them or to adjust their grievances to effectively recommend this action if, in connection therewith, the exercise of that authority is not of merely routine or clerical nature but requires the use of independent judgment.
(Prior Code, § 34.03) (Ord. 849, passed 5-15-1976; Ord. 938, passed 1-2-1979)