(A) It is an unfair labor practice for the city or its designated representative to do any of the following:
(1) Interfere with, restrain or coerce employees in or because of the exercise of the rights guaranteed in § 33.18;
(2) Dominate, interfere with or assist in the formation, existence or administration of any employee organization;
(3) Discriminate in regard to hiring, tenure or any terms or conditions of employment for the purpose of encouraging or discouraging the membership in an employee organization. Nothing in this section is intended to prohibit the entering into of a fair-share agreement between the city and the exclusive bargaining representative of its employees. If a fair-share agreement has been agreed to by the city and exclusive representative, nothing shall prohibit the deduction of the payment in-lieu-of-dues from the salaries or wages of the employees;
(4) Discharge or otherwise discriminate against an employee because the employee has signed or filed an affidavit, petition or complaint or has given information or testimony under this subchapter;
(5) Refuse to bargain collectively in good faith with the exclusive representative;
(6) Refuse or fail to comply with any provision of this subchapter;
(7) Refuse to reduce an agreement reached as a result of collective bargaining to writing and sign the contract;
(8) Communicate, directly or indirectly, during the period of negotiations with other than the designated bargaining representative regarding issues subject to the current negotiations. This shall not be construed as to prohibit the processing of grievances, the issuance of a public statement by the fact-finding board or the issuance of press releases by the parties;
(9) To refuse to recognize the rights of the employees to organize and to refuse to recognize the principle and procedure of collective negotiations between the city and public employee organizations; and
(10) Violate the provisions of any written contract with respect to employment relations, including an agreement to arbitrate or to accept the terms of an arbitration award, where previously the parties have agreed to accept the award as final and binding upon them.
(B) It is also an unfair labor practice for a public employee or for a labor organization or its designated representative to do any of the following:
(1) Interfere with, restrain or coerce any employee in or because of the exercise of any right guaranteed under this subchapter;
(2) Refuse to bargain collectively and in good faith with the city if the labor organization is an exclusive representative;
(3) Refuse or fail to comply with any provisions of this subchapter;
(4) Violate the provisions of any written contract with respect to employment relations, including an agreement to arbitrate or to accept the terms of an arbitration award, where previously the parties have agreed to accept the award as final and binding upon them; or
(5) Refuse to reduce an agreement reached as a result of collective bargaining to writing and sign the resultant contract.
(C) An injured party may file a written complaint with the Board not later than 180 days following the occurrence of an unfair labor practice.
(Prior Code, § 34.06) (Ord. 849, passed 5-15-1976) Penalty, see § 10.99