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Personnel Policy and Procedures Manual

Labor Unions and Employee Groups

PPP # 50-00
Policy on Labor Unions and Employee Groups

PURPOSE

The purpose of this policy is to define the relationship between the City and the various organizations that may represent employees.

SCOPE

This policy is inclusive of all organizations representing groups of employees that are recognized by the City of Rockville. These groups include the American Federation of State, County, and Municipal Employees (AFSCME) Local 1453; The Fraternal Order of Police (FOP); and The Association of Administrative Municipal Employees (AAME).

PRINCIPLES

The City will abide by the terms of any contractual agreement it may have with the union (AFSCME). Nothing contained in any sections of this manual shall cause a conflict with the terms of the contractual agreement. Whenever specific topics are addressed through contractual agreements that may conflict with this manual, the contractual agreement will prevail.

In the spirit of cooperation and involvement, the City will make an effort to keep all employee groups, through their respective representatives, informed of changes in its policy. The City, however, still maintains every and all right to communicate and deal directly with each and every employee.

The Director of Personnel represents the City on all matters involving employees, employee groups, and labor unions.

PPP # 50-10
Procedure on Labor Unions and Employee Groups

PURPOSE

The purpose of this Procedure is to implement the Policy on Labor Unions and Employee Groups (PPP# 50-00).

GENERAL

The City recognizes the American Federation of State, County and Municipal Employees (AFSCME) Local 1453 as the sole and exclusive agent for classes of employees as defined by the contract between the City and AFSCME. The provisions of that contractual agreement, as well as City policy and procedure, govern the employees in the AFSCME unit.

The City recognizes the Fraternal Order of Police (FOP) Lodge 117 as a group representing certain Police Department employees. The City and the FOP have a "Meet and Confer" relationship designed to discuss operations and procedures, pay and benefits. This relationship provides the City and the FOP with the means by which they may address any mutual concerns or issues.

The City recognizes the Association of Administrative Municipal Employees (AAME) as a group representing certain administrative, supervisory, managerial, technical, and clerical employees. The City and the AAME also have a "Meet and Confer" relationship.

Excluded from membership in any labor union or employee group are probationary employees, temporary employees, contract employees, department directors, administrative Personnel Department employees, and any employee who is privileged to decisions of management affecting employee relations.

While nothing in a "Meet and Confer" relationship would ever preclude the City from taking any action unilaterally which would affect its employees, the City fully recognizes the importance of groups such as the FOP and the AAME. To that end the City will make every effort to discuss major issues that affect the membership of these groups with their representatives, keep these groups informed of policy and procedure changes through their representatives, and discuss mutual issues and concerns with group representatives as may be appropriate.

RESPONSIBILITIES

The Director of Personnel (as designated by the City Manager) is responsible for representing the City on any and all issues relative to actions affecting employees. This includes employees represented by AFSCME, FOP and AAME.

Recognized employee organizations are prohibited from:

1. Interfering with, restraining or coercing any employee in the exercise of the rights assured that employee under the Personnel Policies and Procedures of the City;

2. Hindering or impeding any employees from carrying out their duties;

3. Discriminating against any employee with regard to membership or holding office in any labor union or employee group because of any reason outlined in the Policy and Procedure on Diversity, (PPP# 10-00,10-10); and

4. Participating in a work stoppage, strike, slowdown, or other disruptive activities.