reglab/housing_qa huggingface dataset:
3 V.S.A. § 1004
2021 Vermont Statutes|Title 3 - Executive|Chapter 27 - State Employees Labor Relations Act|§ 1004. State Police

§ 1004. State Police|The provisions of this chapter shall apply to the State Police in the Department of Public Safety except for matters of discipline, disciplinary action, transfer, or suspension and those items specifically covered by statute. (Added 1969, No. 113, § 1; amended 1971, No. 193 (Adj. Sess.), § 16, eff. April 3, 1972; 1977, No. 109, § 13, eff. July 3, 1977.)
3 V.S.A. § 1005
2021 Vermont Statutes|Title 3 - Executive|Chapter 27 - State Employees Labor Relations Act|§ 1005. Administrative procedure laws; application

§ 1005. Administrative procedure laws; application|Laws of this State relating to administrative procedure including chapter 25 of this title are not applicable to the Labor Relations Board except as set forth in this chapter. (Added 1969, No. 113, § 1.)
3 V.S.A. § 1006
2021 Vermont Statutes|Title 3 - Executive|Chapter 27 - State Employees Labor Relations Act|§ 1006. Short title

§ 1006. Short title|This chapter may be cited as "State Employee Labor Relations Act."  (Added 1969, No. 113, § 1.)
3 V.S.A. § 1007
2021 Vermont Statutes|Title 3 - Executive|Chapter 27 - State Employees Labor Relations Act|§ 1007. Separability

§ 1007. Separability|If any provision of this chapter, or the application of such provision to any person or circumstances, shall be held invalid, the remainder of this chapter, or the application of that provision to persons or circumstances other than those as to which it is held invalid, shall not be affected thereby. (Added 1969, No. 113, § 1.)
3 V.S.A. § 1008
2021 Vermont Statutes|Title 3 - Executive|Chapter 27 - State Employees Labor Relations Act|§ 1008. Contract ratification; annual vote

§ 1008. Contract ratification; annual vote|Annually, the employees of the bargaining unit shall meet and discuss whether employees who have chosen not to join the employee organization shall be allowed to vote on the ratification of any collective bargaining agreement entered into pursuant to this chapter. After discussion, employees that are members of the employee organization shall vote on whether to allow employees who have chosen not to join the employee organization to vote on the ratification of any collective bargaining agreement. (Added 2013, No. 37, § 5a.)
3 V.S.A. § 1010
2021 Vermont Statutes|Title 3 - Executive|Chapter 28 - Judiciary Employees Labor Relations Act|§ 1010. Purpose

§ 1010. Purpose|It is the purpose and policy of this chapter to recognize the right of employees of the Judiciary Department to join a labor organization of their own choosing and to be represented by that organization in collective bargaining for terms and conditions of their employment. (Added 1997, No. 92 (Adj. Sess.), § 9.)
3 V.S.A. § 1012
2021 Vermont Statutes|Title 3 - Executive|Chapter 28 - Judiciary Employees Labor Relations Act|§ 1012. Employees' rights and duties; prohibited acts

§ 1012. Employees' rights and duties; prohibited acts|(a) Employees shall have the right to self-organization; to form, join, or assist employee organizations; to bargain collectively through their chosen representatives; to engage in concerted activities of collective bargaining or other mutual aid or protection; to refrain from any or all those activities, except as provided in subsections (b) and (c) of this section; and to appeal grievances as provided in this chapter.(b) An employee may not strike or recognize a picket line of an employee organization while performing the employee's official duties.(c) An employee who exercises the right not to join the employee organization representing the employee's certified unit pursuant to section 1021 of this title shall pay a collective bargaining service fee to the representative of the bargaining unit in the same manner as employees who pay membership fees to the representative. The employee organization shall indemnify and hold the employer harmless from any and all claims stemming from the implementation or administration of the collective bargaining service fee. Nothing in this section shall require an employer to discharge an employee who does not pay the collective bargaining service fee.(d) The employer and employees and the employee's representative shall exert every reasonable effort to make and maintain agreements concerning matters allowable under section 1013 of this title and to settle all disputes, whether arising out of the application of those agreements or growing out of any dispute between the employer and the employees.(e) Employees who are members of the employee organization shall have the right to automatic membership dues deductions. Upon receipt of a signed authorization to commence automatic membership dues deductions from an employee, the employer shall, as soon as practicable and in any event, not later than 30 calendar days after receiving the authorization, commence withholding from the employee's wages the amount of membership dues certified by the employee organization. The employer shall transmit the amount withheld to the employee organization on the same day as the employee is paid. Nothing in this subsection shall be construed to require a member of an employee organization to participate in automatic dues deduction. (Added 1997, No. 92 (Adj. Sess.), § 9; amended 2013, No. 37, § 7; 2019, No. 180 (Adj. Sess.), § 5, eff. Jan. 1, 2021.)
3 V.S.A. § 1013
2021 Vermont Statutes|Title 3 - Executive|Chapter 28 - Judiciary Employees Labor Relations Act|§ 1013. Subjects for bargaining

§ 1013. Subjects for bargaining|All matters relating to the relationship between the employer and employees are subject to collective bargaining, to the extent those matters are not prescribed or controlled by law, including:  (1) wages, salaries, benefits, and reimbursement practices relating to necessary expenses and the limits of reimbursable expenses; (2) minimum hours per week; (3) working conditions; (4) overtime compensation and related matters; (5) leave compensation and related matters; (6) reduction-in-force procedures; (7) grievance procedures; (8) terms of coverage and amount of employee financial participation in insurance programs; (9) rules for personnel administration of employees provided the rules are not discriminatory in regard to an applicant's race, color, creed, sex, sexual orientation, gender identity, age, national origin, religion, or disability; (10) the manner in which to enforce an employee's obligation to pay the collective bargaining service fee. (Added 1997, No. 92 (Adj. Sess.), § 9; amended 2007, No. 41, § 5; 2013, No. 37, § 8.)
3 V.S.A. § 1014
2021 Vermont Statutes|Title 3 - Executive|Chapter 28 - Judiciary Employees Labor Relations Act|§ 1014. Management rights

§ 1014. Management rights|(a) The employer shall be responsible for insuring consistency of the terms and conditions in various agreements throughout the Judiciary Department and shall not agree to any terms or conditions for which adequate funds are not available.(b) Subject to rights guaranteed by this chapter and other applicable laws, nothing in this chapter shall be construed to interfere with the right of the employer to:  (1) carry out its statutory mandate and goals and to utilize personnel, methods and means in the most appropriate manner; (2) take necessary action to carry out its mission in an emergency situation.   (c) The employer shall take any action necessary to implement and administer the provisions of a legally binding agreement between the employer and an employee organization.(d) The Agency of Administration shall provide to the Supreme Court, on request, any information that it possesses or can reasonably produce that it uses to prepare for or conduct collective bargaining negotiations. The Agency shall also provide any services it provides to Executive and legislative agencies or departments related to the processing of the State's payroll and the administration of benefits. In the event the bargaining agreement contains provisions that require the Agency of Administration or the Judiciary Department to expend more than what is typically budgeted for administration and maintenance of the payroll or benefit administration system, the Court Administrator shall request the funding at the time the agreement is submitted to the General Assembly for approval under subsection (c) of section 1036 of this title. (Added 1997, No. 92 (Adj. Sess.), § 9.)
3 V.S.A. § 1015
2021 Vermont Statutes|Title 3 - Executive|Chapter 28 - Judiciary Employees Labor Relations Act|§ 1015. Designation of managerial, supervisory, and confidential employees

§ 1015. Designation of managerial, supervisory, and confidential employees|The employer shall determine the designation of employees as managerial, supervisory, or confidential. Any disputes arising from this determination shall be resolved by the Board. (Added 1997, No. 92 (Adj. Sess.), § 9.)
3 V.S.A. § 1016
2021 Vermont Statutes|Title 3 - Executive|Chapter 28 - Judiciary Employees Labor Relations Act|§ 1016. Obligation to bargain

§ 1016. Obligation to bargain|The employer and representative of the employees shall bargain collectively, which for the purposes of this chapter means performing the mutual obligation to meet at reasonable times and confer in good faith with respect to all matters bargainable under the provisions of this chapter. The failure or refusal of either party to agree to a proposal; to change or withdraw a lawful proposal; or to make a concession shall not constitute, or be direct or indirect evidence of, a breach of this obligation. (Added 1997, No. 92 (Adj. Sess.), § 9.)
3 V.S.A. § 1020
2021 Vermont Statutes|Title 3 - Executive|Chapter 28 - Judiciary Employees Labor Relations Act|§ 1020. Reports arbitration; costs

§ 1020. Reports arbitration; costs|(a) The results of all arbitration proceedings, recommendations, and awards conducted under this chapter shall be filed with the Board simultaneously with submission of the decisions to the parties.(b) The costs of any mediation, fact-finding, or arbitration conducted pursuant to this chapter, including per diem expenses and actual and necessary costs for travel, subsistence, or hiring premises in which proceedings were conducted shall be shared equally by the parties. All other costs shall be paid by the party incurring them. (Added 1997, No. 92 (Adj. Sess.), § 9.)
3 V.S.A. § 1021
2021 Vermont Statutes|Title 3 - Executive|Chapter 28 - Judiciary Employees Labor Relations Act|§ 1021. Unit determination; certification

§ 1021. Unit determination; certification|(a) The Board shall determine issues of unit determination, certification, and representation in accordance with this chapter and the provisions of section 941 of this title. The Board shall decide the appropriate unit for collective bargaining in each case and the employees to be included in that unit to assure the employees the fullest freedom in exercising the rights guaranteed by this chapter.(b) In determining whether a unit is appropriate, the extent to which the employees have organized is not controlling. The Board shall not recognize a unit if, after investigation and hearing, the Board determines that the employees do not constitute a unit appropriate for collective bargaining or if recognition of that unit will result in over-fragmentation of collective bargaining units.(c) If an interested person files with the Board a charge alleging that employees eligible to vote in an election under this chapter were coerced or restrained in the exercise of that right, the Board shall investigate and conduct hearings into the validity of the charge. If the Board concludes that employees were coerced or restrained, the Board may set aside the election and order another election pursuant to this chapter. (Added 1997, No. 92 (Adj. Sess.), § 9.)
3 V.S.A. § 1022
2021 Vermont Statutes|Title 3 - Executive|Chapter 28 - Judiciary Employees Labor Relations Act|§ 1022. Access to new employees in bargaining unit

§ 1022. Access to new employees in bargaining unit|(a) An employer shall provide the employee organization that is the exclusive representative of the employees in a bargaining unit with an opportunity to meet with each newly hired employee in the bargaining unit to present information about the employee organization.(b)(1) The meeting shall occur during the new employee's orientation or, if the employer does not conduct an orientation for newly hired employees, within 30 calendar days from the date on which the employee was hired.  (2) If the meeting is not held during the new employee's orientation, it shall be held during the new employee's regular work hours and at his or her regular worksite or a location mutually agreed to by the employer and the employee organization. (3) The employee organization shall be permitted to meet with the employee for not less than 60 minutes. (4) The employee shall be paid for attending the meeting at his or her regular rate of pay.   (c)(1) Within 10 calendar days after hiring a new employee in a bargaining unit, the employer shall provide the employee organization with his or her name, job title, worksite location, work telephone number and e-mail address, home address, personal e-mail address, home and personal cellular telephone numbers, and date of hire to the extent that the employer is in possession of such information.  (2) The employee's home address, personal e-mail address, and home and personal cellular telephone numbers shall be kept confidential by the employer and the employee organization and shall be exempt from copying and inspection under the Public Records Act.   (d) The employer shall provide the employee organization with not less than 10 calendar days' notice of an orientation for newly hired employees in a bargaining unit. (Added 2019, No. 180 (Adj. Sess.), § 11, eff. Jan. 1, 2021.)
3 V.S.A. § 1023
2021 Vermont Statutes|Title 3 - Executive|Chapter 28 - Judiciary Employees Labor Relations Act|§ 1023. Annual list of employees in bargaining unit

§ 1023. Annual list of employees in bargaining unit|(a) Annually, or on a more frequent basis if mutually agreed to by the employer and the employee organization, the employer shall provide the employee organization that is the exclusive representative of a bargaining unit with a list of all employees in that bargaining unit.(b) The list shall include, as appropriate, each employee's name, work location, job classification, and contact information. As used in this section, "contact information" includes an employee's home address, personal e-mail address, and home and personal cellular telephone numbers to the extent that the employer is in possession of such information.(c) To the extent possible, the list shall be in alphabetical order by last name and provided in electronic format.(d) The list shall be kept confidential by the employer and the employee organization and shall be exempt from copying and inspection under the Public Records Act. (Added 2019, No. 180 (Adj. Sess.), § 15, eff. Jan. 1, 2021.)
3 V.S.A. § 1026
2021 Vermont Statutes|Title 3 - Executive|Chapter 28 - Judiciary Employees Labor Relations Act|§ 1026. Employers

§ 1026. Employers|It shall be an unfair labor practice for an employer:  (1) to interfere with, restrain, or coerce employees in the exercise of rights guaranteed by section 1012 of this title or by any other law; (2) to dominate or interfere with the formation or administration of an employee organization or contribute financial or other support to it. However, an employer may confer with employees during working hours without loss of time or pay; (3) to discriminate in hiring or tenure of employment or in regard to any term or condition of employment to encourage or discourage membership in any employee organization; (4) to discharge or otherwise discriminate against an employee because the employee filed a charge or complaint or gave testimony under this chapter; (5) to refuse to bargain collectively with a representative of its employees; (6) to discriminate against an employee on account of race, color, creed, sex, sexual orientation, gender identity, national origin, age, religion, or disability; (7) to request or require an applicant, prospective employee, or employee to have an HIV-related blood test as a condition of employment; (8) to discriminate against an applicant, prospective employee, or employee on the basis of a person's having a positive test result from an HIV-related blood test. (Added 1997, No. 92 (Adj. Sess.), § 9; amended 2007, No. 41, § 6.)
3 V.S.A. § 1028
2021 Vermont Statutes|Title 3 - Executive|Chapter 28 - Judiciary Employees Labor Relations Act|§ 1028. Membership; employee rights

§ 1028. Membership; employee rights|An employee organization entering into an agreement shall not:  (1) discriminate against a member or applicant for membership on account of race, color, creed, sex, sexual orientation, gender identity, national origin, age, religion, or disability; (2) penalize a member for exercising a right guaranteed by the Constitution or laws of the United States or the State of Vermont. (Added 1997, No. 92 (Adj. Sess.), § 9; amended 2007, No. 41, § 7.)
3 V.S.A. § 1029
2021 Vermont Statutes|Title 3 - Executive|Chapter 28 - Judiciary Employees Labor Relations Act|§ 1029. Business and products of other employers

§ 1029. Business and products of other employers|It shall be an unfair labor practice for any employee organization and any employer to enter into any contract or agreement, express or implied, whereby the employer ceases or refrains or agrees to cease or refrain from handling, using, selling, transporting, or otherwise dealing in the products of any other person, or to cease doing business with any other person, and any contract or agreement entered into before or after enactment of this chapter containing such an agreement shall be to that extent unenforceable and void. (Added 1997, No. 92 (Adj. Sess.), § 9.)
3 V.S.A. § 1030
2021 Vermont Statutes|Title 3 - Executive|Chapter 28 - Judiciary Employees Labor Relations Act|§ 1030. Prevention of unfair practices

§ 1030. Prevention of unfair practices|(a) The Board may prevent any person from engaging in any unfair labor practice prohibited under this chapter. Whenever a charge is made that any person has engaged in or is engaging in any unfair labor practice, the Board may issue and cause to be served upon that person a complaint stating the charges and containing a notice of hearing before the Board at a place and time that is at least seven days after the complaint is served. No complaint shall issue based on any unfair labor practice occurring more than six months prior to the filing of the charge with the Board and service of a copy on the person against whom the charge is made, unless the person aggrieved was prevented from filing the charge by reason of service in the U.S. Armed Forces, in which event the six-month period shall be computed from the day of discharge.(b) The person complained against may file an answer to the complaint and appear and present evidence. The Board may permit any other person to intervene and present evidence in the matter. A proceeding under this section shall, so far as practicable, be conducted in accordance with Rules of Evidence. The Board shall make a transcript of the hearing in the event the decision of the Board is appealed.(c) The Board may administer oaths, take testimony, subpoena witnesses, and demand production of documents. Officers who serve subpoenas issued by the Board and witnesses attending hearings shall be paid fees and compensation on vouchers of the Board at the same rates as officers and witnesses in causes before a Criminal Division of the Superior Court.(d) If the Board finds, based on a preponderance of the evidence, that any person named in the complaint has engaged in or is engaging in any unfair labor practice, the Board shall issue an order and findings of fact, and cause to be served on that person an order requiring the person to cease and desist from the unfair labor practice and the Board shall take such affirmative action necessary to carry out the policies of this chapter. If the Board does not find that the person has engaged in any unfair labor practice, the Board shall issue written findings of fact and dismiss the complaint.(e) In determining whether a complaint shall issue alleging a violation of subdivision 1026(1) or (2) of this title, and in deciding those cases, the same rules of the Board shall apply whether or not an employee organization is affiliated with a national or international employee organization.(f) The Board shall not order reinstatement of any individual who has been suspended or discharged or award any back pay, if the individual was suspended or discharged for cause. (Added 1997, No. 92 (Adj. Sess.), § 9; amended 2009, No. 154 (Adj. Sess.), § 238.)
3 V.S.A. § 1031
2021 Vermont Statutes|Title 3 - Executive|Chapter 28 - Judiciary Employees Labor Relations Act|§ 1031. Freedom of expression

§ 1031. Freedom of expression|The expression of any views, argument, or opinion, or the dissemination of such an expression, in any form, shall not constitute or be evidence of an unfair labor practice under this chapter, provided the expression contains no threat of reprisal or force or promise of benefit. (Added 1997, No. 92 (Adj. Sess.), § 9.)
3 V.S.A. § 1036
2021 Vermont Statutes|Title 3 - Executive|Chapter 28 - Judiciary Employees Labor Relations Act|§ 1036. Agreements; limitations, renegotiation, and renewal

§ 1036. Agreements; limitations, renegotiation, and renewal|(a) A collective bargaining agreement shall be for a maximum term of two years. The agreement may not be canceled, supplemented, or renegotiated during the term of the agreement, unless both parties consent in writing and file the written consent with the Board.(b) Nothing in this chapter shall be construed to require either party during collective bargaining to accede to any proposal or proposals of the other party.(c) An agreement between the employer and the employees' exclusive bargaining representative, after ratification or an agreement imposed on the parties pursuant to section 1018 or 1019 of this title shall be submitted to the Court Administrator who shall request sufficient funds from the General Assembly to implement the agreement. If the General Assembly appropriates sufficient funds, the agreement shall become effective at the beginning of the next fiscal year. If the General Assembly appropriates a different amount of funds, the terms of the agreement affected by that appropriation shall be renegotiated based on the amount of funds actually appropriated by the General Assembly, and the agreement with the negotiated changes shall become effective at the beginning of the next fiscal year.(d) No portion of any agreement shall become effective separately except with mutual consent of both parties.(e) An agreement shall terminate at the expiration of its specified term. Upon request of either party, negotiations for a new agreement to take effect upon the expiration of the preceding agreement shall be commenced at any time during the year preceding the expiration date of the agreement. Negotiation may be commenced at any time before that time with the consent of both parties.(f) In the event the employer and the employees' exclusive bargaining representative are unable to arrive at an agreement and there is no existing agreement in effect, the Court Administrator, with the approval of the Supreme Court may make temporary rules necessary to ensure the uninterrupted and efficient conduct of judicial business. The rules shall terminate and have no further force and effect after an agreement is reached, except for rights that arose under those rules. (Added 1997, No. 92 (Adj. Sess.), § 9.)