reglab/housing_qa huggingface dataset:
WA Rev Code § 41.76.045 (2021)
2021 Revised Code of Washington|Title 41 - Public Employment, Civil Service, and Pensions|Chapter 41.76 - Public Four-Year Institutions of Higher Education—Faculty Labor Relations.|41.76.045 - Employee authorization of membership dues and other payments—Revocation.

RCW 41.76.045 Employee authorization of membership dues and other payments—Revocation.(1)(a) Upon authorization of an employee within the bargaining unit and after the certification or recognition of the bargaining unit's exclusive bargaining representative, the employer must deduct from the payments to the employee the monthly amount of dues as certified by the secretary of the exclusive bargaining representative and must transmit the same to the treasurer of the exclusive bargaining representative.(b) An employee's written, electronic, or recorded voice authorization to have the employer deduct membership dues from the employee's salary must be made by the employee to the exclusive bargaining representative. If the employer receives a request for authorization of deductions, the employer shall as soon as practicable forward the request to the exclusive bargaining representative.(c) Upon receiving notice of the employee's authorization from the exclusive bargaining representative, the employer shall deduct from the employee's salary membership dues and remit the amounts to the exclusive bargaining representative.(d) The employee's authorization remains in effect until expressly revoked by the employee in accordance with the terms and conditions of the authorization.(e) An employee's request to revoke authorization for payroll deductions must be in writing and submitted by the employee to the exclusive bargaining representative in accordance with the terms and conditions of the authorization.(f) After the employer receives confirmation from the exclusive bargaining representative that the employee has revoked authorization for deductions, the employer shall end the deduction no later than the second payroll after receipt of the confirmation.(g) The employer shall rely on information provided by the exclusive bargaining representative regarding the authorization and revocation of deductions.(2) If the employer and the exclusive bargaining representative of a bargaining unit enter into a collective bargaining agreement that includes requirements for deductions of other payments, the employer must make such deductions upon authorization of the employee.[ 2019 c 230 § 14; 2018 c 247 § 4; 2002 c 356 § 12.]
WA Rev Code § 41.76.050 (2021)
2021 Revised Code of Washington|Title 41 - Public Employment, Civil Service, and Pensions|Chapter 41.76 - Public Four-Year Institutions of Higher Education—Faculty Labor Relations.|41.76.050 - Unfair labor practices.

RCW 41.76.050 Unfair labor practices.(1) It is an unfair labor practice for an employer to:(a) Interfere with, restrain, or coerce faculty members in the exercise of the rights guaranteed by this chapter;(b) Dominate or interfere with the formation or administration of any employee organization or contribute financial or other support to it: PROVIDED, That subject to rules adopted by the commission, an employer is not prohibited from permitting faculty members to confer with it or its representatives or agents during working hours without loss of time or pay;(c) Encourage or discourage membership in any employee organization by discrimination in regard to hire, tenure of employment, or any term or condition of employment;(d) Discharge or discriminate otherwise against a faculty member because that faculty member has filed charges or given testimony under this chapter;(e) Refuse to bargain collectively with the exclusive bargaining representative of its faculty.(2) It is an unfair labor practice for an employee organization to:(a) Restrain or coerce a faculty member in the exercise of the rights guaranteed by this chapter: PROVIDED, That this subsection does not impair the rights of (i) an employee organization to prescribe its own rules with respect to the acquisition or retention of membership in the employee organization or (ii) to the rights of an employer in the selection of its representatives for the purpose of bargaining or the adjustment of grievances;(b) Cause or attempt to cause an employer to discriminate against a faculty member in violation of subsection (1)(c) of this section;(c) Discriminate against a faculty member because that faculty member has filed charges or given testimony under this chapter;(d) Refuse to bargain collectively with an employer.(3) The expressing of any view, arguments, or opinion, or the dissemination thereof to the public, whether in written, printed, graphic, or visual form, shall not constitute or be evidence of an unfair labor practice under this chapter, if such expression contains no threat of reprisal or force or promise of benefit.[ 2002 c 356 § 13.]
WA Rev Code § 41.76.055 (2021)
2021 Revised Code of Washington|Title 41 - Public Employment, Civil Service, and Pensions|Chapter 41.76 - Public Four-Year Institutions of Higher Education—Faculty Labor Relations.|41.76.055 - Commission to prevent unfair labor practices—Scope—Remedies.

RCW 41.76.055 Commission to prevent unfair labor practices—Scope—Remedies.(1) The commission is empowered to prevent any person from engaging in any unfair labor practice as defined in RCW 41.76.050: PROVIDED, That a complaint shall not be processed for any unfair labor practice occurring more than six months before the filing of the complaint with the commission or in superior court. This power shall not be affected by any other means of adjustment or prevention that has been or may be established by agreement, law, equity or otherwise.(2) If the commission determines that any person has engaged in or is engaging in any such unfair labor practice as defined in RCW 41.76.050, then the commission shall issue and cause to be served upon such person an order requiring such person to cease and desist from such unfair labor practice, and to take such affirmative action as will effectuate the purposes and policy of this chapter, such as the payment of damages and/or the reinstatement of faculty members.(3) The commission may petition the superior court for the county in which the main office of the employer is located or wherein the person who has engaged or is engaging in such unfair labor practice resides or transacts business, for the enforcement of its order and for appropriate temporary relief.[ 2018 c 252 § 3; 2002 c 356 § 14.]
WA Rev Code § 41.76.060 (2021)
2021 Revised Code of Washington|Title 41 - Public Employment, Civil Service, and Pensions|Chapter 41.76 - Public Four-Year Institutions of Higher Education—Faculty Labor Relations.|41.76.060 - Rule making.

RCW 41.76.060 Rule making.The commission is authorized from time to time to make, amend, and rescind, in the manner prescribed by the administrative procedure act, chapter 34.05 RCW, such rules and regulations as may be necessary to carry out the provisions of this chapter.[ 2002 c 356 § 15.]
WA Rev Code § 41.76.065 (2021)
2021 Revised Code of Washington|Title 41 - Public Employment, Civil Service, and Pensions|Chapter 41.76 - Public Four-Year Institutions of Higher Education—Faculty Labor Relations.|41.76.065 - Strikes and lockouts prohibited—Violations—Remedies.

RCW 41.76.065 Strikes and lockouts prohibited—Violations—Remedies.The right of faculty to engage in any strike is prohibited. The right of a board of regents or trustees to engage in any lockout is prohibited. Should either a strike or lockout occur, the representative of the faculty or board of regents or trustees may invoke the jurisdiction of the superior court in the county in which the labor dispute exists, and such court has jurisdiction to issue an appropriate order against either or both parties. In fashioning an order, the court shall take into consideration not only the elements necessary for injunctive relief but also the purpose and goals of this chapter and any mitigating factors such as the commission of an unfair labor practice by either party.[ 2002 c 356 § 16.]
WA Rev Code § 41.76.070 (2021)
2021 Revised Code of Washington|Title 41 - Public Employment, Civil Service, and Pensions|Chapter 41.76 - Public Four-Year Institutions of Higher Education—Faculty Labor Relations.|41.76.070 - Certain contracts or agreements—Chapter 34.05 RCW does not apply.

RCW 41.76.070 Certain contracts or agreements—Chapter 34.05 RCW does not apply.Contracts or agreements, or any provision thereof, entered into between boards of regents or trustees and exclusive bargaining representatives pursuant to this chapter are not affected by or subject to chapter 34.05 RCW.[ 2002 c 356 § 17.]
WA Rev Code § 41.76.075 (2021)
2021 Revised Code of Washington|Title 41 - Public Employment, Civil Service, and Pensions|Chapter 41.76 - Public Four-Year Institutions of Higher Education—Faculty Labor Relations.|41.76.075 - Retroactive accrual of benefits and salaries.

RCW 41.76.075 Retroactive accrual of benefits and salaries.Whenever a collective bargaining agreement between an employer and an exclusive bargaining representative is concluded after the termination date of the previous collective bargaining agreement between the same parties, the effective date of the collective bargaining agreement may be the day after the termination date of the previous collective bargaining agreement, and all benefits included in the new collective bargaining agreement, including wage or salary increases, may accrue beginning with the effective date as established by this section.[ 2002 c 356 § 19.]
WA Rev Code § 41.76.080 (2021)
2021 Revised Code of Washington|Title 41 - Public Employment, Civil Service, and Pensions|Chapter 41.76 - Public Four-Year Institutions of Higher Education—Faculty Labor Relations.|41.76.080 - Existing agreements not affected.

RCW 41.76.080 Existing agreements not affected.Nothing in this chapter shall be construed to annul, modify, or preclude the renewal or continuation of any lawful agreement entered into before October 1, 2002, between an employer and an employee organization covering wages, hours, and terms and conditions of employment.[ 2002 c 356 § 20.]
WA Rev Code § 41.76.085 (2021)
2021 Revised Code of Washington|Title 41 - Public Employment, Civil Service, and Pensions|Chapter 41.76 - Public Four-Year Institutions of Higher Education—Faculty Labor Relations.|41.76.085 - Limitations on application of chapter.

RCW 41.76.085 Limitations on application of chapter.Except as otherwise expressly provided in this chapter, this chapter shall not be construed to deny or otherwise abridge any rights, privileges, or benefits granted by law to employees. This chapter shall not be construed to interfere with the responsibilities and rights of the board of regents or board of trustees as specified by federal and state law.[ 2002 c 356 § 21.]
WA Rev Code § 41.76.902 (2021)
2021 Revised Code of Washington|Title 41 - Public Employment, Civil Service, and Pensions|Chapter 41.76 - Public Four-Year Institutions of Higher Education—Faculty Labor Relations.|41.76.902 - Effective date—2002 c 356.

RCW 41.76.902 Effective date—2002 c 356.This act takes effect October 1, 2002.[ 2002 c 356 § 23.]
WA Rev Code § 41.80.001 (2021)
2021 Revised Code of Washington|Title 41 - Public Employment, Civil Service, and Pensions|Chapter 41.80 - State Collective Bargaining.|41.80.001 - Application of chapter.

RCW 41.80.001 Application of chapter.Collective bargaining negotiations under this chapter shall commence no later than July 1, 2004. A collective bargaining agreement entered into under this chapter shall not be effective prior to July 1, 2005. However, any collective bargaining agreement entered into before July 1, 2004, covering employees affected by this section and RCW 41.80.010 through 41.80.130, that expires after July 1, 2004, shall, unless a superseding agreement complying with this section and RCW 41.80.010 through 41.80.130 is negotiated by the parties, remain in full force during its duration, but the agreement may not be renewed or extended beyond July 1, 2005, or until superseded by a collective bargaining agreement entered into under this section and RCW 41.80.010 through 41.80.130, whichever is later. The duration of any collective bargaining agreement under this chapter shall not exceed one fiscal biennium.[ 2002 c 354 § 301.]
WA Rev Code § 41.80.030 (2021)
2021 Revised Code of Washington|Title 41 - Public Employment, Civil Service, and Pensions|Chapter 41.80 - State Collective Bargaining.|41.80.030 - Contents of collective bargaining agreements—Execution.

RCW 41.80.030 Contents of collective bargaining agreements—Execution.(1) The parties to a collective bargaining agreement shall reduce the agreement to writing and both shall execute it.(2) Except as provided in RCW 41.58.070 and 41.80.020, a collective bargaining agreement shall contain provisions that:(a) Provide for a grievance procedure that culminates with final and binding arbitration of all disputes arising over the interpretation or application of the collective bargaining agreement and that is valid and enforceable under its terms when entered into in accordance with this chapter; and(b) Require processing of disciplinary actions or terminations of employment of employees covered by the collective bargaining agreement entirely under the procedures of the collective bargaining agreement. Any employee, when fully reinstated, shall be guaranteed all employee rights and benefits, including back pay, sick leave, vacation accrual, and retirement and federal old age, survivors, and disability insurance act credits, but without back pay for any period of suspension.(3)(a) If a collective bargaining agreement between an employer and an exclusive bargaining representative is concluded after the termination date of the previous collective bargaining agreement between the employer and an employee organization representing the same bargaining units, the effective date of the collective bargaining agreement may be the day after the termination of the previous collective bargaining agreement, and all benefits included in the new collective bargaining agreement, including wage or salary increases, may accrue beginning with that effective date.(b) If a collective bargaining agreement between an employer and an exclusive bargaining representative is concluded after the termination date of the previous collective bargaining agreement between the employer and the exclusive bargaining representative representing different bargaining units, the effective date of the collective bargaining agreement may be the day after the termination date of whichever previous collective bargaining agreement covering one or more of the units terminated first, and all benefits included in the new collective bargaining agreement, including wage or salary increases, may accrue beginning with that effective date.[ 2021 c 13 § 8; 2002 c 354 § 304.]
WA Rev Code § 41.80.040 (2021)
2021 Revised Code of Washington|Title 41 - Public Employment, Civil Service, and Pensions|Chapter 41.80 - State Collective Bargaining.|41.80.040 - Management rights—Not subject to bargaining.

RCW 41.80.040 Management rights—Not subject to bargaining.The employer shall not bargain over rights of management which, in addition to all powers, duties, and rights established by constitutional provision or statute, shall include but not be limited to the following:(1) The functions and programs of the employer, the use of technology, and the structure of the organization;(2) The employer's budget, which includes for purposes of any negotiations conducted during the 2019-2021 fiscal biennium any specification of the funds or accounts that must be appropriated by the legislature to fulfill the terms of an agreement, and the size of the agency workforce, including determining the financial basis for layoffs;(3) The right to direct and supervise employees;(4) The right to take whatever actions are deemed necessary to carry out the mission of the state and its agencies during emergencies; and(5) Retirement plans and retirement benefits.[ 2020 c 357 § 913; 2002 c 354 § 305.]NOTES:Effective date—2020 c 357: See note following RCW 43.79.545.
WA Rev Code § 41.80.050 (2021)
2021 Revised Code of Washington|Title 41 - Public Employment, Civil Service, and Pensions|Chapter 41.80 - State Collective Bargaining.|41.80.050 - Rights of employees.

RCW 41.80.050 Rights of employees.Except as may be specifically limited by this chapter, employees shall have the right to self-organization, to form, join, or assist employee organizations, and to bargain collectively through representatives of their own choosing for the purpose of collective bargaining free from interference, restraint, or coercion. Employees shall also have the right to refrain from any or all such activities.[ 2019 c 230 § 15; 2002 c 354 § 306.]
WA Rev Code § 41.80.060 (2021)
2021 Revised Code of Washington|Title 41 - Public Employment, Civil Service, and Pensions|Chapter 41.80 - State Collective Bargaining.|41.80.060 - Right to strike not granted.

RCW 41.80.060 Right to strike not granted.Nothing contained in chapter 354, Laws of 2002 permits or grants to any employee the right to strike or refuse to perform his or her official duties.[ 2002 c 354 § 307.]
WA Rev Code § 41.80.070 (2021)
2021 Revised Code of Washington|Title 41 - Public Employment, Civil Service, and Pensions|Chapter 41.80 - State Collective Bargaining.|41.80.070 - Bargaining units—Certification.

RCW 41.80.070 Bargaining units—Certification.(1) A bargaining unit of employees covered by this chapter existing on June 13, 2002, shall be considered an appropriate unit, unless the unit does not meet the requirements of (a) and (b) of this subsection. The commission, after hearing upon reasonable notice to all interested parties, shall decide, in each application for certification as an exclusive bargaining representative, the unit appropriate for certification. In determining the new units or modifications of existing units, the commission shall consider: The duties, skills, and working conditions of the employees; the history of collective bargaining; the extent of organization among the employees; the desires of the employees; and the avoidance of excessive fragmentation. However, a unit is not appropriate if it includes:(a) Both supervisors and nonsupervisory employees. A unit that includes only supervisors may be considered appropriate if a majority of the supervisory employees indicates by vote that they desire to be included in such a unit; or(b) More than one institution of higher education. For the purposes of this section, any branch or regional campus of an institution of higher education is part of that institution of higher education.(2) The exclusive bargaining representatives certified to represent the bargaining units existing on June 13, 2002, shall continue as the exclusive bargaining representative without the necessity of an election.(3) If a single employee organization is the exclusive bargaining representative for two or more units, upon petition by the employee organization, the units may be consolidated into a single larger unit if the commission considers the larger unit to be appropriate. If consolidation is appropriate, the commission shall certify the employee organization as the exclusive bargaining representative of the new unit.[ 2002 c 354 § 308.]
WA Rev Code § 41.80.080 (2021)
2021 Revised Code of Washington|Title 41 - Public Employment, Civil Service, and Pensions|Chapter 41.80 - State Collective Bargaining.|41.80.080 - Representation—Elections—Cross-check procedures—Rules.

RCW 41.80.080 Representation—Elections—Cross-check procedures—Rules.(1) The commission shall determine all questions pertaining to representation and shall administer all elections and cross-check procedures, and be responsible for the processing and adjudication of all disputes that arise as a consequence of elections and cross-check procedures. The commission shall adopt rules that provide for at least the following:(a) Secret balloting;(b) Consulting with employee organizations;(c) Access to lists of employees, job classification, work locations, and home mailing addresses;(d) Absentee voting;(e) Procedures for the greatest possible participation in voting;(f) Campaigning on the employer's property during working hours; and(g) Election observers.(2)(a) If an employee organization has been certified as the exclusive bargaining representative of the employees of a bargaining unit, the employee organization may act for and negotiate master collective bargaining agreements that will include within the coverage of the agreement all employees in the bargaining unit as provided in RCW 41.80.010(2)(a). However, if a master collective bargaining agreement is in effect for the exclusive bargaining representative, it shall apply to the bargaining unit for which the certification has been issued. Nothing in this section requires the parties to engage in new negotiations during the term of that agreement.(b) This subsection (2) does not apply to exclusive bargaining representatives who represent employees of institutions of higher education.(3) The certified exclusive bargaining representative shall be responsible for representing the interests of all the employees in the bargaining unit. This section shall not be construed to limit an exclusive representative's right to exercise its discretion to refuse to process grievances of employees that are unmeritorious.(4) No question concerning representation may be raised if:(a) Fewer than twelve months have elapsed since the last certification or election; or(b) A valid collective bargaining agreement exists covering the unit, except for that period of no more than one hundred twenty calendar days nor less than ninety calendar days before the expiration of the contract.[ 2019 c 230 § 17; 2002 c 354 § 309.]
WA Rev Code § 41.80.083 (2021)
2021 Revised Code of Washington|Title 41 - Public Employment, Civil Service, and Pensions|Chapter 41.80 - State Collective Bargaining.|41.80.083 - Application of RCW 41.56.037—Bargaining representative access to new employees.

RCW 41.80.083 Application of RCW 41.56.037—Bargaining representative access to new employees.RCW 41.56.037 applies to this chapter.[ 2018 c 250 § 5.]