reglab/housing_qa huggingface dataset:
CA Govt Code § 3518.5 (2021)
2021 California Code|Government Code - GOV|TITLE 1 - GENERAL|DIVISION 4 - PUBLIC OFFICERS AND EMPLOYEES|CHAPTER 10.3 - State Employer-Employee Relations|Section 3518.5.

3518.5.  A reasonable number of employee representatives of recognized employee organizations shall be granted reasonable time off without loss of compensation or other benefits when formally meeting and conferring with representatives of the state on matters within the scope of representation.This section shall apply only to state employees, as defined by subdivision (c) of Section 3513, and only for periods when a memorandum of understanding is not in effect.(Amended by Stats. 1979, Ch. 1008.)
CA Govt Code § 3518.7 (2021)
2021 California Code|Government Code - GOV|TITLE 1 - GENERAL|DIVISION 4 - PUBLIC OFFICERS AND EMPLOYEES|CHAPTER 10.3 - State Employer-Employee Relations|Section 3518.7.

3518.7.  Managerial employees and confidential employees shall be prohibited from holding elective office in an employee organization which also represents “state employees,” as defined in subdivision (c) of Section 3513.(Added by Stats. 1979, Ch. 98.)
CA Govt Code § 3519 (2021)
2021 California Code|Government Code - GOV|TITLE 1 - GENERAL|DIVISION 4 - PUBLIC OFFICERS AND EMPLOYEES|CHAPTER 10.3 - State Employer-Employee Relations|Section 3519.

3519.  It shall be unlawful for the state to do any of the following:(a) Impose or threaten to impose reprisals on employees, to discriminate or threaten to discriminate against employees, or otherwise to interfere with, restrain, or coerce employees because of their exercise of rights guaranteed by this chapter. For purposes of this subdivision, “employee” includes an applicant for employment or reemployment.(b) Deny to employee organizations rights guaranteed to them by this chapter. (c) Refuse or fail to meet and confer in good faith with a recognized employee organization.(d) Dominate or interfere with the formation or administration of any employee organization, or contribute financial or other support to it, or in any way encourage employees to join any organization in preference to another.(e) Refuse to participate in good faith in the mediation procedure set forth in Section 3518.(Amended by Stats. 1989, Ch. 313, Sec. 1.)
CA Govt Code § 3519.5 (2021)
2021 California Code|Government Code - GOV|TITLE 1 - GENERAL|DIVISION 4 - PUBLIC OFFICERS AND EMPLOYEES|CHAPTER 10.3 - State Employer-Employee Relations|Section 3519.5.

3519.5.  It shall be unlawful for an employee organization to:(a) Cause or attempt to cause the state to violate Section 3519.(b) Impose or threaten to impose reprisals on employees, to discriminate or threaten to discriminate against employees, or otherwise to interfere with, restrain, or coerce employees because of their exercise of rights guaranteed by this chapter.(c) Refuse or fail to meet and confer in good faith with a state agency employer of any of the employees of which it is the recognized employee organization. (d) Refuse to participate in good faith in the mediation procedure set forth in Section 3518.(Added by Stats. 1977, Ch. 1159.)
CA Govt Code § 3520 (2021)
2021 California Code|Government Code - GOV|TITLE 1 - GENERAL|DIVISION 4 - PUBLIC OFFICERS AND EMPLOYEES|CHAPTER 10.3 - State Employer-Employee Relations|Section 3520.

3520.  (a) Judicial review of a unit determination shall only be allowed: (1) when the board, in response to a petition from the state or an employee organization, agrees that the case is one of special importance and joins in the request for such review; or (2) when the issue is raised as a defense to an unfair practice complaint. A board order directing an election shall not be stayed pending judicial review.Upon receipt of a board order joining in the request for judicial review, a party to the case may petition for a writ of extraordinary relief from the unit determination decision or order.(b) Any charging party, respondent, or intervenor aggrieved by a final decision or order of the board in an unfair practice case, except a decision of the board not to issue a complaint in such a case, may petition for a writ of extraordinary relief from such decision or order.(c) Such petition shall be filed in the district court of appeal in the appellate district where the unit determination or unfair practice dispute occurred. The petition shall be filed within 30 days after issuance of the board’s final order, order denying reconsideration, or order joining in the request for judicial review, as applicable. Upon the filing of such petition, the court shall cause notice to be served upon the board and thereupon shall have jurisdiction of the proceeding. The board shall file in the court the record of the proceeding, certified by the board, within 10 days after the clerk’s notice unless such time is extended by the court for good cause shown. The court shall have jurisdiction to grant to the board such temporary relief or restraining order it deems just and proper and in like manner to make and enter a decree enforcing, modifying, or setting aside the order of the board. The findings of the board with respect to questions of fact, including ultimate facts, if supported by substantial evidence on the record considered as a whole, shall be conclusive. The provisions of Title 1 (commencing with Section 1067) of Part 3 of the Code of Civil Procedure relating to writs shall, except where specifically superseded herein, apply to proceedings pursuant to this section.(d) If the time to petition for extraordinary relief from a board decision has expired, the board may seek enforcement of any final decision or order in a district court of appeal or a superior court in the district where the unit determination or unfair practice case occurred. If, after hearing, the court determines that the order was issued pursuant to procedures established by the board and that the person or entity refuses to comply with the order, the court shall enforce such order by writ of mandamus. The court shall not review the merits of the order.(Amended by Stats. 1979, Ch. 1072.)
CA Govt Code § 3520.5 (2021)
2021 California Code|Government Code - GOV|TITLE 1 - GENERAL|DIVISION 4 - PUBLIC OFFICERS AND EMPLOYEES|CHAPTER 10.3 - State Employer-Employee Relations|Section 3520.5.

3520.5.  (a) The state shall grant exclusive recognition to employee organizations designated or selected pursuant to rules established by the board for employees of the state or an appropriate unit thereof, subject to the right of an employee to represent himself.(b) The board shall establish reasonable procedures for petitions and for holding elections and determining appropriate units pursuant to subdivision (a).(c) The board shall also establish procedures whereby recognition of employee organizations formally recognized as exclusive representatives pursuant to a vote of the employees may be revoked by a majority vote of the employees only after a period of not less than 12 months following the date of such recognition.(Amended by Stats. 1978, Ch. 776.)
CA Govt Code § 3520.7 (2021)
2021 California Code|Government Code - GOV|TITLE 1 - GENERAL|DIVISION 4 - PUBLIC OFFICERS AND EMPLOYEES|CHAPTER 10.3 - State Employer-Employee Relations|Section 3520.7.

3520.7.  The state employer shall adopt reasonable rules and regulations for all of the following:(a) Registering employee organizations, as defined by subdivision (c) of Section 1150, and bona fide associations, as defined by subdivision (d) of Section 1150.(b) Determining the status of organizations and associations as employee organizations or bona fide associations.(c) Identifying the officers and representatives who officially represent employee organizations and bona fide associations.(Added by Stats. 1982, Ch. 1270, Sec. 20.)
CA Govt Code § 3520.8 (2021)
2021 California Code|Government Code - GOV|TITLE 1 - GENERAL|DIVISION 4 - PUBLIC OFFICERS AND EMPLOYEES|CHAPTER 10.3 - State Employer-Employee Relations|Section 3520.8.

3520.8.  Notwithstanding any other law, if a decision by an administrative law judge regarding the recognition or certification of an employee organization is appealed, the decision shall be deemed the final order of the board if the board does not issue a ruling that supersedes the decision on or before 180 days after the appeal is filed.(Added by Stats. 2011, Ch. 242, Sec. 2. (SB 609) Effective January 1, 2012.)
CA Govt Code § 3521 (2021)
2021 California Code|Government Code - GOV|TITLE 1 - GENERAL|DIVISION 4 - PUBLIC OFFICERS AND EMPLOYEES|CHAPTER 10.3 - State Employer-Employee Relations|Section 3521.

3521.  (a) In determining an appropriate unit, the board shall be governed by the criteria in subdivision (b). However, the board shall not direct an election in a unit unless one or more of the employee organizations involved in the proceeding is seeking or agrees to an election in such a unit.(b) In determining an appropriate unit, the board shall take into consideration all of the following criteria:(1) The internal and occupational community of interest among the employees, including, but not limited to, the extent to which they perform functionally related services or work toward established common goals; the history of employee representation in state government and in similar employment; the extent to which the employees have common skills, working conditions, job duties, or similar educational or training requirements; and the extent to which the employees have common supervision.(2) The effect that the projected unit will have on the meet and confer relationships, emphasizing the availability and authority of employer representatives to deal effectively with employee organizations representing the unit, and taking into account such factors as work location, the numerical size of the unit, the relationship of the unit to organizational patterns of the state government, and the effect on the existing classification structure or existing classification schematic of dividing a single class or single classification schematic among two or more units.(3) The effect of the proposed unit on efficient operations of the employer and the compatibility of the unit with the responsibility of state government and its employees to serve the public.(4) The number of employees and classifications in a proposed unit and its effect on the operations of the employer, on the objectives of providing the employees the right to effective representation, and on the meet and confer relationship.(5) The impact on the meet and confer relationship created by fragmentation of employees or any proliferation of units among the employees of the employer.(6) Notwithstanding the foregoing provisions of this section, or any other provision of law, an appropriate group of skilled crafts employees shall have the right to be a separate unit of representation based upon occupation. Skilled crafts employees shall include, but not necessarily be limited to, employment categories such as carpenters, plumbers, electricians, painters, and operating engineers.(c) There shall be a presumption that professional employees and nonprofessional employees should not be included in the same unit. However, the presumption shall be rebuttable, depending upon what the evidence pertinent to the citeria set forth in subdivision (b) establishes.(Amended by Stats. 1978, Ch. 776.)
CA Govt Code § 3521.5 (2021)
2021 California Code|Government Code - GOV|TITLE 1 - GENERAL|DIVISION 4 - PUBLIC OFFICERS AND EMPLOYEES|CHAPTER 10.3 - State Employer-Employee Relations|Section 3521.5.

3521.5.  The term “professional employee” means (a) any employee engaged in work (1) predominantly intellectual and varied in character as opposed to routine mental, manual, mechanical, or physical work; (2) involving the consistent exercise of discretion and judgment in its performance; (3) of such a character that the output produced or the result accomplished cannot be standardized in relation to a given period of time; (4) requiring knowledge of an advanced type in a field of science or learning customarily acquired by a prolonged course of specialized intellectual instruction and study in an institution of higher learning or a hospital, as distinguished from a general academic education or from an apprenticeship or from training in the performance of routine mental, manual, or physical processes; or (b) any employee, who (1) has completed the courses of specialized intellectual instruction and study described in paragraph 4 of subdivision (a), and (2) is performing related work under the supervision of a professional person to qualify himself to become a professional employee as defined in subdivision (a).(Added by Stats. 1977, Ch. 1159.)
CA Govt Code § 3521.7 (2021)
2021 California Code|Government Code - GOV|TITLE 1 - GENERAL|DIVISION 4 - PUBLIC OFFICERS AND EMPLOYEES|CHAPTER 10.3 - State Employer-Employee Relations|Section 3521.7.

3521.7.  The board may, in accordance with reasonable standards, designate positions or classes of positions which have duties consisting primarily of the enforcement of state laws. Employees so designated shall not be denied the right to be in a unit composed solely of such employees.(Added by Stats. 1977, Ch. 1159.)
CA Govt Code § 3522 (2021)
2021 California Code|Government Code - GOV|TITLE 1 - GENERAL|DIVISION 4 - PUBLIC OFFICERS AND EMPLOYEES|CHAPTER 10.3 - State Employer-Employee Relations|Section 3522.

3522.  (a) Physicians in any state bargaining unit may negotiate under this chapter for preauthorized travel outside the state for continuing medical education.(b) The execution of a memorandum of understanding entered into pursuant to subdivision (a) shall constitute the approvals required under Sections 11032 and 11033, except that if the provisions of a memorandum of understanding require the expenditure of funds, the provisions shall not become effective unless approved by the Legislature in the annual Budget Act.(Added by Stats. 2004, Ch. 504, Sec. 2. Effective January 1, 2005.)
CA Govt Code § 3523 (2021)
2021 California Code|Government Code - GOV|TITLE 1 - GENERAL|DIVISION 4 - PUBLIC OFFICERS AND EMPLOYEES|CHAPTER 10.3 - State Employer-Employee Relations|Section 3523.

3523.  (a) All initial meet and confer proposals of recognized employee organizations shall be presented to the employer at a public meeting, and such proposals thereafter shall be a public record.All initial meet and confer proposals or counterproposals of the employer shall be presented to the recognized employee organization at a public meeting, and such proposals or counterproposals thereafter shall be a public record.(b) Except in cases of emergency as provided in subdivision (d), no meeting and conferring shall take place on any proposal subject to subdivision (a) until not less than seven consecutive days have elapsed to enable the public to become informed, and to publicly express itself regarding the proposals, as well as regarding other possible subjects of meeting and conferring and thereafter, the employer shall, in open meeting, hear public comment on all matters related to the meet and confer proposals.(c) Forty-eight hours after any proposal which includes any substantive subject which has not first been presented as proposals for public reaction pursuant to this section is offered during any meeting and conferring session, such proposals and the position, if any, taken thereon by the representatives of the employer, shall be a public record.(d) Subdivision (b) shall not apply when the employer determines that, due to an act of God, natural disaster, or other emergency or calamity affecting the state, and which is beyond the control of the employer or recognized employee organization, it must meet and confer and take action upon such a proposal immediately and without sufficient time for the public to become informed and to publicly express itself. In such cases the results of such meeting and conferring shall be made public as soon as reasonably possible.(Amended by Stats. 1978, Ch. 776.)
CA Govt Code § 3523.5 (2021)
2021 California Code|Government Code - GOV|TITLE 1 - GENERAL|DIVISION 4 - PUBLIC OFFICERS AND EMPLOYEES|CHAPTER 10.3 - State Employer-Employee Relations|Section 3523.5.

3523.5.  The enactment of this chapter shall not be construed as making the provisions of Section 923 of the Labor Code applicable to state employees.(Added by Stats. 1977, Ch. 1159.)
CA Govt Code § 3524 (2021)
2021 California Code|Government Code - GOV|TITLE 1 - GENERAL|DIVISION 4 - PUBLIC OFFICERS AND EMPLOYEES|CHAPTER 10.3 - State Employer-Employee Relations|Section 3524.

3524.  This chapter shall be known and may be cited as the Ralph C. Dills Act.(Amended by Stats. 1986, Ch. 103, Sec. 1.)
CA Govt Code § 3524.50 (2021)
2021 California Code|Government Code - GOV|TITLE 1 - GENERAL|DIVISION 4 - PUBLIC OFFICERS AND EMPLOYEES|CHAPTER 10.4 - Judicial Council Employer-Employee Relations|Section 3524.50.

3524.50.  This chapter shall be known and may be cited as the Judicial Council Employer-Employee Relations Act.(Added by Stats. 2017, Ch. 835, Sec. 1. (AB 83) Effective January 1, 2018.)
CA Govt Code § 3524.51 (2021)
2021 California Code|Government Code - GOV|TITLE 1 - GENERAL|DIVISION 4 - PUBLIC OFFICERS AND EMPLOYEES|CHAPTER 10.4 - Judicial Council Employer-Employee Relations|Section 3524.51.

3524.51.  The Legislature finds and declares that it is the purpose of this chapter to promote full communication between the Judicial Council and its employees by providing a reasonable method of resolving disputes regarding wages, hours, and other terms and conditions of employment between the Judicial Council and public employee organizations. It is also the purpose of this chapter to promote the improvement of personnel management and employer-employee relations within the Judicial Council by providing a uniform basis for recognizing the right of Judicial Council employees to join organizations of their own choosing and be represented by those organizations in their employment relations with the Judicial Council. It is further the purpose of this chapter, in order to foster peaceful employer-employee relations, to allow Judicial Council employees to select one employee organization as the exclusive representative of the employees in an appropriate unit and to permit the exclusive representative to receive financial support from those employees who receive the benefits of this representation. (Added by Stats. 2017, Ch. 835, Sec. 1. (AB 83) Effective January 1, 2018.)
CA Govt Code § 3524.53 (2021)
2021 California Code|Government Code - GOV|TITLE 1 - GENERAL|DIVISION 4 - PUBLIC OFFICERS AND EMPLOYEES|CHAPTER 10.4 - Judicial Council Employer-Employee Relations|Section 3524.53.

3524.53.  The Judicial Council shall have the sole authority and discretion to designate Judicial Council state employee positions as excluded positions, provided that managerial, supervisory, confidential, and excluded positions not included in bargaining units under this chapter shall not exceed one-third of the total authorized Judicial Council positions as stated in the Department of Finance Salaries and Wages Supplement. Designation of the excluded positions under this section shall not be subject to review by the board.(Added by Stats. 2017, Ch. 835, Sec. 1. (AB 83) Effective January 1, 2018.)
CA Govt Code § 3524.54 (2021)
2021 California Code|Government Code - GOV|TITLE 1 - GENERAL|DIVISION 4 - PUBLIC OFFICERS AND EMPLOYEES|CHAPTER 10.4 - Judicial Council Employer-Employee Relations|Section 3524.54.

3524.54.  Any person who willfully resists, prevents, impedes, or interferes with any member of the board, or any of its agents, in the performance of duties pursuant to this chapter, shall be guilty of a misdemeanor, and, upon conviction thereof, shall be sentenced to pay a fine of not more than one thousand dollars ($1,000). (Added by Stats. 2017, Ch. 835, Sec. 1. (AB 83) Effective January 1, 2018.)
CA Govt Code § 3524.55 (2021)
2021 California Code|Government Code - GOV|TITLE 1 - GENERAL|DIVISION 4 - PUBLIC OFFICERS AND EMPLOYEES|CHAPTER 10.4 - Judicial Council Employer-Employee Relations|Section 3524.55.

3524.55.  The initial determination as to whether the charges of unfair practices are justified, and, if so, what remedy is necessary to effectuate the purposes of this chapter, shall be a matter within the exclusive jurisdiction of the board, except that in an action to recover damages due to an unlawful strike, the board shall have no authority to award strike-preparation expenses as damages, and shall have no authority to award damages for costs, expenses, or revenue losses incurred during, or as a consequence of, an unlawful strike. Procedures for investigating, hearing, and deciding these cases shall be devised and promulgated by the board and shall include all of the following:(a) Any employee, employee organization, or employer shall have the right to file an unfair practice charge, except that the board shall not do either of the following:(1) Issue a complaint in respect of any charge based upon an alleged unfair practice occurring more than six months prior to the filing of the charge.(2) Issue a complaint against conduct also prohibited by the provisions of the agreement between the parties until the grievance machinery of the agreement, if it exists and covers the matter at issue, has been exhausted, either by settlement or binding arbitration. However, when the charging party demonstrates that resort to contract grievance procedure would be futile, exhaustion shall not be necessary. The board shall have discretionary jurisdiction to review a settlement or arbitration award reached pursuant to the grievance machinery solely for the purpose of determining whether it is repugnant to the purposes of this chapter. If the board finds that the settlement or arbitration award is repugnant to the purposes of this chapter, it shall issue a complaint on the basis of a timely filed charge, and hear and decide the case on the merits; otherwise, it shall dismiss the charge. The board shall, in determining whether the charge was timely filed, consider the six-month limitation set forth in this subdivision to have been tolled during the time it took the charging party to exhaust the grievance machinery.(b) The board shall not have authority to enforce agreements between the parties, and shall not issue a complaint on any charge based on alleged violation of an agreement that would not also constitute an unfair practice under this chapter.(c) The board shall have the power to issue a decision and order directing an offending party to cease and desist from the unfair practice and to take such affirmative action, including, but not limited to, the reinstatement of employees with or without backpay, as will effectuate the policies of this chapter. (Added by Stats. 2017, Ch. 835, Sec. 1. (AB 83) Effective January 1, 2018.)
CA Govt Code § 3524.56 (2021)
2021 California Code|Government Code - GOV|TITLE 1 - GENERAL|DIVISION 4 - PUBLIC OFFICERS AND EMPLOYEES|CHAPTER 10.4 - Judicial Council Employer-Employee Relations|Section 3524.56.

3524.56.  Except as otherwise provided by the Legislature, Judicial Council employees shall have the right to form, join, and participate in the activities of employee organizations of their own choosing for the purpose of representation on all matters of employer-employee relations. Judicial Council employees also shall have the right to refuse to join or participate in the activities of employee organizations, except that nothing shall preclude the parties from agreeing to a maintenance of membership provision or a fair share fee provision pursuant to a memorandum of understanding. In any event, Judicial Council employees shall have the right to represent themselves individually in their employment relations with the Judicial Council.(Added by Stats. 2017, Ch. 835, Sec. 1. (AB 83) Effective January 1, 2018.)