reglab/housing_qa huggingface dataset:
CA Govt Code § 3576 (2021)
2021 California Code|Government Code - GOV|TITLE 1 - GENERAL|DIVISION 4 - PUBLIC OFFICERS AND EMPLOYEES|CHAPTER 12 - Higher Education Employer-Employee Relations|ARTICLE 5 - Employee Organizations: Representation, Recognition, Certification and Decertification|Section 3576.

3576.  A petition may be filed with the board, in accordance with its rules and regulations, requesting it to investigate and decide the question of whether the employees wish to decertify an exclusive representative or to reconsider the appropriateness of a unit. Such petition may allege that the employees in an appropriate unit no longer desire a particular employee organization as their exclusive representative, provided that such petition is supported by 30 percent of the employees in the unit indicating support for another organization or lack of support for the incumbent exclusive representative.(Added by Stats. 1978, Ch. 744.)
CA Govt Code § 3578 (2021)
2021 California Code|Government Code - GOV|TITLE 1 - GENERAL|DIVISION 4 - PUBLIC OFFICERS AND EMPLOYEES|CHAPTER 12 - Higher Education Employer-Employee Relations|ARTICLE 5 - Employee Organizations: Representation, Recognition, Certification and Decertification|Section 3578.

3578.  The employee organization recognized or certified as the exclusive representative shall represent all employees in the unit, fairly and impartially. A breach of this duty shall be deemed to have occurred if the employee organization’s conduct in representation is arbitrary, discriminatory, or in bad faith.(Added by Stats. 1978, Ch. 744.)
CA Govt Code § 3580 (2021)
2021 California Code|Government Code - GOV|TITLE 1 - GENERAL|DIVISION 4 - PUBLIC OFFICERS AND EMPLOYEES|CHAPTER 12 - Higher Education Employer-Employee Relations|ARTICLE 6.5 - Supervisors|Section 3580.

3580.  Except as provided by this article, supervisory employees shall not have the rights, or be covered by, any provision or definition established by this chapter.(Added by Stats. 1978, Ch. 744.)
CA Govt Code § 3580.3 (2021)
2021 California Code|Government Code - GOV|TITLE 1 - GENERAL|DIVISION 4 - PUBLIC OFFICERS AND EMPLOYEES|CHAPTER 12 - Higher Education Employer-Employee Relations|ARTICLE 6.5 - Supervisors|Section 3580.3.

3580.3.  “Supervisory employee” means any individual, regardless of the job description or title, having authority, in the interest of the employer to hire, transfer, suspend, lay off, recall, promote, discharge, assign, reward, or discipline other employees, or responsibility to direct them, or to adjust their grievances, or effectively to recommend such action, if, in connection with the foregoing, the exercise of such authority is not of a merely routine or clerical nature, but requires the use of independent judgment. With respect to faculty or academic employees, any department chair, head of a similar academic unit or program, or other employee who performs the foregoing duties primarily in the interest of and on behalf of the members of the academic department, unit or program, shall not be deemed a supervisory employee solely because of such duties; provided, that with respect to the University of California and Hastings College of the Law, there shall be a rebuttable presumption that such an individual appointed by the employer to an indefinite term shall be deemed to be a supervisor. Employees whose duties are substantially similar to those of their subordinates shall not be considered to be supervisory employees.(Added by Stats. 1978, Ch. 744.)
CA Govt Code § 3580.5 (2021)
2021 California Code|Government Code - GOV|TITLE 1 - GENERAL|DIVISION 4 - PUBLIC OFFICERS AND EMPLOYEES|CHAPTER 12 - Higher Education Employer-Employee Relations|ARTICLE 6.5 - Supervisors|Section 3580.5.

3580.5.  (a) Supervisory employees shall not participate in the handling of grievances on behalf of nonsupervisory employees. Nonsupervisory employees shall not participate in the handling of grievances on behalf of supervisory employees.(b) Supervisory employees shall not participate in meet and confer sessions on behalf of nonsupervisory employees. Nonsupervisory employees shall not participate in meet and confer sessions on behalf of supervisory employees.(c) The prohibition in subdivisions (a) and (b) shall not be construed to apply to the paid staff of an employee organization.(d) Supervisory employees shall not vote on questions of ratification or rejection of memoranda of understanding reached on behalf of nonsupervisory employees.(Added by Stats. 1978, Ch. 744.)
CA Govt Code § 3581.1 (2021)
2021 California Code|Government Code - GOV|TITLE 1 - GENERAL|DIVISION 4 - PUBLIC OFFICERS AND EMPLOYEES|CHAPTER 12 - Higher Education Employer-Employee Relations|ARTICLE 6.5 - Supervisors|Section 3581.1.

3581.1.  Supervisory 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 supervisory employee-employer relations as set forth in Section 3581.3. Supervisory employees also shall have the right to refuse to join or participate in the activities of employee organizations and shall have the right to represent themselves individually in their employment relations with the employer.(Added by Stats. 1978, Ch. 744.)
CA Govt Code § 3581.2 (2021)
2021 California Code|Government Code - GOV|TITLE 1 - GENERAL|DIVISION 4 - PUBLIC OFFICERS AND EMPLOYEES|CHAPTER 12 - Higher Education Employer-Employee Relations|ARTICLE 6.5 - Supervisors|Section 3581.2.

3581.2.  Employee organizations shall have the right to represent their supervisory employee members in their employment relations, including grievances, with the employer. Employee organizations may establish reasonable restrictions regarding who may join and may make reasonable provisions for the dismissal of employees from membership. Nothing in this section shall prohibit any employee from appearing on his or her own behalf or through his or her chosen representative in his or her employment relations and grievances with the higher education employer.(Added by Stats. 1978, Ch. 744.)
CA Govt Code § 3581.3 (2021)
2021 California Code|Government Code - GOV|TITLE 1 - GENERAL|DIVISION 4 - PUBLIC OFFICERS AND EMPLOYEES|CHAPTER 12 - Higher Education Employer-Employee Relations|ARTICLE 6.5 - Supervisors|Section 3581.3.

3581.3.  The scope of representation for supervisory employees shall include all matters relating to employment conditions and supervisory employee-employer relations including wages, hours, and other terms and conditions of employment.(Added by Stats. 1978, Ch. 744.)
CA Govt Code § 3581.4 (2021)
2021 California Code|Government Code - GOV|TITLE 1 - GENERAL|DIVISION 4 - PUBLIC OFFICERS AND EMPLOYEES|CHAPTER 12 - Higher Education Employer-Employee Relations|ARTICLE 6.5 - Supervisors|Section 3581.4.

3581.4.  The higher education employer shall meet and confer with representatives of employee organizations upon request. Meet and confer means that they shall consider as fully as the employer deems reasonable such presentations as are made by the employee organization on behalf of its supervisory members prior to arriving at a determination of policy or course of action.(Added by Stats. 1978, Ch. 744.)
CA Govt Code § 3581.5 (2021)
2021 California Code|Government Code - GOV|TITLE 1 - GENERAL|DIVISION 4 - PUBLIC OFFICERS AND EMPLOYEES|CHAPTER 12 - Higher Education Employer-Employee Relations|ARTICLE 6.5 - Supervisors|Section 3581.5.

3581.5.  The higher education employer shall allow a reasonable number of supervisory public employee representatives of verified employee organizations reasonable time off without loss of compensation or other benefits when meeting and conferring with representatives of the higher education employer on matters within the scope of representation.(Added by Stats. 1978, Ch. 744.)
CA Govt Code § 3581.6 (2021)
2021 California Code|Government Code - GOV|TITLE 1 - GENERAL|DIVISION 4 - PUBLIC OFFICERS AND EMPLOYEES|CHAPTER 12 - Higher Education Employer-Employee Relations|ARTICLE 6.5 - Supervisors|Section 3581.6.

3581.6.  The higher education employer and employee organizations shall not interfere with, intimidate, restrain, coerce, or discriminate against supervisory employees because of their exercise of their rights under this article.(Added by Stats. 1978, Ch. 744.)
CA Govt Code § 3581.7 (2021)
2021 California Code|Government Code - GOV|TITLE 1 - GENERAL|DIVISION 4 - PUBLIC OFFICERS AND EMPLOYEES|CHAPTER 12 - Higher Education Employer-Employee Relations|ARTICLE 6.5 - Supervisors|Section 3581.7.

3581.7.  Subject to review by the board, the higher education employer may adopt reasonable rules and regulations for the administration of supervisory employee-employer relations under this article. Such rules and regulations may include provisions for:(a) Verifying that an employee organization does in fact represent supervisory employees of the employer.(b) Verifying the official status of employee organization officers and representatives.(c) Access of employee organization officers and representatives to work locations.(d) Use of official bulletin boards and other means of communication by employee organizations.(e) Furnishing nonconfidential information pertaining to supervisory employee relations to employee organizations.(f) Such other matters as are necessary to carry out the purposes of this article.(Added by Stats. 1978, Ch. 744.)
CA Govt Code § 3582 (2021)
2021 California Code|Government Code - GOV|TITLE 1 - GENERAL|DIVISION 4 - PUBLIC OFFICERS AND EMPLOYEES|CHAPTER 12 - Higher Education Employer-Employee Relations|ARTICLE 7 - Organizational Security|Section 3582.

3582.  Subject to the limitations set forth in this section, organizational security shall be within the scope of representation.(Added by Stats. 1978, Ch. 744.)
CA Govt Code § 3583 (2021)
2021 California Code|Government Code - GOV|TITLE 1 - GENERAL|DIVISION 4 - PUBLIC OFFICERS AND EMPLOYEES|CHAPTER 12 - Higher Education Employer-Employee Relations|ARTICLE 7 - Organizational Security|Section 3583.

3583.  Permissible forms of organizational security shall be limited to either of the following:(a) An arrangement pursuant to which an employee may decide whether or not to join the recognized or certified employee organization, but which requires the employer to deduct from the wages or salary of any employee who does join, and pay to the employee organization which is the exclusive representative of that employee, the standard initiation fee, periodic dues, and general assessments of the organization for the duration of the written memorandum of understanding. This arrangement shall not deprive the employee of the right to resign from the employee organization within a period of 30 days prior to the expiration of a written memorandum of understanding.(b) The arrangement described in Section 3583.5.(Amended by Stats. 1999, Ch. 952, Sec. 1. Effective January 1, 2000.)
CA Govt Code § 3584 (2021)
2021 California Code|Government Code - GOV|TITLE 1 - GENERAL|DIVISION 4 - PUBLIC OFFICERS AND EMPLOYEES|CHAPTER 12 - Higher Education Employer-Employee Relations|ARTICLE 7 - Organizational Security|Section 3584.

3584.  (a) Notwithstanding Section 3583.5, an employee of the California State University or the University of California, other than faculty of the University of California who are eligible for membership in the Academic Senate, who is a member of a bona fide religion, body, or sect that has historically held conscientious objections to joining or financially supporting public employee organizations, shall not be required to join or financially support any public employee organization as a condition of employment. An employee to which this subdivision is applicable may be required, in lieu of periodic dues, initiation fees, or agency shop fees, to pay sums equal to the amount of the fair share service fee determined pursuant to subdivision (a) of Section 3583.5 to a nonreligious, nonlabor charitable fund exempt from taxation under Section 501(c)(3) of the Internal Revenue Code, chosen by the employee from a list of at least three of these funds designated by the employer and the exclusive representative or, if the employer and exclusive representative fail to designate funds, chosen by the employee. Proof of these payments shall be made on a monthly basis to the employer as a condition of continued exemption from the requirement of financial support of the exclusive representative.(b) Every recognized or certified employee organization that has an agency shop provision under this section shall keep an adequate itemized record of its financial transactions, and shall make available annually, to the employer and to the employees who are members of the organization, within 60 days after the end of its fiscal year, a detailed written financial report thereof in the form of a balance sheet and an operating statement, certified as to accuracy by the president and treasurer or comparable officers. An employee organization covering employees governed under this chapter and required to file financial reports under the federal Labor-Management Disclosure Act of 1959 (29 U.S.C. Sec. 401 et seq.) , or required to file financial reports under Section 3546.5, may satisfy the financial reporting requirements of this section by providing the employer with a copy of those financial reports.(Added by Stats. 1999, Ch. 952, Sec. 3. Effective January 1, 2000.)
CA Govt Code § 3585 (2021)
2021 California Code|Government Code - GOV|TITLE 1 - GENERAL|DIVISION 4 - PUBLIC OFFICERS AND EMPLOYEES|CHAPTER 12 - Higher Education Employer-Employee Relations|ARTICLE 7 - Organizational Security|Section 3585.

3585.  In the absence of an arrangement pursuant to Section 3583 or 3583.5, an employer shall, upon written authorization by the employee involved, deduct and remit to the exclusive representative or, in the absence of an exclusive representative, to the employee organization of the employee’s choice, the standard initiation fee, periodic dues, and general assessments of that organization, until the time an exclusive representative has been selected for the employee’s unit. Thereafter, deductions shall be made only for the exclusive representative.(Amended by Stats. 1999, Ch. 952, Sec. 4. Effective January 1, 2000.)
CA Govt Code § 3586 (2021)
2021 California Code|Government Code - GOV|TITLE 1 - GENERAL|DIVISION 4 - PUBLIC OFFICERS AND EMPLOYEES|CHAPTER 12 - Higher Education Employer-Employee Relations|ARTICLE 7 - Organizational Security|Section 3586.

3586.  The Trustees of the California State University shall continue all payroll assignments authorized by an employee prior to and until recognition or certification of an exclusive representative until notification is submitted by an employee to discontinue the employee’s assignments.(Amended by Stats. 1983, Ch. 142, Sec. 27.)
CA Govt Code § 3587 (2021)
2021 California Code|Government Code - GOV|TITLE 1 - GENERAL|DIVISION 4 - PUBLIC OFFICERS AND EMPLOYEES|CHAPTER 12 - Higher Education Employer-Employee Relations|ARTICLE 7 - Organizational Security|Section 3587.

3587.  Every recognized or certified employee organization shall keep an adequate itemized record of its financial transactions and shall make available annually, to the board and to the employees who are members of the organization, within 60 days after the end of its fiscal year, a detailed written financial report thereof in the form of a balance sheet and an operating statement, certified as to accuracy by the president and treasurer or comparable officers. In the event of failure of compliance with this section, any employee within the organization may petition the board for an order compelling such compliance, or the board may issue such compliance order on its motion.(Added by Stats. 1978, Ch. 744.)
CA Govt Code § 3589 (2021)
2021 California Code|Government Code - GOV|TITLE 1 - GENERAL|DIVISION 4 - PUBLIC OFFICERS AND EMPLOYEES|CHAPTER 12 - Higher Education Employer-Employee Relations|ARTICLE 8 - Rights-Disputes Arbitration|Section 3589.

3589.  (a) An employer and an exclusive representative who enter into a written memorandum of understanding may agree to procedures for final and binding arbitration of disputes that may arise under the memorandum of understanding or between the parties.(b) Where a party to a memorandum of understanding is aggrieved by the failure, neglect, or refusal of the other party to proceed to arbitration pursuant to the procedures provided therefor in the memorandum, the aggrieved party may bring proceedings pursuant to Title 9 (commencing with Section 1280) of Part 3 of the Code of Civil Procedure for a court order directing that the arbitration proceed pursuant to the procedures provided therefor in such memorandum of understanding.(c) An arbitration award made pursuant to this section shall be final and binding upon the parties and may be enforced by a court pursuant to Title 9 (commencing with Section 1280) of Part 3 of the Code of Civil Procedure.(d) The board shall submit a list of names of arbitrators to employers and employee organizations upon their mutual request. Nothing in this subdivision shall preclude the parties from mutually agreeing to some other means of selecting an arbitrator. The board shall also, if mutually requested to do so, designate an arbitrator to hear and decide the rights dispute.(Added by Stats. 1978, Ch. 744.)
CA Govt Code § 3590 (2021)
2021 California Code|Government Code - GOV|TITLE 1 - GENERAL|DIVISION 4 - PUBLIC OFFICERS AND EMPLOYEES|CHAPTER 12 - Higher Education Employer-Employee Relations|ARTICLE 9 - Impasse Procedure|Section 3590.

3590.  Either an employer or the exclusive representative may declare that an impasse has been reached between the parties in negotiations over matters within the scope of representation and may request the board to appoint a mediator for the purpose of assisting them in reconciling their differences and resolving the controversy on terms which are mutually acceptable. If the board determines that an impasse exists, it shall, in no event later than five working days after the receipt of a request, appoint a mediator in accordance with such rules as it shall prescribe. The mediator shall meet forthwith with the parties or their representatives, either jointly or separately, and shall take such other steps as he may deem appropriate in order to persuade the parties to resolve their differences and effect a mutually acceptable memorandum of understanding. The services of the mediator, including any per diem fees, and actual and necessary travel and subsistence expenses, shall be provided by the board without cost to the parties. Nothing in this section shall be construed to prevent the parties from mutually agreeing upon their own mediation procedure and in the event of such agreement, the board shall not appoint its own mediator, unless failure to do so would be inconsistent with the policies of this chapter. If the parties agree upon their own mediation procedure, the cost of the services of any appointed mediator, unless appointed by the board, including any per diem fees, and actual and necessary travel and subsistence expenses, shall be borne equally by the parties.(Added by Stats. 1978, Ch. 744.)
CA Govt Code § 3591 (2021)
2021 California Code|Government Code - GOV|TITLE 1 - GENERAL|DIVISION 4 - PUBLIC OFFICERS AND EMPLOYEES|CHAPTER 12 - Higher Education Employer-Employee Relations|ARTICLE 9 - Impasse Procedure|Section 3591.

3591.  If the mediator is unable to effect settlement of the controversy within 15 days after his appointment and the mediator declares that factfinding is appropriate to the resolution of the impasse, either party may, by written notification to the other, request that their differences be submitted to a factfinding panel. Within five days after receipt of the written request, each party shall select a person to serve as its member of the factfinding panel. The board shall, within five days after such selection, select a chairman of the factfinding panel. The chairman designated by the board shall not, without the consent of both parties, be the same person who served as mediator pursuant to Section 3590.(Added by Stats. 1978, Ch. 744.)
CA Govt Code § 3592 (2021)
2021 California Code|Government Code - GOV|TITLE 1 - GENERAL|DIVISION 4 - PUBLIC OFFICERS AND EMPLOYEES|CHAPTER 12 - Higher Education Employer-Employee Relations|ARTICLE 9 - Impasse Procedure|Section 3592.

3592.  The panel shall, within 10 days after its appointment, meet with the parties or their representatives and consider their respective positions. The panel may make additional inquiries and investigations, hold hearings, and take other steps which it may deem appropriate. For the purpose of the hearings, investigations, and inquiries, the panel may issue subpoenas requiring the attendance and testimony of witnesses and the production of evidence. The Regents of the University of California, the Directors of Hastings College of the Law, and the Trustees of the California State University shall furnish the panel, upon its request, with all records, papers, and information in their possession relating to any matter under investigation by or in issue before the panel, except for those records, books, and information which are confidential by statute.(Amended by Stats. 1983, Ch. 143, Sec. 182.)
CA Govt Code § 3593 (2021)
2021 California Code|Government Code - GOV|TITLE 1 - GENERAL|DIVISION 4 - PUBLIC OFFICERS AND EMPLOYEES|CHAPTER 12 - Higher Education Employer-Employee Relations|ARTICLE 9 - Impasse Procedure|Section 3593.

3593.  (a) If the dispute is not settled within 30 days after the appointment of the panel, or, upon agreement by both parties, within a longer period, the panel shall make findings of fact and recommend terms of settlement, which recommendations shall be advisory only. Any findings of fact and recommended terms of settlement shall be submitted in writing to the parties privately before they are made public. The panel, subject to the rules and regulations of the board, may make those findings and recommendations public 10 days thereafter. During this 10-day period, the parties are prohibited from making the panel’s findings and recommendations public.(b) The costs for the services of the panel chairperson, including per diem fees, if any, and actual and necessary travel and subsistence expenses, shall be borne by the board. Any other mutually incurred costs shall be borne equally by the employer and the exclusive representative. Each party shall bear the costs it incurs for the panel member it selects.(c) (1) This subdivision applies only to disputes relating to the faculty and librarians of the University of California and the Hastings College of the Law. For the purposes of this subdivision, “faculty” means teachers employed to teach courses and authorize the granting of credit for the successful completion of courses, and excludes employees whose employment is contingent on their status as students.(2) Irrespective of whether the panel makes its findings and recommendations public pursuant to subdivision (a), the Regents of the University of California and the Directors of the Hastings College of the Law, as appropriate, shall make the findings and recommendations of the panel public after the 10-day period prescribed by subdivision (a) has ended. These findings and recommendations shall be posted in a prominent public place, and copies of the findings and recommendations shall be made available to any person attending the next regularly scheduled public meeting of the regents or the directors, as appropriate. The publicly distributed agenda of the next regularly scheduled meeting of the regents or the directors, as appropriate, shall reference the availability of these findings and recommendations.(3) It is the intent of the Legislature that the regents or the directors, as appropriate, shall act upon the findings and recommendations of the panel at an open and public meeting within 90 days of their submission to the parties by the panel.(Amended by Stats. 2003, Ch. 62, Sec. 106. Effective January 1, 2004.)