STATE OF FLORIDA
DIVISION OF ADMINISTRATIVE HEARINGS
FLORIDA STATE LODGE F.O.P., )
)
Petitioner, )
and ) CASE NO. 75-466
)
HILLSBOROUGH COUNTY PBA, ) CASE NO. 75-464
)
Petitioner, )
)
vs. )
)
CITY OF TAMPA, )
)
Public Employer. )
)
RECOMMENDED ORDER
Pursuant to notice, the Division of Administrative Hearings, by its duly designated hearing officer, G. Steven Pfeiffer, held a public hearing in this case on July 10 and 11, and August 20, 21, and 22, 1975, at Tampa, Florida.
APPEARANCES
For Petitioner Irving Weinsoff
(Florida State Weinsoff, Weinsoff and Carney, P.A. Lounge F.O.P.): Miami, Florida
For Petitioner
(Hillsborough Donald Slesnick County PBA): Miami, Florida
For Public Lucius Dyal
Employer: Shackleford, Farrior, Stallings, and Evans Tampa, Florida
SUMMARY OF THE CASE
The Hillsborough County Police Benevolent Association ("PBA" hereafter) filed a petition with the Public Employees Relations Commission ("PERC" hereafter) on April 17, 1975. The PBA is seeking to represent a unit of employees of the City of Tampa ("Public Employer" hereafter). The unit described in the petition would include corporals, patrolmen, detectives, and tactical air pilots, and sergeants. Employees with the rank of lieutenant and above would be excluded. The Florida State Lodge, Fraternal Order of Police ("FOP" hereafter) filed a petition with PERC on April 28, 1975. The FOP is seeking to represent a unit similar to that described by the PBA. The unit described by the FOP in their petition would include patrolmen, detectives, sergeants, lieutenants, and captains, but would exclude the Chief of Police, the Deputy Chief of Police and majors. Each of the proposed units would include
personnel in the Public Employer's Police Department, and in no other department.
At the hearing the parties were able to stipulate that certain positions should be included or excluded from any bargaining unit that might be deemed appropriate. The PBA consistently maintained that the appropriate bargaining unit would include all sworn personnel with the rank of sergeant or below, and would exclude personnel with the rank of lieutenant and above. At the conclusion of the testimony, the FOP amended it's position with respect to an appropriate collective bargaining unit, based upon the evidence that had been presented. The FOP contends that there should be two bargaining units. The first unit would be a rank and file unit consisting of all sworn police officers with the rank of corporal and below. The second unit would be a unit of supervisory personnel consisting of captains, lieutenants, and sergeants. The Public Employer contends that two units should be established. The rank and file unit would be the same as that described by the FOP. The supervisory unit would consist of lieutenants and sergeants. The public Employer contends that personnel with the rank of captain and above are managerial employees within the meaning of the Public Employees Relations Act (Florida Statutes s447.001(4)).
The final hearing commenced on July 10, and continued through July 11, August 20, 21, and 22, 1975. The purposes of the hearing were to consider and to develop a record from which PERC might consider and determine the following issues:
Whether the City of Tampa is a public employer within the meaning of Florida Statutes, Chapter 447.
Whether the PBA, and the FOP are employee organizations within the meaning of Florida Statutes, Chapter 447.
Whether sufficient showing of interests were made as required for the filing of representation election petitions under Florida Statutes, Chapter 447.
Whether the PBA and the FOP are properly registered organizations with the Public Employees Relations Commission.
Determination of the appropriate unit of public employees in the case.
At the hearing the Public Employer called the following witnesses:
Robert L. Smith, a police captain employed by the Public Employer; Clayton Briggs, a police major employed by the Public Employer; James T. Youngblood, a lieutenant employed by the Public Employer; James A. Lassiter, a sergeant employed by the Public Employer; Billy Glen Whitmer, a sergeant employed by the Public Employer; Silas
Brock, a sergeant employed by the Public Employer; Donald W. Newberger, a lieutenant employed by the Public Employer; Oscar Alfonso, a sergeant employed by the Public Employer; Murel
E. Noblitt, a captain employed by the Public Employer; James D. Diamond, the Deputy Chief of Police of Operations employed by the Public Employer; and Charles Oterro, the Chief of Police employed
by the Public Employer.
The PBA called:
Howard William Martinez, a sergeant employed by the Public Employer; Jerry Thomas Feltman, a sergeant employed by the Public Employer; and Stanley E. Marlar, a patrolman field instructor employed by the Public Employer.
The FOP did not call additional witnesses.
Hearing Officer's Exhibits 1 through 11, Public Employer's Exhibits 1 through 13, and PBA Exhibit 1 were all received in evidence. PBA Exhibit 2 was marked for identification, but was not received in evidence. The parties were allowed an opportunity to file Legal Memoranda and proposed Findings of Fact, and these have been received. Subsequent to the hearing the Public Employer filed a Motion for Determination of Managerial Employees and Confidential Employees. The Public Employer is seeking a determination from PERC that the Chief of Police, lieutenant colonels, police majors, police captains and police flight supervisors are managerial employees; and that employees in the Internal Affairs Unit, employees in the Criminal Intelligence Unit, administrative sergeants, and administrative corporals are confidential employees.
The transcript of the proceedings is in five volumes, some of which are separately paginated. References to the transcript of proceedings dated July 10, 1975, will be designated "TA" followed by the page number. References to the transcript of proceedings dated July 11, 1975 will be designated "TB" followed by the page number. References to the transcript of proceedings in three volumes beginning August 20, 1975 and ending August 22, 1975 will be designated "TC" followed by the page number.
FINDINGS OF FACT
Thee PBA filed it's petition with PERC on April 17, 1975. (Hearing Officer's Exhibit 1).
The FOP filed it's petition with PERC on April 28, 1975. (Hearing Officer's Exhibit 5).
The hearing in these cases was scheduled by notice dated June 6, 1975. The two cases were consolidated for the purposes of the hearing by agreement of the parties. (Hearing Officer's Exhibit 2, TA 4).
The City of Tampa is a Public Employer within the meaning of Florida Statute s447.002(2). (Stipulation TA 5).
The Hillsborough County Police Benevolent Association is an Employee Organization within the meaning of Florida Statutes 447.002(10). (Stipulation TA 5).
The Florida State Lodge, Fraternal Order of Police is an Employee Organization within the meaning of Florida Statutes 447.002(10). (Stipulation TA 5).
The PBA and the FOP have requested recognition as the exclusive bargaining agent of employees described in their respective petitions, and these requests have been denied by the Public Employer. (Stipulation TA 6).
There is no contractual bar to the holding of an election in this case. (Stipulation TA 6).
There is no bargaining history between the Public Employer and any members of the proposed bargaining units. (Stipulation TA 7).
The PBA is properly registered with PERC. (Stipulation TA 7, Hearing Officer's Exhibit 3).
The FOP is properly registered with PERC. (Stipulation TA 7, Hearing Officer's Exhibit 7).
PERC has previously determined that the PBA filed the Requisite Showing of Interest with it's petition. (Hearing Officer's Exhibit 4). No evidence was offered at the hearing to rebut this administrative determination.
PERC has previously determined that the FOP filed the Requisite Showing of Interest with it's petition. (Hearing Officer's Exhibit 8). No evidence was offered at the hearing to rebut this administrative determination.
The parties stipulated and agreed that the position of Police Legal Advisor, the Chief of Police, the Assistant Chiefs of Police, or lieutenant colonels, and police majors should be excluded from any collective bargaining unit ultimately certified by PERC. (TA 8 - 10).
The City of Tampa Police Department is organized into seven divisions consisting of Police Headquarters, two Uniform Districts, a Detective Division, a Tactical Division, a Services Division and an Administrative Division. Police Headquarters is commanded by the Chief of Police. A total of 12 sworn personnel work at headquarters. These are two lieutenant colonels or deputy police chiefs, an administrative sergeant, two administrative corporals, the Criminal Intelligence Unit, the Internal Affairs Unit, and the Police Legal Officer.
The two Uniform Districts are organized in the same manner. Uniform District 1 covers roughly the western geographic half of the city, and Uniform District 2 covers the eastern half of the city. Each uniform district is commanded by a police major. The districts are divided into three shifts, each of which is commanded by a shift commander who holds the rank of police captain. There is a field commander who generally holds the rank of lieutenant and five to seven squads on each shift. The squads are commanded by a police sergeant and consist of one police corporal and nine police officers. Two of the police officers are designated field instructors. There are approximately 210 sworn personnel in each uniform district.
The Detective Division is commanded by a police major. The function of the Detective Division is to conduct latent criminal investigations. There are four bureaus in the division. The Homicide Bureau, the Burglary Bureau and the Larceny Bureau are each commanded by a captain, with a sergeant as second in command. The Juvenile Bureau is commanded by a captain with a lieutenant second in command. One sergeant in the Juvenile Bureau commands the Missing Persons, Social Welfare, Police Athletic League, and Community Relations sections. Another sergeant commands the ten detectives who are assigned to the juvenile section. There are 82 sworn personnel in the Detective Division.
The Tactical Division is commanded by a police major. It is composed of 3 major subdivisions: the Vice Control Bureau, the Police Air Service, and
the Selective Enforcement Unit. The Vice Control Bureau is commanded by a captain with a lieutenant second in command. The Vice Control Bureau is divided into two squads, one responsible for lottery and beverage investigations, and one for narcotics investigations. Each of the squads is commanded by a sergeant. The Police Air Service is commanded by a police flight supervisor who is roughly equivalent in rank to a police captain. The assistant flight supervisor is second in command, and is roughly equivalent in rank to a police sergeant. The Selective Enforcement Unit is commanded by a captain with a lieutenant second in command. There are approximately 83 sworn personnel in the Tactical Division.
The Services Division is commanded by a police major. Two bureaus compose the Services Division: the I.D. and Records Bureau and the Communications and Maintenance Bureau. Each bureau is commanded by a captain with a lieutenant as second in command. There are 42 sworn personnel in the Services Division.
The Administrative Division is commanded by a major. Two bureaus comprise the division: Personnel and Training, and Budget Research. Each bureau is commanded by a captain. A bureau sergeant and a range sergeant command the two sections of the Personnel and Training Bureau. The Budget and Research Bureau has two sections: Property and Research commanded by a sergeant, and Payroll and Accounting which is staffed entirely by civilians. There are 27 sworn personnel in the Administrative Division.
The majors who command the two Uniform Districts, the Detective Division and the Tactical Division, answer directly to the operation's lieutenant colonel, who answers to the Chief of Police. The majors who command the Services Division and the Administrative Division answer to the administrative lieutenant colonel, who answers to the Chief of Police.
There are approximately 665 sworn personnel in the City of Tampa Police Department.
The Chief of Police is the top management official in the City of Tampa Police Department. His responsibilities include, inter alia, establishing standards of conduct for police officers; supervising preparation of the departmental budget, and administering departmental expenditures in accordance with budget provisions; interpreting departmental rules, regulations, and policies to employees; and supervising the selection and development of new patrolmen. The Chief of Police has ultimate responsibility for hiring, firing, and promoting employees within the Police Department. The Chief conducts staff conferences on an as needed basis. Lieutenant colonels and majors attend these conferences. The staff formulates policy for the Chief's approval. It is anticipated that the staff would formulate collective bargaining procedure in the event that a bargaining unit is established, and will ultimately administer any collective bargaining agreement that is formulated. The parties stipulated and agreed that the Chief of Police should be excluded from any collective bargaining unit ultimately certified PERC.
The two lieutenant colonels are also referred to as deputy chiefs of police. The administrative lieutenant colonel supervises the support functions of the department. The operations lieutenant colonel supervises the field activities. The lieutenant colonels make inspections of assigned operations to ascertain level of performance, review employee problems and insure that necessary steps are taken to maintain high morale, receive and dispose of complaints and report thereon to the Police Chief and review expenditures and
assist the Chief in preparation of the annual budget estimates. The lieutenant colonels serve on the Police Chief's staff. At the hearing the parties stipulated and agreed that lieutenant colonels should be excluded from any collective bargaining unit ultimately certified by PERC.
Police majors command the major divisions of the Police Department other than the Police Headquarters Division. Police majors are commonly referred to as the chief law enforcement officers. The major has the primary responsibility for the planning, coordination, and direction of activities and functions assigned to his division. He has supervisory control and direction of all members and employees assigned to his division. The major is required to make or cause to be made, inspections of all units, personnel, equipment and facilities under his command. The major is required to investigate, or cause to be investigated, any cases of apparent or alleged misconduct of his personnel and to prepare a report for review by the Chief of Police and the lieutenant colonel. The major takes whatever immediate disciplinary action is required. The major is responsible for making personnel assignments within his division. The major is charged with responsibility for preparing an annual budget estimate for his division, and he exercises control over disbursements of budgeted funds within his division. The major is required to report in writing to the Chief of Police any probationary officers who for any reason appear unfit or unqualified for police service, and to make recommendations concerning their continued employment. Majors serve on the Police Chief's staff. At the hearing the parties stipulated and agreed that majors should be excluded from any collective bargaining unit ultimately certified by PERC.
Police captains plan, direct and coordinate the activities of a bureau, or are in command of a police shift. The police captain is responsible for directing and training personnel under his command, and assumes responsibility for occurrences on the shift. It is the police captain's duty to assure adequate performance by all assigned personnel. The captain assists in the selection and development of new patrolmen, and participates in the police training program. The captain recommends disciplinary action. He is responsible for the care and maintenance of all equipment, materials and facilities assigned to his command. Captains generally work at Police Headquarters, and have field duties only under unusual circumstances. Police captains can modify deployment of personnel under their command without further authority. Police captains attend the Chief's staff conferences in the absence of a major, or for special reporting purposes. The day-to-day activities undertaken by captains within the Police Department vary according to the particular assignment; however, the captains are interchangeable with one another.
Standard Operating procedure Bulletins outlining the particular duties assigned to each police captain have been promulgated. These bulletins accurately describe the duties, responsibilities, and day-to-day activities of each police captain. These bulletins were received into evidence as Public Employer's Exhibits #12, 25, 29, 40, 47, 53, 55, 61, and 65. The Public Employer contends that police captains are managerial employees. The PBA is not seeking to include captains within it's proposed bargaining unit. The FOP is seeking to include police captains in a collective bargaining unit with lieutenants and sergeants.
Police lieutenants are frequently referred to as field commanders, or field supervisors. They serve as supervisors in one of the major administrative functional areas. Police lieutenants exercise immediate supervision over uniform sergeants and patrolmen, and are responsible for overseeing activities
in the field. A lieutenant in one of the Uniform Districts would supervise from
3 to 6 sergeants, and from 30 to 60 police officers. A police sergeant's reports and recommendations respecting disciplinary action are submitted to the captain through the lieutenant. The lieutenant can make independent recommendations respecting disciplinary action. A police lieutenant would typically spend from 1 to 3 hours weekly on discipline problems. When circumstances such as a large number of calls in a given zone warrant it, a lieutenant can make immediate decisions respecting the deployment of squads.
The lieutenant is responsible for coordinating the activities of squads, and generally will make recommendations to the shift commander respecting deployment of personnel. The police lieutenants evaluate police sergeants, but not at regularly scheduled times. Lieutenants can place material in a sergeant's personnel file. Lieutenants wear a different uniform than officers with lower ranks. Lieutenants wear white shirts and blue slacks while other uniform personnel wear blue shirts and blue slacks. Lieutenants serve as captains during the latter's absence. In the Uniform Districts, this regularly occurs at least two days per week. In the absence of both the captain and a major, the lieutenant would serve as district commander. The lieutenant in the Services Division, I.D. and Records Bureau, serves as the bureau chief for an average of
5 to 6 weeks per year. The day-to-day activities of lieutenants will vary depending on the assignment; however, lieutenants are interchangeable with one another. Standard Operating Procedures Bulletins respecting lieutenants assigned to various bureaus and divisions have been promulgated. These bulletins accurately describe the duties, responsibilities, and day-to-day activities of the lieutenants. These bulletins were received into evidence as Public Employer's Exhibits #13, 14, 30, 48, 54, and 56. The Public Employer contends that lieutenants should not be included in a collective bargaining unit with rank and file personnel, but could be included in a unit of supervisory personnel with police sergeants. The PBA does not contend that lieutenants should be included in it's proposed unit. The FOP contends that lieutenants should be included in a unit of supervisory personnel including captains, lieutenants, and sergeants.
Police sergeants serve as the immediate supervisors of police corporals, field instructors, officers, and detectives. Sergeants command squads within the department. The rank of sergeant is the first rank which is viewed by the department as an actual promotion. The ranks of corporal, field instructor, detective, and officer are viewed as assignments, although corporals, field instructors and detectives receive more pay than officers. Corporals and field instructors do frequently act as sergeants. Sergeants have close working relationships with the personnel in their squads, but do not perform precisely the same functions. On a typical day the sergeant will call the roll, read directives to the officers, check crime reports, perform additional administrative duties, then go into the field in a patrol car. The sergeant continues to supervise the officers, but he may perform some of the same duties that officers perform. Sergeants make the determination of which personnel within a squad perform which functions. Sergeants spend more time in the field than in their offices, but they answer far fewer calls and make far fewer arrests than do the officers. Sergeants wear a uniform consisting of blue slacks and a blue shirt. This is the same uniform worn by corporals, field instructors, and officers; however, sergeants wear gold badges and hat insignias rather than the silver worn by the lower ranking personnel. In the Detective Bureau sergeants serve as acting captain for approximately two to two and one half months per year. Sergeants occasionally serve as division commander within the detective division. A sergeant in the Detective Division does not investigate offenses. He examines reports of investigations, and if not satisfied instructs the detective as to what additional steps should be pursued.
Sergeants regularly evaluate corporals, field instructors, officers, and detectives on forms which have been adopted by the department. The sergeant maintains a pending evaluation file for personnel under his supervision. An evaluation rendered by a sergeant cannot be changed, although the sergeant's recommendations may not be followed. Lieutenants, captains, and majors can make notations on the evaluation, but cannot change it. The sergeant's evaluation is reviewed with the officer. The sergeant and the lieutenant generally confer about the evaluation. The division commander, or major, reviews the evaluations and frequently discusses them with the officers who have been evaluated. Evaluations play some part in determining promotions. Promotions are determined
70 percent on the basis of a civil service test, 10 percent on the basis of seniority, and 20 percent on the basis of findings of an evaluation board appointed by the Chief. Sergeants can serve on the evaluation board, and the sergeant's evaluations are among the items considered by the board. In a sergeant's absence, a corporal would perform the evaluation.
Disciplinary action against corporals, field instructors, officers or detectives is initiated by sergeants. The sergeant will make an initial determination as to whether disciplinary action is necessary. The sergeant might frequently counsel the officer rather than initiate disciplinary action. The sergeant will investigate the incidence and ultimately will make recommendations which go into the personnel file, and could be used in consideration of promotion. A sergeant's recommendations respecting discipline are not changed, although they are not necessarily followed. If an officer is tardy in arriving at work, the sergeant can send him home without pay and then initiate disciplinary action. The officer could lose a vacation day and the month's sick day. A sergeant can relieve an officer of duty for performing duties improperly or for being incapable of performing duties without prior authority. The sergeant would then initiate disciplinary action.
The sergeants serve as the first step in the department's grievance procedure. If a sergeant does not resolve a grievance within 48 hours of submission, he will forward it up the chain of command. The sergeant's comments in a grievance matter become part of the grievance file. The sergeant's recommendations respecting grievances are not changed although they are not necessarily followed.
Granting or denying unscheduled time off is initially the responsibility of the police sergeant. The police sergeant determines when comp time and vacation days can be taken, and this determination is not reviewable unless a grievance is initiated. Extra duty work is work which an officer can perform while off duty for extra pay. The sergeant authorizes or refuses requests for extra duty. Without prior approval, a sergeant can require that officers work overtime.
The sergeant makes recommendations respecting which officers in his squad are assigned the designation field instructor. The sergeant's recommendation has always been followed in the recollection of each witness who testified.
In a squad within the Uniform Districts, sergeants, corporals, field instructors and one other officer are permitted to use a department car. The sergeant makes the determination of which officer is permitted use of a car. Requests for transfer are submitted to sergeants. The sergeant makes the initial recommendation respecting request for transfer, and his recommendation is generally followed although the request is sent up the chain of command.
Sergeants make recommendations respecting discharge and suspension, but they do not make the final decision.
The day-to-day activities of a police sergeant will vary depending upon the particular assignment. Standard Operating Procedure Bulletins respecting each assignment which a sergeant might be given have been promulgated. These bulletins accurately describe the duties, responsibilities, and day-to-day activities of the assignments. These bulletins were received in evidence as Public Employer's Exhibits #15, 16, 26, 32, 36, 41, 49, 57, and 62. The Patrol and Traffic Divisions referenced in Public Employer's Exhibit #15 have been merged into the two Uniform Districts since the time that that bulletin was prepared. The sergeant assigned to the personnel and Training Bureau no longer performs the functions set out in paragraph 6 of Public Employer's Exhibit 62.
The Public Employer contends that sergeants should not be included in any unit of lower ranking personnel, but could be included within a unit consisting of lieutenants and sergeants. The PBA contends that sergeants should be included within the unit described in it's petition. The FOP contends that sergeants should be included within a unit consisting of captains, lieutenants, and sergeants.
The position of police corporal is not considered a permanent assignment. Police corporals serve as acting sergeant in the absence of the police sergeant. Standard Operating Procedures Bulletins respecting various assignments that a corporal might receive in the department have been promulgated. These bulletins accurately describe the duties, responsibilities, and day-to-day activities of police corporals. The bulletins were received in evidence as Public Employer's Exhibits #17, 18, 33, 38, and 50. The Public Employer, the PBA, and the FOP are in agreement that corporals should be included in any non-supervisory collective bargaining unit that might be certified by PERC.
A police sergeant is assigned to the position of administrative sergeant. The administrative sergeant answers directly to the Chief of Police. Four police corporals are assigned the position of administrative corporal. One administrative corporal answers directly to the administrative lieutenant colonel, one answers directly to the operations lieutenant colonel, and two answer directly to the two majors assigned to the Uniform Districts. The administrative sergeant and the administrative corporals perform duties assigned by their supervisor. Generally all of the files, information, and correspondence available to the supervisor is available to the administrative sergeant and administrative corporal. This would include personnel files. The administrative sergeant and the administrative corporals occasionally investigate citizen complaints, and perform research respecting proposed changes in procedure. The administrative sergeants and corporals handle escort work, screen personnel coming into their supervisor's office, and receive telephone calls and correspondence. The person presently serving as administrative sergeant has been assigned to that position for some time. The administrative corporals are rotated. It is anticipated by the Chiefs the lieutenant colonels, and the majors, that the administrative sergeants and corporals will not reveal information that is available to them.
The Police Air Service is commanded by a police flight supervisor. The police flight supervisor is roughly equivalent in rank to a police captain. The second in command is the assistant flight supervisor. The assistant flight supervisor is roughly equivalent in rank to a police sergeant. Standard
Operating Procedure Bulletins respecting the positions of police flight supervisor and assistant police flight supervisor have been promulgated. These bulletins accurately describe the duties, responsibilities, and day-to-day activities of the police flight supervisor and the assistant flight supervisor. These bulletins were received in evidence as Public Employer's Exhibits #43, 44, and 46.
The Criminal Intelligence Unit is headed by a police sergeant, who reports directly to the Police Chief. The Internal Affairs Unit is headed by a police lieutenant who answers directly to the Police Chief. The Criminal Intelligence Unit conducts investigations dealing with subversive activities and organized crime. The Internal Affairs Unit conducts investigations involving misconduct on the part of police personnel. When the need arises the personnel in the Criminal Intelligence Unit will assist the Interal Affairs Unit, and vice versa. Information gathered by these units are not distributed to anyone without the consent of the Police Chief. Personnel are assigned to these units by the Chief of Police on a rotating basis with the recommendation of the sergeant or lieutenant. It is probable that any investigations of illegal strike activity would be conducted by one of these units.
There are approximately 151 unsworn personnel employed by the City of Tampa Police Department. Neither Employee Organization sought inclusion of unsworn personnel in their proposed bargaining units. The Public Employer agreed that unsworn personnel should not be included in any collective bargaining unit consisting of sworn personnel. Very little testimony was presented at the hearing respecting unsworn personnel.
ENTERED this 5th day of January, 1976, in Tallahassee, Florida.
G. STEVEN PFEIFFER, Hearing Officer Division of Administrative Hearings Room 530, Carlton Building Tallahassee, Florida 32304
(904) 488-9675
| Issue Date | Proceedings |
|---|---|
| Jun. 28, 1990 | Final Order filed. |
| Jan. 05, 1976 | Recommended Order sent out. CASE CLOSED. |
| Issue Date | Document | Summary |
|---|---|---|
| Dec. 28, 1976 | Agency Final Order | |
| Jan. 05, 1976 | Recommended Order | Parties seek to establish job descriptions and duties for collective bargaining units for Public Employees Relations Commission (PERC) review. No Recommended Order. |
