15 Jan Managerial and Confidential Employees
KEEPING YOU INFORMED…
As you may know, it is important to periodically review the composition of your bargaining units to determine whether there are any employees who should be removed due to their “managerial” or “confidential” status. Employees who are formally designated as either “managerial” and/or “confidential” by the Public Employment Relations Board (“PERB”) are excluded from the definition of “public employee” and, therefore, cannot be included in a bargaining unit. An employee can be removed from a bargaining unit if the relevant union agrees to do so or if PERB grants a petition designating the employee as managerial or confidential.
An employee may be designated as “managerial” if he or she: (i) formulates employer-wide policy; (ii) may reasonably be required by the employer to conduct collective negotiations; or (iii) may reasonably be required to play a major role in the administration of collective bargaining agreements or personnel administration, provided that this role requires the exercise of independent judgment and is not of a routine or clerical nature (e.g., a Superintendent or an Assistant Superintendent of Schools, a Director of Labor Relations or Personnel/Human Resources, and some department heads).
An employee may be designated as “confidential” if he or she assists a managerial employee on a regular basis, in a personal confidential capacity, on confidential matters involving personnel or labor relations, including collective negotiations.
Please contact Alyson Mathews at (631) 694-2300 or any of our other attorneys if you have questions regarding whether a particular employee meets the definition of “managerial” and/or “confidential” or need assistance with the filing of a managerial/confidential petition with PERB.
THIS MEMORANDUM IS MEANT TO ASSIST IN GENERAL UNDERSTANDING OF THE CURRENT LAW. IT IS NOT TO BE REGARDED AS LEGAL ADVICE. THOSE WITH PARTICULAR QUESTIONS SHOULD SEEK THE ADVICE OF COUNSEL.
© Lamb & Barnosky, LLP 2019