STATE OF MAINE MAINE LABOR RELATIONS BOARD Case No. 97-UD-14 Issued: October 1, 1997 AFSCME COUNCIL 93, Petitioner, and UNIT DETERMINATION REPORT TOWN OF PARIS, Employer. INTRODUCTION This is a unit determination proceeding that was initiated on May 9, 1997, when Ms. Beverly Miner Hatheway, a representative of AFSCME Council 93 (hereinafter referred to as "Union"), filed a petition with the Maine Labor Relations Board ("Board") for determination of an appropriate bargaining unit pursuant to section 966(1) of the Municipal Public Employees Labor Relations Law C"MPELRL"), 26 M.R.S.A. ch. 9-A. The Union's petition seeks the formation of a bargaining unit composed of the following positions in the Town of Paris Highway Department: Equipment Operator/Truck Driver, [1] Equipment Operator/Assistant Foreman, and Foreman. The Town of Paris ("Town" or "Employer") contends that the position of Foreman is a department head and is therefore excluded from collective bargaining under section 962(6) (D). Prior to commencement of the formal hearing, the parties met with the hearing examiner to explore the possibility of settlement and, in the alternative, to offer exhibits into _________________________ 1The petition for unit determination lists the job classification as "Equipment operator/Truck Driver." During the hearing, however, the parties almost always referred to the position as "Equipment operator/Laborer", the title that was on the most recent written job description. The title "Equipment operator/Laborer" is assumed to be correct and is used in this decision. -1- evidence and formulate stipulations of fact. EXHIBITS The parties agreed to the admission of the following exhibits: Exhibit #1 Bylaws of the Board of Municipal Officers of the Town of Paris, Maine Exhibit #2 Town of Paris Personnel Policy Exhibit #3 "Things To Do This Spring Besides Reg. Maint." (handwritten by incumbent Road Foreman) Exhibit #4 Requested expenditures for FY 97-98 (handwritten by incumbent Road Foreman) Exhibit #5 "Recommendation of Road Foreman" on salaries Exhibit #6 Job Description--Foreman, Highway Department Exhibit #7 Job Description, Bangor Director of Public Services Exhibit #8 Job Description, Portland Director of Parks and Public Works Exhibit #9 Job Description, Portland Public Works Supervisor Exhibit #10 Job Description, Portland Public Works District Leader Exhibit #11 Agreement on Appropriate Unit, Lewiston Exhibit #12 Portions of Collective Bargaining Agreement, 1995-1998, Bangor Public Works Department Exhibit #13 Portions of Collective Bargaining Agreement, 1996-1999, Fort Fairfield Highway Department Exhibit #14 Portions of Collective Bargaining Agreement, 1996-1999, Houlton Public Works Employees -2- Exhibit #15 Portions of Collective Bargaining Agreement, 1993-1996, Rumford Public Works Department Exhibit #16 Portions of Collective Bargaining Agreement, 1995-1997, Saco Public Works Exhibit #17 Portions of Collective Bargaining Agreement, 1996-1998, City of Portland Supervisors Exhibit #18 Job Description, Town of Paris Equipment Operator-Laborer (Highway Department) Exhibit #19 Job Description, Town of Paris Public Works Foreman, 5/7/90 Exhibit #20 Performance Evaluation, 7/11/97, Highway Foreman by Town Manager STIPULATIONS 1. The incumbent Road Foreman was appointed by the Town Manager and the appointment was approved by the Board of Selectmen. It was a one-time process and the incumbent may be removed only for cause. 2. The appointment of the Road Foreman was not done pursuant to any specific statute. The Town does not have a charter. 3. The bylaws of the Town contain an organizational chart that lists four departments--police department, highway department, fire department and town clerk. There are additional clerical employees in the town hall and other officers or employees such as code enforcement officer, plumbing inspector, and welfare assistant, which are not in any of the four departments listed in the organizational chart on page 1 of the bylaws. 4. Pursuant to the established personnel policy, the Road Foreman is empowered to evaluate the performance of subordinate employees and is authorized to counsel and discipline employees. -3- The personnel policy also provides that any grievances as well as reports of injuries and accidents in the highway department must initially be presented to the Road Foreman. 5. The employees in the highway department were last evaluated in June of 1994 and that evaluation was done by the former Road Foreman and reviewed by the Town Manager. The former Road Foreman was also evaluated at that time by the Town Manager. 6. The current Road Foreman has been in the position for 10 months and has not evaluated any of the employees. The current Road Foreman was evaluated by the Town Manager in July of 1997. 7. The Road Foreman is the only highway department employee with an assigned vehicle. He may take that vehicle home but may only use it for Town business. 8. If the Foreman is determined to be a public employee within the meaning of the Act, two bargaining units would be appropriate: one unit consisting of the Foreman and the Equipment Operator/Assistant Foreman and the other unit consisting of the Equipment Operator/Laborer classification. if the Road Foreman is determined not to be a public employee, then there would be a single appropriate bargaining unit consisting of the Assistant Foreman and the Equipment Operator/ Laborer classifications. 9. The Foreman and the Assistant Foreman share a clear and identifiable community of interest. The Foreman would be appropriately placed in a unit with the Assistant Foreman but for the allegation that the Foreman is not a public employee. HEARING After due notice an evidentiary hearing on the petition was held by the undersigned hearing examiner on July 16, 1997, at the Board's conference room in Augusta, Maine. Mr. John Basso, State of Maine Coordinator, AFSCME Council 93, appeared on behalf of -4- the Union. Mr. David Berg, Management Consultant, appeared on behalf of the Employer. No one requested to intervene. The Union presented as its witnesses: Mr. Tony Farrar, Road Foreman; Mr. George Stephen Fay, Equipment operator/Laborer; and Mr. Armand E. Norton, Selectman. The Employer presented as its witnesses: Mr. Arthur E. Mill, Jr., Selectman; and Mr. James Kane, Town Manager. The parties were given the opportunity to examine and cross- examine witnesses, offer evidence and present oral argument at the close of the hearing. JURISDICTION AFSCME Council 93 is a public employee organization within the meaning of 26 M.R.S.A. 962(2) and the Town of Paris is a public employer within the meaning of 26 M.R.S.A. 962(7). The jurisdiction of the hearing examiner to hear this matter and make a unit determination lies in 26 M.R.S.A. 966(1) and (2) (1988). FINDINGS OF FACT 1. Section 2 of the Bylaws of the Board of Municipal Officers of the Town of Paris provides that the Town is organized in accordance with 30-A M.R.S.A. 2631 as a "Town Manager plan." It also states that the Town Manager is "the Chief Executive Officer (CEO) of the Town and is responsible for hiring qualified personnel to head each town department, subject to confirmation by the Board of Selectmen." 2. Two members of the Board of Selectmen and the Town Manager interviewed the current Road Foreman before he was hired and the full Board approved the hiring of the Road Foreman. No evidence was presented regarding the hiring process for other Town employees. It is presumed that Board involvement and Board confirmation is not the normal process for hiring all Town employees. -5- 3. The most current job description (dated 3/21/91) for the Road Foreman position is the following: Position: Foreman Dept.: Highway Nature of Work This is both a supervisory and practical work position. This employee supervises and works with a group of semi-skilled workers and equipment operators engaged in public works construction and maintenance operations. Incumbent reports through daily contact with and periodic reports to the Town Manager. Employee of this class supervises and assists crews which frequently include truck and equipment operators. Work of this class involves snow removal and sanding, road construction, and the scheduling, coordinating and supervision of various work performed in public works. Employee is further responsible for checking work performed by subordinates, to insure that streets, sidewalks, and storm sewers are made according to prescribed lines and grades. Employee also will work with the crew on projects and in on going maintenance operations. Illustrative Examples of Work Supervises and assists a crew of truck drivers and equipment operators in snow removal and sanding of Town streets and municipal parking lots Supervises and assists a crew of truck drivers and equipment operators in the construction and maintenance of municipal streets. Responsible for maintaining storm drainage system, where required. Inspects work to ensure conformance with given engineering specifications and standards, and make necessary adjustments in assignments and methods to correct deficiencies. Supervises and assists in repairing streets and sewer basins, placing and rolling asphalt, repair of ditches and culverts and -6- related activities. Supervises and assists in placement and removal of street signs, removal of downed trees and brush, and general clean-up of Town streets. Schedules work assignments, aids the Road Commissioner in hiring and discipline matters, and occasionally performs skilled work in construction of catch basins and equipment operation. Participates in work in such areas as snow removal, brush cutting, ditching, culvert replacement, and patching. Supervises and participates in the repair and maintenance of departmental equipment. Periodically patrols and inspects the road system to determine the need for repairs and maintenance, and for planning future work. Performs related work as required. Requirements of Work Considerable knowledge of materials, methods and techniques commonly used in street, sidewalk, and sewer construction activities. Considerable knowledge of the hazards and applicable safety precautions of the work. Working knowledge of the operation of construction equipment such as trucks and loaders used in road construction work, and ability to supervise and direct the activities of employees engaged in the operation and maintenance of such equipment. Ability to lay out, direct and supervise the work of a crew and equipment operators performing semi-skilled road and sewer construction, repair, and maintenance activities to obtain efficient results. Ability to read engineering plans for road and sewer construction and to follow prescribed lines and grades. -7- Ability to assist crews in the completion of projects and regular tasks. Ability to understand and follow complex oral and written directions. Ability to establish and maintain harmonious relationships with employees and the public, and to effectively obtain satisfactory work output. Ability to keep record and prepare reports. Ability to supervise and assist as necessary, the general maintenance of all public works equipment. Ability to budget and plan long range capital improvements - Ability to budget for annual departmental expenses. Desirable Experience and Training High School graduate with extensive knowledge of road repair, maintenance and construction activities, experience as a labor foreman in road construction, or any equivalent combination of experience and training. Snow plowing experience desirable. Completion of a two year program from an accredited college in engineering technology desirable, but not required. Experience in operation and basic maintenance of trucks and construction equipment. Necessary Special Requirements Must possess a valid Class 2 motor vehicle operator's license. 4. The Road Foreman spends 35 to 40 hours of his 45-hour workweek working alongside the other employees of the Highway Department performing work duties identical to the other crew members. 5. The bulk of the day-to-day tasks performed by the Road -8- Foreman have not changed since he was an Equipment Operators Laborer and later an Assistant Foreman. 6. The Road Foreman performs some supervisory and administrative duties such as distributing work assignments among the department employees, doing the payroll each week for the department, inspecting the roads, purchasing equipment and supplies or submitting purchasing requests to the Town Manager, and responding to citizen complaints regarding road conditions. The Road Foreman is authorized to schedule overtime hours. The Road Foreman has also submitted budget requests to the Town Manager which included proposed pay increases. The Road Foreman has written proposed job descriptions and provided input into a capital improvement plan in response to the request of the Town Manager. 7. The Road Foreman has not formulated any policy regarding the operation of the department and is not fully responsible for any employee relations functions with respect to his employees. He participates in the interview and hiring process with the Town Manager but does not have hiring authority. He has the authority to discipline employees but no authority to fire employees. The Road Foreman has not participated in the negotiation of any collective bargaining agreement nor has he participated in the development of any personnel policies. He does not formulate policies and procedures affecting the employees in the Highway Department. 8. The Town Manager also serves as the Road Commissioner for the Town. There is a statutory requirement that the Road Commissioner go over the roads a number of times a year or cause it to be done. (30-A M.R.S.A. 2702) The Road Commissioner/ Town Manager and the Road Foreman tour the roads together three or four times a year. 9. The Road Commissioner/Town Manager and the Road Foreman have toured the roads that are part of this year's major -9- reconstruction project a number of times with the contractors who may be submitting bids on the project. 10. The Town Manager prepares the contracts and the bid specifications for the major reconstruction projects in the highway department, as he does for other departments based on their recommendations. DISCUSSION In response to the Union's petition, the Employer alleges that the Road Foreman is excluded from the definition of public employee under section 962(6) (D) and, therefore, may not be included in any bargaining unit. Section 962(6) (D) excludes from coverage of the Act any person " [w] ho is a department head or division head appointed to office pursuant to statute, ordinance or resolution for an unspecified term by the executive head or body of the public employer." It is well established that exceptions to the definition of public employee must be narrowly construed to avoid undermining the purpose of the Act of providing public employees the right to join unions and bargain collectively. See, e.g., State of Maine and Maine State Employees Association, No. 82-A-02, slip op. at 6 (Me.L.R.B. June 2, 1983). The rationale for excluding department heads from those public employees having collective bargaining rights is not specifically addressed in the statute. It is clear, however, that to give department heads collective bargaining rights would be tantamount to requiring the employer to bargain with itself. As the attorney examiner in another unit determination case noted, presumably the reason department/division heads are excluded from coverage under the Act is: . . . because in municipalities large enough to have one or more true departments and even divisions within departments, the chief administrator of the municipal- ity cannot possibly personally perform the employee- related management functions that normally fall to that -10- position (and are not listed as simply supervisory duties in 26 M.R.S.A. 966(1)) --negotiation of collective bargaining contracts, hiring and firing of staff, development and administration of management policies and practices, etc. AFSCME, Council 93 and Town of Sanford, No. 92-UD-O3 (Me,L.R.B. Feb. 21, 1992), slip op. at 31, fn. 6, aff'd on other grounds, 92-UDA-03 (Me.L.R.B. May 7, 1992). Evaluating whether a particular employee is a department or division head involves two separate inquiries: "1) whether the employee is the administrator of the department or division, and 2) whether the employee is 'appointed to office pursuant to statute, ordinance or resolution for an unspecified term by the executive head or body of the public employer,' as specified in Section 962 (6) (D) ." Teamsters Local 48 and Boothbay Harbor Water System, No. 82-UD-29, slip op. at 6 (Me.L.R.B. May 11, 1982). The inquiry regarding the appointment process is easy to answer in this case. Although there is no specific statute, ordinance or provision of a city charter governing the appointment of the Road Foreman, the fact that two Selectmen were part of the interview process and the appointment was confirmed by the Board of Selectmen satisfies the "degree of importance and formality needed to satisfy the Act's [appointment] requirement." Teamsters Local Union No. 48 and City of Saco, No. 80-UD-34, slip op. at 5 (Me.L.R.B. June 20, 1980). See also Teamsters Local Union No 48 and Town of Lebanon, No. 86-UD-02 (Me.L.R.B. Oct. 17, 1985, appealed on other grounds, No. 86-A-01 (Me.L.R.B. Dec. 5, 1985), aff'd Inhabitants of the Town of Lebanon V. Maine Labor Relations Board and Teamsters Local Union No. 48, No. CV- 85-656 (Me. Super. Ct., Fra. Cty., Feb. 3, 1987). The inquiry of whether the employee is the administrator of the department must focus on the actual job duties or functions, not the job title alone or its placement on the organizational chart. The Board has recognized that there are typically three -11- types of job functions performed in a department: day-to-day rank and file work; supervision of other employees; and formulation and administration of department policies and practices, i.e., management of the department. The Board described how the section 962(6) (D) exclusion fits in that framework with the following: Our cases establish that for an employee to be a "department head" within the meaning of Section 962(6) (D), the employee's primary responsibility must be that of managing or directing the affairs of the department, as opposed either to acting as a supervisor or to performing the day-to-day work of the department. For example, in Teamsters Local 48 and City of Portland, Unit Determination Report at 2 (Sept. 13, 1978), the hearing examiner declared 12 employees to be Section 962(6) (D) division heads because they were "responsible for the day-to-day administration" of their divisions, and because their principal duties were those ot "formulating and administering division policies and practices." On the other hand, in Teamsters Local 48 and Town of Bar Harbor, Unit Determination Report at 3 (Nov. 15, 1979), a Treatment Plant Operator who was responsible for the day-to-day operation of the treatment plant and who performed such administrative duties as setting the work schedules of other employees, arranging for the purchase of equipment and supplies, and submitting a budget to the town manager, was found not to be a department head because, among other things, the employee "spent the major portion of his time performing the same work as other operating employees." See also Teamsters Local 48 and Boothbay Harbor Water System, Unit Determination Report at 6-8 (May 11, 1982) (Foreman who performed various administrative duties was not an administrator because "on balance the primary function of the Foreman's position is to act as a supervisor") . Our cases thus require hearing examiners, when presented with evidence showing that an employee performs both administrative duties and supervisory or rank-and-file duties, to decide whether the primary duties of the position are those of an administrator or those of a supervisor or a rank-and-file employee. Teamsters Local Union No. 48 and Town of Wells, No. 84-A-03, slip op. at 6-7, 6 NPER 20-15012 (Me.L.R.B. Apr. 11, 1984), aff'd sub nom. Inhabitants of the Town of Wells V. Teamsters Local Union No. 48, CV-84-235 (Me. Super. Ct., Yor. Cty., Feb. 28, 1985). -12 - In the present case, the evidence indicates that the Road Foreman is not a department head but is at most a working supervisor. The Foreman spends 90 percent of his time working alongside the other highway department employees performing the same tasks as they do. Most of his day is spent on the same type of work he did when classified as an Equipment Operator/Laborer and later as an Assistant Foreman. The Road Foreman's job description and the testimony of all of the witnesses including the Town Manager and two Selectmen indicate that the Road Foreman spends the vast majority of his time performing the same tasks as others in the highway department It is also undisputed that the Road Foreman has some supervisory responsibilities. He assigns work, schedules overtime, and oversees and reviews the work of other members of the department. He is also responsible for conducting perform- ance evaluations on subordinate employees, disciplining employees and handling grievances at the first step, although he has not had to perform these tasks to date. These responsibilities cannot provide the basis for finding that the Road Foreman is a department head. Under the MPELRL, supervisors have collective bargaining rights while department or division heads do not. Section 966(1) lists some of the factors that must be considered in determining whether an employee is a supervisor who could be placed in a supervisory bargaining unit.[2] Clearly, more than mere supervisory duties must be performed by an individual before that ____________________ 2The relevant portion of section 966(1) states: "In determining whether a supervisory position should be excluded from the proposed bargaining unit, the executive director or his designee shall consider, among other criteria, if the principal functions of the position are characterized by performing such management control duties as scheduling, assigning, overseeing and reviewing the work of subordinate employees, or performing such duties as are distinct and dissimilar from those performed by the employees supervised, or exercising judgment in adjusting grievances, applying other established personnel policies and procedures and in enforcing a collective bargaining agreement or establishing or participating in the establishment of performance standards for subordinate employees and taking corrective measures to implement those standards -13- person can be considered a department head, otherwise section 966(1) would be meaningless. See Sanford, supra, slip op. at 29. Here, the only tasks performed by the Road Foreman that are even remotely related to the types of bona fide management duties that a department head or division head would be performing is writing new job descriptions. It would be a considerable stretch, however, to call this activity "formulating" employee-related policies for a number of reasons: the Road Foreman was merely put into writing the actual tasks and responsibilities of the current crew members, they were only proposed job descriptions, and the Road Foreman was simply responding to a request of the Town Manager. Similarly, the Road Foreman's contributions to the development of the budget and his participation in the road reconstruction project fall far short of the level that might constitute formulating policy for the department. It is quite clear in this case that the primary duties of the Road Foreman are not those of an administrator but are those of a supervisor or rank-and-file employee. As the Board previously noted on this issue, "excluding employees whose primary duties involve supervisory or rank-and-file work merely because these employees also perform some administrative duties would be contrary to the Act's purpose of granting employees the right to be represented in collective bargaining." Wells, supra, slip op. at 8. The Employer contends that the Road Foreman is a department head because he is responsible for the day-to-day activities of the department and there is no one else who can be considered "in charge." The Town Manager is the Chief Executive Off icer of the Town and, the Employer argues, does not have the time or expertise to manage the department. The Road Commissioner has delegated most of his responsibilities to the Road Foreman and simply performs his statutory responsibility of regularly inspecting the roads. Therefore, the argument goes, because the Road Foreman is the only actor with any authority in the area, he -14- must be the department head. This argument misses the point made earlier that department heads are excluded from coverage of the MPELRL based on their responsibilities and authority in employee-related management functions and setting departmental policy. The exclusion cannot be made on the basis of the job title or position on the organizational chart. The fact that the Road Foreman reports directly to the Town Manager does not mean that the Road Foreman is a department head. It is entirely conceivable that the Town Manager could perform all of the functions of a department head for any number of departments in the town government. This is most likely to happen in a small town or in larger towns where the Town Manager retains a high degree of control over the various departments. See, e.g., Richmond Employees Association and Town of Richmond, No. 94-UD-09, (Me.L.R.B. April 26, 1994) (Highway Foreman was not department head where nearly all managerial control was retained by the Town Manager with respect to the highway department and the Foreman did no more than coordinate, oversee and supervise.) In this case, the Town Manager has not given the Road Foreman very much real authority for managing the department, as opposed to supervising it. For example, the Town Manager goes over the roads with the Foreman to determine the season's work priorities, the Foreman consults with the Town Manager daily concerning highway department matters as required by the job description, and the Town Manager has not delegated much authority regarding the reconstruction projects. In summary, I conclude that the Road Foreman is not a department or division head within the meaning of section 962(6) (D) because the primary function of the position is not to manage and direct the affairs of the department but to supervise and perform the day-to-day work of the highway department. Accordingly, the Road Foreman is within the definition of "public employee" under the MPELRL. The parties have stipulated that if the Road Foreman is found to be a public employee, two bargaining -15- units should be formed: one supervisory unit with the Road Foreman and the Assistant Foreman/Equipment Operator and another bargaining unit consisting of the Equipment Operator/Laborer classification APPROPRIATE UNIT DETERMINATION On the basis of the foregoing findings of fact and discussion and by virtue of and pursuant to the provisions of 26 M.R.S.A. 966, the Road Foreman in the Paris Highway Department is determined to be a public employee within the meaning of 962(6). Pursuant to the agreement of the parties, the employees of the Paris Highway Department are divided into the following two bargaining units: Supervisory Unit: Road Foreman and Assistant Foreman/Equipment Operator Operations Unit: Equipment operator/Laborer Dated at Augusta, Maine, this 1st day of October, 1997. MAINE LABOR RELATIONS BOARD /s/________________ Marc P. Ayotte Executive Director The parties are hereby advised of their right, pursuant to 26 M.R.S.A. 968(4) (Supp. 1996), to appeal this report to the Maine Labor Relations Board. To initiate such an appeal, the party seeking appellate review must file a notice of appeal with the Board within fifteen (15) days of the date of issuance of this report. See Board Rules 1.12 and 7.03 for requirements. -16-