Labor Management Relations Board

CNM's Labor Management Relations Board relates to Collective Bargaining for the College; it's resolution provides rights, responsibilities, and procedures in the employment relationship between employees and employer.

We guarantee employees the right to organize and bargain collectively with their employer, to protect the rights of the employer and the employees and to promote harmonious and cooperative relationships between the employer and the employees; and to acknowledge the obligation of the employer and the employees to provide orderly and uninterrupted services to the citizens.

About the Board

Created Terms

1. The Board shall be composed of three members appointed by the Governing Board. One member shall be appointed on the recommendation of individuals representing labor, one member shall be appointed on the recommendation of the President, and one member shall be appointed on the recommendation of the first two appointees.
2. Board members shall serve for a period of one (1) year with terms commencing in the month of September, except in the initial appointment, which will be a shorter term. Vacancies shall be filled in the same manner as the original appointment, and such appointments shall only be made for the remainder of the unexpired term. A Board member may serve an unlimited number of terms
3. During the term of appointment, no Board member shall hold or seek any other political office or public employment or be an employee of a union, an organization representing public employees or a public employer.
4. Each Board member shall be paid per diem and mileage in accordance with the provisions of the Per Diem and Mileage Act.

Board Powers and Duties

1. The Board shall promulgate rules and regulations necessary to accomplish and perform its functions and duties as established in the Labor Management Relations Resolution, including the establishment of procedures for:
   • the designation of appropriate bargaining units;
   • the selection, certification, and decertification of exclusive representatives; and
   • the filing, hearing, and determination of complaints of prohibited practices. This does not apply to negotiation impasse or grievances subject to the required negotiated grievance process.
2. The Board shall:
   • hold hearings and make inquiries necessary to carry out its functions and duties;
   • request from employers and labor organizations the information and data necessary to carry out the functions and responsibilities of the Board.
3. The Board may issue subpoenas requiring, upon reasonable notice, the attendance and testimony of witnesses and the production of any evidence, including books, records, correspondence, or documents relevant to the matter in question. The Board may prescribe the form of the subpoena, but it shall adhere insofar as practicable to the form used in civil actions in the district court. The Board may administer oaths and affirmations, examine witnesses, and receive evidence. Subject to the approval of funds, the board may contract with a third party to assist it in carrying out its functions.
4. The Board shall decide all issues by majority vote and shall issue its decisions in the form of written orders and opinions. The decisions of the Board on interpretation and applications of the Resolution are final and binding on the parties subject to the appeal process provided in Section 20. The Board's hearing authority does not apply to negotiation impasses or issues dealing with the collective bargaining agreement where a grievance procedure has been negotiated for that purpose by the parties as required by law.
5. The Board has the power to enforce provisions of the Governing Board Labor-Management Relations Resolution and the Board's Labor-Management Relations Rules and Regulations through the imposition of appropriate administrative remedies.
6. The Board shall have no power to promulgate policy other than for its own operation.
7. No rule or regulation promulgated by the Board shall require, directly or indirectly, as a condition of continuous employment, any employee covered by the Labor Management Relations Resolution to pay money to any labor organization that is certified as an exclusive representative. This issue of fair share shall be a permissive as opposed to a mandatory subject of bargaining between the employer and the exclusive representative.