ORS 240.086
Duties of board

  • rules

The duties of the Employment Relations Board shall be to:

(1)

Review any personnel action affecting an employee, who is not in a certified or recognized appropriate collective bargaining unit, that is alleged to be arbitrary or contrary to law or rule, or taken for political reason, and set aside such action if it finds these allegations to be correct.

(2)

Review and enforce arbitration awards involving employees in certified or recognized appropriate collective bargaining units. The awards shall be enforced unless the party against whom the award is made files written exceptions thereto for any of the following causes:

(a)

The award was procured by corruption, fraud or undue means.

(b)

There was evident partiality or corruption on the part of the arbitrator.

(c)

The arbitrators were guilty of misconduct in refusing to postpone the hearing, upon sufficient cause shown, or in refusing to hear evidence pertinent and material to the controversy; or of any other misbehavior by which the rights of any party were prejudiced.

(d)

The arbitrators exceeded their powers, or so imperfectly executed them that a mutual, final and definite award upon the subject matter submitted was not made.

(e)

There was an evident material miscalculation of figures or an evident material mistake in the description of any person, thing or property referred to in the award.

(f)

The arbitrators awarded upon a matter not submitted to them, unless it was a matter not affecting the merits of the decision upon the matters submitted.

(g)

The award is in violation of law.

(3)

Adopt such rules or hold such hearings as it finds necessary to perform the duties, functions and powers imposed on or vested in it by law. [1969 c.80 §35a (enacted in lieu of 240.085); 1971 c.575 §5; 1975 c.605 §14; 1979 c.468 §5]

Source: Section 240.086 — Duties of board; rules, https://www.­oregonlegislature.­gov/bills_laws/ors/ors240.­html.

Notes of Decisions

Where after long, exceptional service, petitioner only recently developed disqualifying characteristics in the area of supervision, the board properly overruled the public employer’s dismissal of him and ordered his demotion to the highest level nonsupervisory position. James v. Employment Div., 20 Or App 309, 531 P2d 710 (1975), Sup Ct review denied

The Employment Relations Board was without jurisdiction to hear a charge of sex discrimination. Phillips v. Dept. of Rev., 23 Or App 748, 544 P2d 196 (1975)

The Personnel Division is not required to set forth in job announcements its evaluative criteria to be applied in ranking those who meet the required qualifications. Paul v. Personnel Div., 28 Or App 603, 560 P2d 293 (1977)

The board may make a de novo review of the facts that were the basis of an appointing authority’s decision to discharge a public employe; overruling Phillips v. State Bd. of Higher Educ., 7 Or App 588, 490 P2d 5 (1971), Sup Ct review denied and Thompson v. Secretary of State, 19 Or App 73, 526 P2d 621 (1974), Sup Ct review denied. Fairview Hospital and Training Center v. Stanton, 28 Or App 643, 560 P2d 667 (1977)

Where Personnel Division had statutory responsibility for classification and compensation plans for classified service, Forestry Department did not have authority to promulgate directive binding division to include within restructuring-reclassification proposal request for salary increases for all employes placed into classification with higher salary range. Berry v. State Forestry Dept., 35 Or App 703, 582 P2d 473 (1978), Sup Ct review denied

In proceeding initiated by Oregon State Employes Association under this section, ERB lacked jurisdiction to determine whether Personnel Division hiring and promotion practices violated Merit System Law, where no specific “affected party” was named. OSEA v. Personnel Division, 36 Or App 353, 585 P2d 1 (1978)

Three month performance appraisal before layoff was reasonable under this section where applicable statutes and rules required only that performance appraisal be completed before layoff, that length of service and appraisal be considered, and that appraisals be used to determine order of layoffs. Duncan v. Law Enforcement Council, 37 Or App 119, 586 P2d 398 (1978), Sup Ct review denied

Where power was given by this section to Employment Relations Board to decide grievances, refusal by Department of General Services to submit matter to binding arbitration was not unfair labor practice. OSEA v. Dept. of General Services, 39 Or App 157, 592 P2d 562 (1979)

Making arbitration award unenforceable if it “is in violation of law” permits ERB to review only to determine if award itself would require violation of law and not to determine whether arbitrator’s underlying legal conclusions are correct. Federation of Oregon Parole Officers v. Corrections Div., 67 Or App 559, 679 P2d 868 (1984), Sup Ct review denied

Employment Relations Board authority to modify or set aside personnel action regarding management service employee is limited to action described under ORS 240.560. Knutzen v. Dept. of Insurance and Finance, 129 Or App 565, 879 P2d 1335 (1994)

Attorney General Opinions

Right of a nonlawyer union business agent to represent a member before the board, (1972) Vol 35, p 1088

240.005
Short title
240.010
Purpose of chapter
240.011
Policy on public service contracts
240.012
Job sharing
240.013
Job-sharing positions
240.015
Definitions
240.055
Personnel Division
240.057
Administrator of Personnel Division
240.060
Employment Relations Board
240.065
Appointment
240.071
Compensation and expenses of members
240.075
Removal of members
240.080
Chairperson appointed by Governor
240.086
Duties of board
240.088
Review of arbitration awards after written exceptions filed
240.100
Administer oaths
240.105
Use of public facilities of state or municipalities
240.115
Action to secure compliance with chapter
240.123
Board personnel
240.131
Employment Relations Board Administrative Account
240.145
Duties of administrator
240.160
Agency personnel officers
240.165
Cost of operating Personnel Division divided among various agencies of state government
240.167
Cost of operating Employment Relations Board divided among various divisions of state government
240.170
Oregon Department of Administrative Services Operating Fund
240.185
Maximum number of state employees
240.190
Policy on comparability of value of work and compensation and classification
240.195
Categories of positions in state service
240.200
Exempt service
240.205
Unclassified service
240.210
Classified service
240.212
Management service
240.215
Classification plan
240.217
Certain reclassifications prohibited
240.227
Salary for legislator appointed to exempt, unclassified or management service
240.235
Compensation plan for classified service
240.240
Application of chapter to unclassified or management service
240.245
Application of chapter to exempt service
240.250
Rules applicable to management service
240.306
Recruitment, selection and promotion of state employees
240.307
Procedure for enforcement of ORS 240.309
240.309
Temporary appointments
240.311
Delegation of authority and responsibility by division
240.316
Trial service
240.321
Collective bargaining
240.395
Suspension of merit system in emergencies
240.400
Designation by appointing authority of staff employees to act as alternates
240.406
Right of unclassified or exempt employee to be accompanied to employer-requested interview
240.410
Removals during trial period
240.425
Regular seasonal employees
240.430
Merit ratings
240.435
State Management Credentials Program required
240.546
Payments in lieu of sick leave with pay
240.551
Working hours, holidays, leaves of absence and vacations of employees in state classified service
240.555
Suspension, reduction, demotion or dismissal
240.560
Appeal procedure
240.563
Judicial review
240.570
Classified employee filling position in unclassified, exempt or management service
240.580
Service credits for service in unclassified service
240.590
Reemployment of employee in exempt service
240.610
Mediation service fee
240.710
Certain acts unlawful
240.750
When discipline action not to be retained in personnel file
240.850
Policy on work environments
240.855
Telecommuting
240.990
Penalties
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