A.    Employees’  Organizational Rights. The city recognizes that employees have, and are protected in the exercise of, the right of self-organization, and may form, join or assist any labor organization, to bargain collectively through representatives of their own choosing on questions of wages, hours and other conditions of employment, as provided by the Illinois Labor Relations Act, and to engage in other concerted activities not otherwise prohibited by law for the purpose of collective bargaining or other mutual aid or protection, free from interference, restraint or coercion.

    The city also recognizes that employees have, and are protected in the exercise of, the right to refrain from participating in any such concerted activities.

    B.    Administrative Status in Employee Organizations. Elected city officials, executive heads of departments, and other persons excluded as employees under Section 3(N) of the Illinois Public Labor Relations Act may maintain membership in employee organizations; however, they are excluded from representation by those organizations, and may not serve on an employee negotiating or grievance committee.

    C.    City’ s Negotiating Agent. The mayor shall have the authority to negotiate any collective bargaining agreements, subject to the approval of the city council.

    D.    City Council Approval Required. Any change in salary schedules, fringe benefits, or personnel rules and regulations must have approval of the city council.

    E.    Collective Bargaining. Any collective bargaining shall be conducted in accordance with the Illinois Labor Relations Act.

    F.    Management Rights. The city reserves the right to control matters of inherent managerial policy, including such areas of discretion or policy as the functions of the city, standards of services, its overall budget, its organizational structure, and selection of new employees, examination techniques, and direction of employees. (Ord. 1121 § 1 (part), 1993: prior code §§ 10-8-1--10-8-6)

2.68.220