§ 209-a. Improper employer practices; improper employee organization\npractices; application. 1. Improper employer practices. It shall be an\nimproper practice for a public employer or its agents deliberately (a)\nto interfere with, restrain or coerce public employees in the exercise\nof their rights guaranteed in section two hundred two of this article\nfor the purpose of depriving them of such rights; (b) to dominate or\ninterfere with the formation or administration of any employee\norganization for the purpose of depriving them of such rights; (c) to\ndiscriminate against any employee for the purpose of encouraging or\ndiscouraging membership in, or participation in the activities of, any\nemployee organization; (d) to refuse to negotiate in good faith with the\nduly recognized or certified representatives of its public employees;\n(e) to refuse to continue all the terms of an expired agreement until a\nnew agreement is negotiated, unless the employee organization which is a\nparty to such agreement has, during such negotiations or prior to such\nresolution of such negotiations, engaged in conduct violative of\nsubdivision one of section two hundred ten of this article; (f) to\nutilize any state funds appropriated for any purpose to train managers,\nsupervisors or other administrative personnel regarding methods to\ndiscourage union organization or to discourage an employee from\nparticipating in a union organizing drive; (g) to fail to permit or\nrefuse to afford a public employee the right, upon the employee's\ndemand, to representation by a representative of the employee\norganization, or the designee of such organization, which has been\ncertified or recognized under this article when at the time of\nquestioning by the employer of such employee it reasonably appears that\nhe or she may be the subject of a potential disciplinary action. If\nrepresentation is requested, and the employee is a potential target of\ndisciplinary action at the time of questioning, a reasonable period of\ntime shall be afforded to the employee to obtain such representation. It\nshall be an affirmative defense to any improper practice charge under\nparagraph (g) of this subdivision that the employee has the right,\npursuant to statute, interest arbitration award, collectively negotiated\nagreement, policy or practice, to present to a hearing officer or\narbitrator evidence of the employer's failure to provide representation\nand to obtain exclusion of the resulting evidence upon demonstration of\nsuch failure. Nothing in this section shall grant an employee any right\nto representation by the representative of an employee organization in\nany criminal investigation; or (h) to disclose home addresses, personal\ntelephone numbers, personal cell phone numbers, personal e-mail\naddresses of a public employee, as the term "public employee" is defined\nin subdivision seven of section two hundred one of this article, except\n(i) where required pursuant to the provisions of this article, (ii) to\nthe extent compelled to do so by lawful service of process, subpoena,\ncourt order, or (iii) in accordance with subdivision four of section two\nhundred eight of this article, or as otherwise required by law. This\nparagraph shall not prohibit other provisions of law regarding\nwork-related, publicly available information such as title, salary, and\ndates of employment.\n 2. Improper employee organization practices. It shall be an improper\npractice for an employee organization or its agents deliberately (a) to\ninterfere with, restrain or coerce public employees in the exercise of\nthe rights granted in section two hundred two, or to cause, or attempt\nto cause, a public employer to do so provided, however, that an employee\norganization does not interfere with, restrain or coerce public\nemployees when it limits its services to and representation of\nnon-members in accordance with this subdivision; (b) to refuse to\nnegotiate collectively in good faith with
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