Public employees: rights.

Existing law, the Dills Act, includes various provisions governing state employer-employee relations. In addition, the existing Bill of Rights for State Excluded Employees prescribes various rights and terms and conditions of employment for excluded employees, defined as certain supervisory, managerial, and confidential state employees. This bill would enact the Safety Accountability Fairness and Efficiency Act for Public Employees (the S.A.F.E. Act for Public Employees) that would apply to state employees. This bill would, among other things, require each employer to honor the memorandum of understanding under which each employee is covered. The bill would prohibit the standardization of work required within a specified period of time. This bill would also require the formation of peer review committees for professional staff to provide input regarding workplace operations, as specified. Existing law requires notice of any adverse action against any state employee for any cause for discipline based on any civil service law to be served within 3 years after the cause for discipline, upon which the notice is based, first arose. Existing law provides that an adverse action based on fraud, embezzlement, or the falsification of records is valid if notice of the adverse action is served within 3 years after the discovery of the fraud, embezzlement, or falsification. This bill would instead require, except as specified, notice of an adverse action against a state employee for a cause of disipline based on any civil service law of the state to be served and the investigation to be completed within one year after the cause for discipline was first discovered in order for the adverse action to be valid against the state employee.