Md. Code, Education § 23-801

(a) In this subtitle the following words have the meanings indicated.

(b) “Board” means the Baltimore County Public Library Board of Trustees.

(c) “Certified exclusive representative” means the employee organization that has been certified as the collective bargaining agent for a bargaining unit.

(d) “Confidential employee” means an employee who:

(1) Has access to confidential information, including budgetary and fiscal data, subject to use by the employer in collective bargaining or in the adjudication of grievances; or

(2) Works in a close and continuing confidential relationship assisting or aiding a management employee.

(e) “County Council” means the Baltimore County Council.

(f) “County Executive” means the Baltimore County Executive.

(g) “Director” means the Director of the Baltimore County Public Library, or the Director’s designee.

(h) (1) “Employee” means a full–time or part–time employee of the library.

(2) “Employee” does not include a confidential employee, management employee, or supervisory employee.

(i) “Employee organization” means an organization that admits employees of the employer as members and has as a primary purpose the representation of the employees in their relations with the employer.

(j) “Employer” means the Baltimore County Public Library and the Board.

(k) “Management employee” means an employee who generally has authority and who:

(1) Formulates policy that is applicable throughout a bargaining unit;

(2) Has a significant role in personnel administration, employee relations, or the preparation and administration of budgets for the employer; or

(3) May reasonably be required to:

(i) Assist directly in the preparation for and conduct of collective bargaining negotiations on behalf of the employer; or

(ii) Have a major role in the administration of resulting collective bargaining agreements.

(l) “Supervisory employee” means an employee who is authorized to:

(1) Hire, transfer, suspend, lay off, recall, promote, discharge, assign, reward, or discipline employees;

(2) Responsibly direct employees for more than 50% of the employee’s working hours; or

(3) Address and resolve the grievances of employees.