Sec. 4.810. Employee Relations Board. a. Establishment and General Functions. There is hereby established the Los Angeles City Employee Relations Board consisting of five members, whose terms shall be five years, appointed by the Mayor and confirmed by the City Council, to perform the functions hereinafter set forth. Each member shall hold office until the member’s successor is appointed and confirmed. If a vacancy occurs during a term, the appointee to said vacancy shall hold office for the remainder of the term and until the appointee’s successor is appointed and confirmed. b. Qualifications of Members. The members of the Board shall have broad experience in the field of employee relations and shall possess the impartiality necessary to protect the public interest including the interests of the City and its employees. c. Appointment and Removal of Board Members. Board members shall be appointed and may be removed in accordance with the provisions of Charter Section 502. d. Organization and Meetings of the Board. The Board shall meet regularly at least once each month and shall meet at other times upon call of the Chairperson. Three members shall constitute a quorum and the votes of a majority of the Board members are required for action. Annually, at the Board’s July meeting, the members of the Board shall elect a Chairperson. e. (Repealed) f. Powers and Duties of Board. The Board shall have the following powers and duties: (1) To determine employee representation units upon the request of qualified employee organizations and determine any dispute concerning the relationship of employees in new or deleted classes to representation units. (2) To arrange with the City Clerk or other appropriate agency for elections among employees of an established representation unit to select the recognized employee organization for the unit and to certify the organization determined to be the majority representative. (3) To determine contested matters involving elections, certification or decertification of recognized employee organizations. (4) To investigate and determine the validity of charges of unfair employee relations practices, to make findings, and to issue orders to cease and desist which are not in conflict with other provisions of law. (5) To establish and maintain a list of mediators and other impartial third parties for use as provided for in this chapter.