Arrest or conviction record; exceptions and special cases.
Creed; exceptions and special cases.
Disability; exceptions and special cases.
Marital status; exceptions and special cases.
Use or nonuse of lawful products; exceptions and special cases.
Military service; exceptions and special cases.
Sex, sexual orientation; exceptions and special cases.
Communication of opinions; exceptions and special cases.
Use of honesty testing devices in employment situations.
Local ordinance; collective bargaining agreements.
Use of genetic testing in employment situations.
Department to administer.
Investigation and study of discrimination.
Powers and duties of department.
Declaration of policy.
Settlement of labor disputes through collective bargaining and arbitration.
Appointment of conciliators and arbitrators.
Conciliator unable to effect settlement; appointment of arbitrators.
Existing state of affairs to be maintained.
Arbitrator to hold hearings.
Standards for arbitration.
Filing order with clerk of circuit court; period effective; retroactivity.
Judicial review of order of arbitrator.
Commission to establish rules.
Strikes, work stoppages, slowdowns, lockouts, unlawful; penalty.
MUNICIPAL EMPLOYMENT RELATIONS
Settlement of disputes.
STATE EMPLOYMENT LABOR RELATIONS
Rights of employees.
Collective bargaining units.
Representatives and elections.
Unfair labor practices.
Wage deduction prohibition.
Fair-share and maintenance of membership agreements.
Subjects of bargaining.
Effect of labor organization; status of existing benefits and rights.
Representatives and elections for research assistants.
Rules, transcripts, training programs, fees.
Subch. I of ch. 111 Cross-reference
See also ERC
, Wis. adm. code.
When used in this subchapter:
“All-union agreement" means an agreement between an employer and the representative of the employer's employees in a collective bargaining unit whereby all or any of the employees in such unit are required to be members of a single labor organization.
“Collective bargaining" means the negotiation by an employer and a majority of the employer's employees in a collective bargaining unit, or their representatives, concerning representation or terms and conditions of employment of such employees, in a mutually genuine effort to reach an agreement with reference to the subject under negotiation.
“Collective bargaining unit" means all of the employees of one employer, employed within the state, except that where a majority of the employees engaged in a single craft, division, department or plant have voted by secret ballot as provided in s. 111.05 (2)
to constitute such group a separate bargaining unit they shall be so considered, but, in appropriate cases, and to aid in the more efficient administration of this subchapter, the commission may find, where agreeable to all parties affected in any way thereby, an industry, trade or business comprising more than one employer in an association in any geographical area to be a “collective bargaining unit". A collective bargaining unit thus established by the commission shall be subject to all rights by termination or modification given by this subchapter in reference to collective bargaining units otherwise established under this subchapter. Two or more collective bargaining units may bargain collectively through the same representative where a majority of the employees in each separate unit have voted by secret ballot as provided in s. 111.05 (2)
so to do.
“Commission" means the employment relations commission.
The term “election" shall mean a proceeding in which the employees in a collective bargaining unit cast a secret ballot for collective bargaining representatives or for any other purpose specified in this subchapter and shall include elections conducted by the commission, or, unless the context clearly indicates otherwise, by any tribunal having competent jurisdiction or whose jurisdiction was accepted by the parties.
“Employee" shall include any person, other than an independent contractor, working for another for hire in the state of Wisconsin in a nonconfidential, nonmanagerial, nonexecutive and nonsupervisory capacity, and shall not be limited to the employees of a particular employer unless the context clearly indicates otherwise.
“Employee" shall include any individual whose work has ceased solely as a consequence of or in connection with any current labor dispute or because of any unfair labor practice on the part of an employer and who has not:
Refused or failed to return to work upon the final disposition of a labor dispute or a charge of an unfair labor practice by a tribunal having competent jurisdiction of the same or whose jurisdiction was accepted by the employee or the employee's representative;
Been found to have committed or to have been a party to any unfair labor practice hereunder;
Obtained regular and substantially equivalent employment elsewhere; or
Been absent from his or her employment for a substantial period of time during which reasonable expectancy of settlement has ceased (except by an employer's unlawful refusal to bargain) and whose place has been filled by another engaged in the regular manner for an indefinite or protracted period and not merely for the duration of a strike or lockout.
“Employee" shall not include any individual employed in the domestic service of a family or person at the person's home or any individual employed by his or her parent or spouse or any employee who is subject to the federal railway labor act.
“Employer" means a person who engages the services of an employee, and includes a person acting on behalf of an employer within the scope of his or her authority, express or implied.
“Employer" does not include any of the following:
Any labor organization or anyone acting in behalf of such organization other than when it is acting as an employer in fact.
The term “jurisdictional strike" shall mean a strike growing out of a dispute between 2 or more employees or representatives of employees as to the appropriate unit for collective bargaining, or as to which representative is entitled to act as collective bargaining representative, or as to whether employees represented by one or the other representative are entitled to perform particular work.
The term “labor dispute" means any controversy between an employer and the majority of the employer's employees in a collective bargaining unit concerning the right or process or details of collective bargaining or the designation of representatives. Any organization with which either the employer or such majority is affiliated may be considered a party to the labor dispute.
“Labor organization" means any employee organization in which employees participate and that exists for the purpose, in whole or in part, of engaging in collective bargaining with any employer concerning grievances, labor disputes, wages, hours, benefits, or other terms or conditions of employment.
The term “person" includes one or more individuals, partnerships, associations, corporations, limited liability companies, legal representatives, trustees or receivers.
The term “representative" includes any person chosen by an employee to represent the employee.
The term “secondary boycott" shall include combining or conspiring to cause or threaten to cause injury to a person with whom no labor dispute exists in order to bring that person, against that person's will, into a concerted plan to coerce or inflict damage upon another, whether by:
Withholding patronage, labor or other beneficial business intercourse;