AB900,96,77
(gm) Faculty of the University of Wisconsin-Stout.
AB900,96,88
(h) Faculty of the University of Wisconsin-Superior.
AB900,96,99
(hm) Faculty of the University of Wisconsin-Whitewater.
AB900,96,1010
(i) Faculty of the University of Wisconsin Colleges.
AB900,96,1111
(j) Academic staff of the University of Wisconsin-Madison.
AB900,96,1312
(jk) Academic staff employed at the University of Wisconsin System
13administration.
AB900,96,1414
(jm) Academic staff of the University of Wisconsin-Milwaukee.
AB900,96,1515
(k) Academic staff of the University of Wisconsin-Extension.
AB900,96,1616
(km) Academic staff of the University of Wisconsin-Eau Claire.
AB900,96,1717
(L) Academic staff of the University of Wisconsin-Green Bay.
AB900,96,1818
(Lm) Academic staff of the University of Wisconsin-La Crosse.
AB900,96,1919
(n) Academic staff of the University of Wisconsin-Oshkosh.
AB900,96,2020
(nm) Academic staff of the University of Wisconsin-Parkside.
AB900,96,2121
(o) Academic staff of the University of Wisconsin-Platteville.
AB900,96,2222
(om) Academic staff of the University of Wisconsin-River Falls.
AB900,96,2323
(p) Academic staff of the University of Wisconsin-Stevens Point.
AB900,96,2424
(pm) Academic staff of the University of Wisconsin-Stout.
AB900,96,2525
(q) Academic staff of the University of Wisconsin-Superior.
AB900,97,1
1(qm) Academic staff of the University of Wisconsin-Whitewater.
AB900,97,22
(r) Academic staff of the University of Wisconsin Colleges.
AB900,97,16
3(2) (a) Notwithstanding sub. (1), 2 or more collective bargaining units described
4under sub. (1) (b) to (i) or (jk) to (r) may be combined into a single unit or the collective
5bargaining units described under sub. (1) (a) and (j) may be combined into a single
6unit. If 2 or more collective bargaining units seek to combine into a single collective
7bargaining unit, the commission shall, upon the petition of at least 30 percent of the
8employees in each unit, hold an election, or include on any ballot for an election held
9under s. 111.990 (2) the question of whether to combine units, to determine whether
10a majority of those employees voting in each unit desire to combine into a single unit.
11A combined collective bargaining unit shall be formed including all employees from
12each of those units in which a majority of the employees voting in the election approve
13a combined unit. The collective bargaining units shall be combined immediately
14unless there is no existing collective bargaining agreement in force in any of the units
15to be combined and then the collective bargaining units shall be combined upon
16expiration of the last agreement for the units concerned.
AB900,98,417
(b) If 2 or more collective bargaining units have combined under par. (a), the
18commission shall, upon petition of at least 30 percent of the employees in any of the
19original units, hold an election of the employees in the original unit to determine
20whether the employees in that unit desire to withdraw from the combined collective
21bargaining unit. If a majority of the employees voting desire to withdraw from the
22combined collective bargaining unit, separate units consisting of the unit in which
23the election was held and a unit composed of the remainder of the combined unit shall
24be formed. The new collective bargaining units shall be formed immediately unless
25there is a collective bargaining agreement in force for the combined unit and then the
1new units shall be formed upon the expiration of the agreement. While there is a
2collective bargaining agreement in force for the combined collective bargaining unit,
3a petition for an election under this paragraph may be filed only during October in
4the calendar year prior to the expiration of the agreement.
AB900,98,12
5(4) Any labor organization may petition for recognition as the exclusive
6representative of a collective bargaining unit described under sub. (1) or (2) in
7accordance with the election procedures under s. 111.990 if the petition is
8accompanied by a 30 percent showing of interest in the form of signed authorization
9cards. Any additional labor organization seeking to appear on the ballot must file
10a petition within 60 days of the date of filing of the original petition and prove,
11through signed authorization cards, that at least 10 percent of the employees in the
12collective bargaining unit want it to be their representative.
AB900,98,21
13(5) Although academic staff supervisors are not considered employees for the
14purpose of this subchapter, the commission may consider a petition for a statewide
15collective bargaining unit consisting of academic staff supervisors, but the
16representative of the supervisors may not be affiliated with any labor organization
17representing employees. For purposes of this subsection, affiliation does not include
18membership in a national, state, county, or municipal federation of national or
19international labor organizations. The certified representative of the supervisors
20may not bargain collectively with respect to any matter other than wages and fringe
21benefits.
AB900,99,7
22111.990 Representatives and elections.
(1) A representative chosen for the
23purposes of collective bargaining by a majority of the employees voting in a collective
24bargaining unit is the exclusive representative of all of the employees in such unit
25for the purposes of collective bargaining. Any individual employee, or any minority
1group of employees in any collective bargaining unit, may present any grievance to
2the employer in person, or through representatives of their own choosing, and the
3employer shall confer with the individual employee or group of employees with
4respect to the grievance if the majority representative has been given the
5opportunity to be present at the conference. Any adjustment resulting from a
6conference may not be inconsistent with the conditions of employment established
7by the majority representative and the employer.
AB900,99,19
8(2) (a) Whenever a question arises concerning the representation of employees
9in a collective bargaining unit, the commission shall determine the representation
10by taking a secret ballot of the employees and certifying in writing the results to the
11interested parties. There shall be included on any ballot for the election of
12representatives the names of all labor organizations having an interest in
13representing the employees participating in the election as indicated in petitions
14filed with the commission. The name of any existing representative shall be included
15on the ballot without the necessity of filing a petition. The commission may exclude
16from the ballot one who, at the time of the election, stands deprived of his or her rights
17under this subchapter by reason of a prior adjudication of his or her having engaged
18in an unfair labor practice. The ballot shall permit a vote against representation by
19anyone named on the ballot.
AB900,99,2520
(b) 1. Except as provided in subd. 2., for elections in a collective bargaining unit
21composed of employees who are members of the faculty or academic staff, whenever
22more than one representative qualifies to appear on the ballot, the ballot shall
23provide separate votes on 2 questions. The first question shall be: "Shall the
24employees of the .... (name of collective bargaining unit) participate in collective
25bargaining?" The 2nd question shall be: "If the employees of the .... (name of
1collective bargaining unit) elect to participate in collective bargaining, which labor
2organization do you favor to act as representative of the employees?" The 2nd
3question may not include a choice for no representative. All employees in the
4collective bargaining unit may vote on both questions. Unless a majority of those
5employees voting in the election vote to participate in collective bargaining, no votes
6for a particular representative may be counted. If a majority of those employees
7voting in the election vote to participate in collective bargaining, the ballots for
8representatives shall be counted.
AB900,101,109
2. For elections in a collective bargaining unit composed of employees who are
10members of the faculty or academic staff, whenever more than one representative
11qualifies to appear on the ballot and a question of whether to combine collective
12bargaining units as permitted under s. 111.98 (2) (a) qualifies to appear on the ballot,
13the ballot shall provide separate votes on 3 questions and each ballot shall identify
14the collective bargaining unit to which each voter currently belongs. The first
15question shall be: "Shall the employees of the .... (name of the voter's current
16collective bargaining unit) participate in collective bargaining?" The 2nd question
17shall be: "Shall the employees of the .... (names of all of the collective bargaining
18units that qualify to appear on the ballot, including the name of the voter's current
19collective bargaining unit) combine to participate in collective bargaining?" The 3rd
20question shall be: "If the employees of the .... (name of the voter's current collective
21bargaining unit) elect to participate in collective bargaining, which labor
22organization do you favor to act as representative of the employees?" The 3rd
23question may not include a choice for no representative. All employees in the
24collective bargaining unit may vote on all questions. Unless a majority of those
25employees voting in the election vote to participate in collective bargaining, no votes
1for combination or for a particular representative may be counted. If a majority of
2those employees voting in the election vote to participate in collective bargaining, the
3ballots for combination shall be counted. If the ballots for combination are counted
4and a majority of those employees voting from each collective bargaining unit listed
5in the 2nd question on the ballot vote to combine, then the ballots for representatives
6of the combined collective bargaining unit shall be counted. If the ballots for
7combination are counted and a majority of those employees voting from each
8collective bargaining unit listed in the 2nd question on the ballot do not vote to
9combine, then the ballots for representatives of each current collective bargaining
10unit shall be counted.
AB900,101,1211
(c) The commission's certification of the results of any election is conclusive
12unless reviewed under s. 111.07 (8).
AB900,101,19
13(3) Whenever an election has been conducted under sub. (2) in which the ballots
14for representatives have been counted but in which no named representative is
15favored by a majority of the employees voting, the commission may, if requested by
16a party to the proceeding within 30 days from the date of the certification of the
17results of the election, conduct a runoff election. In that runoff election, the
18commission shall drop from the ballot the name of the representative who received
19the least number of votes at the original election.
AB900,102,7
20(4) While a collective bargaining agreement between a labor organization and
21an employer is in force under this subchapter, a petition for an election in the
22collective bargaining unit to which the agreement applies may be filed only during
23October in the calendar year prior to the expiration of that agreement. An election
24held under that petition may be held only if the petition is supported by proof that
25at least 30 percent of the employees in the collective bargaining unit desire a change
1or discontinuance of existing representation. Within 60 days of the time that an
2original petition is filed, another petition may be filed supported by proof that at least
310 percent of the employees in the same collective bargaining unit desire a different
4representative. If a majority of the employees in the collective bargaining unit vote
5for a change or discontinuance of representation by any named representative, the
6decision takes effect upon expiration of any existing collective bargaining agreement
7between the employer and the existing representative.
AB900,102,9
8111.991 Unfair labor practices. (1) It is an unfair labor practice for an
9employer individually or in concert with others to do any of the following:
AB900,102,1110
(a) Interfere with, restrain, or coerce employees in the exercise of their rights
11guaranteed under s. 111.97.
AB900,102,2412
(b) Except as otherwise provided in this paragraph, initiate, create, dominate,
13or interfere with the formation or administration of any labor or employee
14organization or contribute financial support to it. Except as provided in ss. 40.02 (22)
15(e) and 40.23 (1) (f) 4., no change in any law affecting the Wisconsin Retirement
16System under ch. 40 and no action by the employer that is authorized by such a law
17is a violation of this paragraph unless an applicable collective bargaining agreement
18specifically prohibits the change or action. No such change or action affects the
19continuing duty to bargain collectively regarding the Wisconsin Retirement System
20under ch. 40 to the extent required by s. 111.998. It is not an unfair labor practice
21for the employer to reimburse an employee at his or her prevailing wage rate for the
22time spent during the employee's regularly scheduled hours conferring with the
23employer's officers or agents and for attendance at commission or court hearings
24necessary for the administration of this subchapter.
AB900,103,4
1(c) Encourage or discourage membership in any labor organization by
2discrimination in regard to hiring, tenure, or other terms or conditions of
3employment. This paragraph does not apply to fair-share or maintenance of
4membership agreements.
AB900,103,145
(d) Refuse to bargain collectively on matters set forth in s. 111.998 with a
6representative of a majority of its employees in an appropriate collective bargaining
7unit. Whenever the employer has a good faith doubt as to whether a labor
8organization claiming the support of a majority of its employees in an appropriate
9collective bargaining unit does in fact have that support, it may file with the
10commission a petition requesting an election as to that claim. The employer is not
11considered to have refused to bargain until an election has been held and the results
12of the election are certified to the employer by the commission. A violation of this
13paragraph includes the refusal to execute a collective bargaining agreement
14previously orally agreed upon.
AB900,103,1915
(e) Violate any collective bargaining agreement previously agreed upon by the
16parties with respect to wages, hours, and conditions of employment affecting the
17employees, including an agreement to arbitrate or to accept the terms of an
18arbitration award, when previously the parties have agreed to accept such award as
19final and binding upon them.
AB900,104,220
(f) Deduct labor organization dues from an employee's earnings, unless the
21employer has been presented with an individual order therefor, signed by the
22employee personally, and terminable by at least the end of any year of its life or
23earlier by the employee giving at least 30 but not more than 120 days' written notice
24of such termination to the employer and to the representative labor organization,
25except if there is a fair-share or maintenance of membership agreement in effect.
1The employer shall give notice to the labor organization of receipt of such notice of
2termination.
AB900,104,63
(g) Use any moneys received for any purpose to discourage; to train any
4supervisor, management employee, or other employee to discourage; or to contract
5with any person for the purposes of discouraging employees in the exercise of their
6rights guaranteed under s. 111.97.
AB900,104,13
7(1m) Notwithstanding sub. (1), it is not an unfair labor practice for the board
8to implement changes in salaries or conditions of employment for members of the
9faculty or academic staff at one institution, and not for other members of the faculty
10or academic staff at another institution, but this may be done only if the differential
11treatment is based on comparisons with the compensation and working conditions
12of employees performing similar services for comparable higher education
13institutions or based upon other competitive factors.
AB900,104,15
14(2) It is unfair practice for an employee individually or in concert with others
15to do any of the following:
AB900,104,1716
(a) Coerce or intimidate an employee in the enjoyment of the employee's legal
17rights, including those guaranteed under s. 111.97.
AB900,104,2218
(b) Coerce, intimidate, or induce any officer or agent of the employer to interfere
19with any of the employer's employees in the enjoyment of their legal rights including
20those guaranteed under s. 111.97 or engage in any practice with regard to its
21employees which would constitute an unfair labor practice if undertaken by the
22officer or agent on the officer's or agent's own initiative.
AB900,105,223
(c) Refuse to bargain collectively on matters specified in s. 111.998 with the
24authorized officer or agent of the employer that is the recognized or certified
25exclusive collective bargaining representative of employees in an appropriate
1collective bargaining unit. Such refusal to bargain shall include a refusal to execute
2a collective bargaining agreement previously orally agreed upon.
AB900,105,63
(d) Violate the provisions of any written agreement with respect to terms and
4conditions of employment affecting employees, including an agreement to arbitrate
5or to accept the terms of an arbitration award, when previously the parties have
6agreed to accept such awards as final and binding upon them.
AB900,105,87
(e) Engage in, induce, or encourage any employees to engage in a strike or a
8concerted refusal to work or perform their usual duties as employees.
AB900,105,129
(f) Coerce or intimidate a supervisory employee, officer, or agent of the
10employer, working at the same trade or profession as the employer's employees, to
11induce the person to become a member of or act in concert with the labor organization
12of which the employee is a member.
AB900,105,16
13(3) It is an unfair labor practice for any person to do or cause to be done on
14behalf of or in the interest of employers or employees, or in connection with or to
15influence the outcome of any controversy as to employment relations, any act
16prohibited by subs. (1) and (2).
AB900,105,18
17(3m) This section does not interfere with a faculty member's right of academic
18freedom.
AB900,106,2
19(4) Any controversy concerning unfair labor practices may be submitted to the
20commission as provided in s. 111.07, except that the commission shall schedule a
21hearing on complaints involving alleged violations of sub. (2) (e) within 3 days after
22filing of a complaint, and notice shall be given to each party interested by service on
23the party personally, or by telegram, advising the party of the nature of the complaint
24and of the date, time, and place of hearing. The commission may appoint a substitute
25tribunal to hear unfair labor practice charges by either appointing a 3-member panel
1or submitting a 7-member panel to the parties and allowing each to strike 2 names.
2Any panel shall report its finding to the commission for appropriate action.
AB900,106,8
3111.992 Fair-share and maintenance of membership agreements. (1)
4(a) 1. No fair-share agreement is effective unless authorized by a referendum. The
5commission shall order a referendum whenever it receives a petition supported by
6proof that at least 30 percent of the employees, or supervisors specified in s. 111.98
7(5), in a collective bargaining unit desire that a fair-share agreement be entered into
8between the employer and a labor organization.
AB900,106,109
2. For a fair-share agreement to be authorized, at least a majority of the eligible
10employees or supervisors voting in a referendum must vote in favor of the agreement.
AB900,106,1411
(b) No maintenance of membership agreement may be effective unless
12authorized. For a maintenance of membership agreement to be authorized, the
13employer and the labor organization representing the employees must voluntarily
14agree to establish the maintenance of membership agreement.
AB900,107,815
(c) If a fair-share agreement is authorized in a referendum, the employer shall
16enter into a fair-share agreement with the labor organization named on the ballot
17in the referendum. If a maintenance of membership agreement is authorized under
18par. (b), the employer shall enter into the maintenance of membership agreement
19with the labor union that voluntarily agreed to establish the agreement. Each
20fair-share or maintenance of membership agreement shall require the employer to
21deduct the amount of dues as certified by the labor organization from the earnings
22of the employees or supervisors affected by the agreement and to pay the amount
23deducted to the labor organization. Unless the parties agree to an earlier date, a
24fair-share agreement takes effect 60 days after the commission certifies that the
25referendum vote authorized the fair-share agreement, and unless the parties agree
1to an earlier date a maintenance of membership agreement takes effect 60 days after
2the commission certifies that the parties have voluntarily agreed to establish the
3maintenance of membership agreement. The employer shall be held harmless
4against any claims, demands, suits, and other forms of liability made by employees
5or supervisors or local labor organizations which may arise for actions the employer
6takes in compliance with this section. All such lawful claims, demands, suits, and
7other forms of liability are the responsibility of the labor organization entering into
8the agreement.
AB900,107,149
(d) Under each fair-share or maintenance of membership agreement, an
10employee or supervisor who has religious convictions against dues payments to a
11labor organization may request the labor organization to pay his or her dues to a
12charity mutually agreed upon by the employee or supervisor and the labor
13organization. Any dispute under this paragraph may be submitted to the
14commission for adjudication.
AB900,108,2
15(2) (a) 1. Once authorized, a fair-share agreement continues, subject to the
16right of the employer or labor organization concerned to petition the commission to
17conduct a new referendum. If the commission receives a petition and finds that at
18least 30 percent of the employees or supervisors in the collective bargaining unit
19want to discontinue the fair-share agreement, the commission shall conduct a new
20referendum. If the continuance of the fair-share agreement is approved in the
21referendum by at least the percentage of eligible voting employees or supervisors
22required for its initial authorization, it shall continue, subject to the right of the
23employer or labor organization to later initiate a further vote following the procedure
24prescribed in this subsection. If the continuance of the fair-share agreement is not
25supported in any referendum, it terminates at the termination of the collective
1bargaining agreement, or one year from the date of the certification of the result of
2the referendum, whichever is earlier.
AB900,108,83
2. Once authorized, a maintenance of membership agreement is in effect,
4subject to the right of the employer or the labor organization concerned to notify the
5commission that it no longer voluntarily agrees to continue the agreement. After the
6commission is notified, the maintenance of membership agreement terminates at the
7termination of the collective bargaining agreement or one year from the notification,
8whichever is earlier.
AB900,108,179
(b) The commission shall suspend any fair-share or maintenance of
10membership agreement upon such conditions and for such time as the commission
11decides whenever it finds that the labor organization involved has refused on the
12basis of race, color, sexual orientation, or creed to receive as a member any employee
13or supervisor in the collective bargaining unit involved, and the agreement shall be
14made subject to the findings and orders of the commission. Any of the parties to the
15agreement, or any employee or supervisor covered under the agreement, may come
16before the commission, as provided in s. 111.07, and petition the commission to make
17such a finding.
AB900,108,20
18(3) A stipulation for a referendum executed by an employer and a labor
19organization may not be filed until after the representation election has been held
20and the results certified.
AB900,108,23
21(4) The commission may, under rules adopted for that purpose, appoint as its
22agent an official of a state agency whose employees are entitled to vote in a
23referendum to conduct a referendum under this section.
AB900,109,3
24111.993 Grievance arbitration. (1) Parties to the dispute pertaining to the
25interpretation of a collective bargaining agreement may agree in writing to have the
1commission or any other appointing state agency serve as arbitrator or may
2designate any other competent, impartial, and disinterested persons to so serve.
3Such arbitration proceedings shall be governed by ch. 788.
AB900,109,9
4(2) The board shall charge an institution for the employer's share of the cost
5related to grievance arbitration under sub. (1) for any arbitration that involves one
6or more employees of the institution. Each institution charged shall pay the amount
7that the board charges from the appropriation account or accounts used to pay the
8salary of the grievant. Funds received under this subsection shall be credited to the
9appropriation account under s. 20.545 (1) (km).
AB900,109,15
10111.994 Mediation. The commission may appoint any competent, impartial,
11disinterested person to act as mediator in any labor dispute either upon its own
12initiative or upon the joint request of both parties to the dispute. It is the function
13of a mediator to bring the parties together voluntarily under such favorable
14conditions as will tend to effectuate settlement of the dispute, but neither the
15mediator nor the commission has any power of compulsion in mediation proceedings.
AB900,109,24
16111.995 Fact-finding. (1) If a dispute has not been settled after a reasonable
17period of negotiation and after the settlement procedures, if any, established by the
18parties have been exhausted, the representative that has been certified by the
19commission after an election, as the exclusive representative of employees in an
20appropriate bargaining unit, and the employer, its officers, and agents, after a
21reasonable period of negotiation, are deadlocked with respect to any dispute between
22them arising in the collective bargaining process, either party, or the parties jointly,
23may petition the commission, in writing, to initiate fact-finding under this section,
24and to make recommendations to resolve the deadlock.
AB900,110,6
1(2) Upon receipt of a petition to initiate fact-finding, the commission shall
2make an investigation with or without a formal hearing, to determine whether a
3deadlock in fact exists. The commission shall certify the results of the investigation.
4If the commission decides that fact-finding should be initiated, it shall appoint a
5qualified, disinterested person or, when jointly requested by the parties, a 3-member
6panel to function as a fact finder.
AB900,110,20
7(3) The fact finder may establish dates and place of hearings and shall conduct
8the hearings under rules established by the commission. Upon request, the
9commission shall issue subpoenas for hearings conducted by the fact finder. The fact
10finder may administer oaths. Upon completion of the hearing, the fact finder shall
11make written findings of fact and recommendations for solution of the dispute and
12shall cause the same to be served on the parties and the commission. In making
13findings and recommendations, the fact finder shall take into consideration among
14other pertinent factors the principles vital to the public interest in efficient and
15economical governmental administration. Upon the request of either party, the fact
16finder may orally present the recommendations in advance of service of the written
17findings and recommendations. Cost of fact-finding proceedings shall be divided
18equally between the parties. At the time the fact finder submits a statement of his
19or her costs to the parties, the fact finder shall submit a copy to the commission at
20its Madison office.
AB900,110,22
21(4) A fact finder may mediate a dispute at any time prior to the issuance of the
22fact finder's recommendations.
AB900,111,3
23(5) Within 30 days of the receipt of the fact finder's recommendations or within
24a time mutually agreed upon by the parties, each party shall advise the other, in
25writing, as to the party's acceptance or rejection, in whole or in part, of the fact
1finder's recommendations and, at the same time, send a copy of the notification to
2the commission at its Madison office. Failure to comply with this subsection, by the
3employer or employee representative, is a violation of s. 111.991 (1) (d) or (2) (c).
AB900,111,9
4111.996 Strike prohibited. (1) Upon establishing that a strike is in progress,
5the employer may either seek an injunction or file an unfair labor practice charge
6with the commission under s. 111.991 (2) (e) or both. It is the responsibility of the
7board to decide whether to seek an injunction or file an unfair labor practice charge.
8The existence of an administrative remedy does not constitute grounds for denial of
9injunctive relief.
AB900,111,12
10(2) The occurrence of a strike and the participation in the strike by an employee
11do not affect the rights of the employer, in law or in equity, to deal with the strike,
12including all of the following:
AB900,111,1413
(a) The right to impose discipline, including discharge, or suspension without
14pay, of any employee participating in the strike.
AB900,111,1615
(b) The right to cancel the reinstatement eligibility of any employee engaging
16in the strike.
AB900,111,1917
(c) The right of the employer to request the imposition of fines, either against
18the labor organization or the employee engaging in the strike, or to sue for damages
19because of such strike activity.
AB900,111,22
20111.997 Management rights. Nothing in this subchapter interferes with the
21right of the board or the University of Wisconsin–Madison, in accordance with this
22subchapter, to do any of the following:
AB900,111,25
23(1) Carry out the statutory mandate and goals assigned to the board or to the
24University of Wisconsin–Madison by the most appropriate and efficient methods and
25means and utilize personnel in the most appropriate and efficient manner possible.
AB900,112,4
1(2) Suspend, demote, discharge, or take other appropriate disciplinary action
2against the employee; or to lay off employees in the event of lack of work or funds or
3under conditions where continuation of such work would be inefficient and
4nonproductive.
AB900,112,7
5111.998 Subjects of bargaining. (1) (a) Except as provided in pars. (b) to
6(f), matters subject to collective bargaining to the point of impasse are salaries; fringe
7benefits consistent with sub. (2); and hours and conditions of employment.
AB900,112,138
(b) With respect to a collective bargaining unit specified in s. 111.98 (1) (b) to
9(i) or (jk) to (r), the board and, with respect to a collective bargaining unit specified
10in s. 111.98 (1) (a) or (j), the University of Wisconsin-Madison is not required to
11bargain on management rights under s. 111.997, except that procedures for the
12adjustment or settlement of grievances or disputes arising out of any type of
13disciplinary action in s. 111.997 (2) is a subject of bargaining.
AB900,112,1514
(c) The board and the University of Wisconsin–Madison are prohibited from
15bargaining on matters contained in sub. (2).
AB900,112,2116
(d) Except as provided in sub. (2) and ss. 40.02 (22) (e) and 40.23 (1) (f) 4., all
17laws governing the Wisconsin Retirement System under ch. 40 and all actions of the
18board and of the University of Wisconsin–Madison that are authorized under any
19such law that apply to nonrepresented individuals employed by the state shall apply
20to similarly situated employees, unless otherwise specifically provided in a collective
21bargaining agreement that applies to those employees.
AB900,112,2422
(e) Demands relating to retirement and group insurance shall be submitted to
23the board or to the University of Wisconsin-Madison, whichever is appropriate, at
24least one year prior to commencement of negotiations.
AB900,113,3
1(f) Neither the board nor the University of Wisconsin-Madison is required to
2bargain on matters related to employee occupancy of houses or other lodging
3provided by the state.
AB900,113,5
4(2) The board and the University of Wisconsin-Madison are prohibited from
5bargaining on all of the following:
AB900,113,106
(a) The mission and goals of the University of Wisconsin System as set forth
7in the statutes; the diminution of the right of tenure provided the faculty under s.
836.13, the rights granted faculty under s. 36.09 (4) and academic staff under s. 36.09
9(4m), or the rights of appointment provided academic staff under s. 36.15; or
10academic freedom.
AB900,113,1111
(b) Amendments to this subchapter.
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(c) Family leave and medical leave rights below the minimum afforded under
13s. 103.10. Nothing in this paragraph prohibits bargaining on rights to family leave
14or medical leave which are more generous to the employee than the rights provided
15under s. 103.10.
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(e) The rights of employees to have retirement benefits computed under s.
1740.30.
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(f) Honesty testing requirements that provide fewer rights and remedies to
19employees than are provided under s. 111.37.
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(g) The requirement under s. 40.05 (1) (b) that the employer may not pay, on
21behalf of that employee, any employee required contributions or the employee share
22of required contributions and the impact of this requirement on the wages, hours,
23and conditions of employment of that employee.