AB100-ASA1-AA1,213,1212
1. The responsible person is required to be licensed under ss. 94.67 to 94.71.
AB100-ASA1-AA1,213,1313
2. The responsible person employs more than 25 persons.
AB100-ASA1-AA1,213,1414
3. The responsible person has gross annual sales of more than $2,500,000.
AB100-ASA1-AA1,213,2016
94.73
(6) (d) For the purposes for pars. (b) and (c), a discharge that occurs in
17the course of transporting an agricultural chemical is considered to have occurred at
18the site from which the agricultural chemical was being transported if the site from
19which the agricultural chemical was being transported is under the ownership or
20control of the person transporting the agricultural chemical.
AB100-ASA1-AA1,213,2422
94.73
(6) (e) The department may not reimburse corrective action costs that
23exceed $100,000 for any one discharge for which groundwater remediation is not
24ordered unless the criteria in rules promulgated under par. (f) are satisfied.".
AB100-ASA1-AA1,214,119
101.14
(2) (cm) In addition to the requirements of pars. (b) and (c), a fire
10department shall provide public fire education services
, in consultation with the
11department and the fire prevention council.".
AB100-ASA1-AA1,214,23
22"
Section 2588b. 101.143 (3) (ae) 1. of the statutes is renumbered 101.143 (3)
23(ae) and amended to read:
AB100-ASA1-AA1,215,7
1101.143
(3) (ae) An owner or operator or a person owning a home oil tank
2system is not eligible for an award under this section for costs incurred because of
3a petroleum product discharge from
a an underground petroleum product storage
4tank system or a home oil tank system that meets the performance standards in
40
5CFR 280.20 or in rules promulgated by the department relating to underground
6petroleum product storage tank systems installed after December 22, 1988,
except
7as provided in subd. 2 if the discharge is confirmed after December 31, 1995.
AB100-ASA1-AA1,215,12
10751. Page 1192, line 12: delete the material beginning with "except" and
11ending with "2" on line 13 and substitute" if the discharge is confirmed after
12December 22, 2001".
AB100-ASA1-AA1,216,98
101.575
(3) (a) 3. Provides a training program prescribed by the department
9by rule
, in consultation with the fire prevention council.".
AB100-ASA1-AA1,216,1514
103.905
(3) Gather
, compile and submit to the council on migrant labor and
15compile data and information relative to ss. 103.90 to 103.97.
AB100-ASA1-AA1,217,3
1106.06
(3) All gifts, grants, bequests and devises to the division for its use
for
2any of the purposes mentioned in s. 106.05 are valid and shall be used to carry out
3the purposes for which made and received.".
AB100-ASA1-AA1,217,158
106.215
(10) (c)
Wages. Corps members shall be paid at the prevailing federal
9minimum wage or the applicable state minimum wage established under ch. 104,
10whichever is greater. Assistant crew leaders, crew leaders and regional crew leaders
11may be paid more than the prevailing federal minimum wage or applicable state
12minimum wage
but may not be paid more than twice the hourly wage of a corps
13member. The board may waive the wage limitation of a regional crew leader. Corps
14enrollees shall receive their pay for the previous pay period on the last working day
15of the current pay period.
AB100-ASA1-AA1,218,2
1111.91
(2) (k) Compliance with the health benefit plan requirements under ss.
2632.745 (1) to (3) and (5) and 632.746 (1) to (8) and (10), 632.747
and 632.748.".
AB100-ASA1-AA1,219,46
111.70
(1) (a) "Collective bargaining" means the performance of the mutual
7obligation of a municipal employer, through its officers and agents, and the
8representative of its municipal employes in a collective bargaining unit, to meet and
9confer at reasonable times, in good faith, with the intention of reaching an
10agreement, or to resolve questions arising under such an agreement, with respect to
11wages, hours and conditions of employment, and with respect to a requirement of the
12municipal employer for a municipal employe to perform law enforcement and fire
13fighting services under s. 61.66, except as provided in sub. (4) (m)
and (n) to (o) and
14s. 40.81 (3) and except that a municipal employer shall not meet and confer with
15respect to any proposal to diminish or abridge the rights guaranteed to municipal
16employes under ch. 164. The duty to bargain, however, does not compel either party
17to agree to a proposal or require the making of a concession. Collective bargaining
18includes the reduction of any agreement reached to a written and signed document.
19The municipal employer shall not be required to bargain on subjects reserved to
20management and direction of the governmental unit except insofar as the manner
21of exercise of such functions affects the wages, hours and conditions of employment
22of the municipal employes in a collective bargaining unit. In creating this subchapter
23the legislature recognizes that the municipal employer must exercise its powers and
24responsibilities to act for the government and good order of the jurisdiction which it
1serves, its commercial benefit and the health, safety and welfare of the public to
2assure orderly operations and functions within its jurisdiction, subject to those
3rights secured to municipal employes by the constitutions of this state and of the
4United States and by this subchapter.
AB100-ASA1-AA1,219,156
111.70
(4) (o)
Permissive subjects of collective bargaining. In a school district,
7the municipal employer is not required to bargain collectively with respect to the
8establishment of the school calendar. This paragraph shall not be construed to
9eliminate a school district's duty to bargain collectively with the recognized or
10certified representative of school district employes in a collective bargaining unit
11concerning the total number of days of work and the number of those days which are
12allocated to different purposes such as days on which school is taught, in-service
13days, staff preparation days, convention days, paid holidays and parent-teacher
14conference days, and to bargain collectively with that representative with regard to
15the impact of the school calendar on wages, hours and conditions of employment.".
AB100-ASA1-AA1,219,18
17"
Section 2692td. 111.70 (4) (jm) 5. of the statutes is repealed and recreated
18to read:
AB100-ASA1-AA1,220,219
111.70
(4) (jm) 5. In determining the proper compensation to be received by
20members of the police department under subd. 4., the arbitrator shall consider the
21following factors, with the greatest weight given to the factor specified under subd.
225. a., the next greatest weight given to the factor specified under subd. 5. b., the next
23greatest weight given to the factor specified under subd. 5. c., the next greatest
1weight given to the factor specified under subd. 5. d. and the least weight given to
2the factor specified under subd. 5. e.:
AB100-ASA1-AA1,220,63
a. Comparison of all of the items of compensation specified in subd. 4. of the
4municipal employes in the collective bargaining unit with such items of
5compensation of other municipal law enforcement officers in the metropolitan area
6in which the 1st class city is located.
AB100-ASA1-AA1,220,97
b. Comparison of the respective crime rates, and workloads of and risks of
8injury to law enforcement officers, in the 1st class city and any other jurisdiction with
9which comparisons are made under subd. 5. a.
AB100-ASA1-AA1,220,1210
c. The increase in the average consumer prices for goods and services,
11commonly known as the cost of living, during the term of the predecessor collective
12bargaining agreement.
AB100-ASA1-AA1,220,1613
d. Comparison of all of the items of compensation specified in subd. 4. of the
14municipal employes in the collective bargaining unit with such items of
15compensation of other municipal law enforcement officers in comparable
16communities in this state.
AB100-ASA1-AA1,220,1917
e. Comparison of all of the items of compensation specified in subd. 4. of the
18municipal employes in the collective bargaining unit with such items of
19compensation of other protective service municipal employes in the 1st class city.".
AB100-ASA1-AA1,221,2422
111.31
(1) The legislature finds that the practice of unfair discrimination in
23employment
, licensing and labor organization membership against properly
24qualified individuals by reason of their age, race, creed, color, handicap, marital
1status, sex, national origin, ancestry, sexual orientation, arrest record,
conviction
2record, membership in the national guard, state defense force or any other reserve
3component of the military forces of the United States or this state or use or nonuse
4of lawful products off the employer's premises during nonworking hours
, that the
5practice of unfair discrimination in employment against properly qualified
6individuals by reason of their nonfelony conviction record and that the practice of
7unfair discrimination in licensing and labor organization membership against
8properly qualified individuals by reason of their felony or nonfelony conviction record 9substantially and adversely affects the general welfare of the state. Employers,
10labor organizations, employment agencies and licensing agencies that deny
11employment
, licensing and labor organization membership opportunities and
12discriminate in employment
, licensing and labor organization membership against
13properly qualified individuals solely because of their age, race, creed, color, handicap,
14marital status, sex, national origin, ancestry, sexual orientation, arrest record,
15conviction record, membership in the national guard, state defense force or any other
16reserve component of the military forces of the United States or this state or use or
17nonuse of lawful products off the employer's premises during nonworking hours
,
18employers and employment agencies that deny employment opportunities and
19discriminate in employment against properly qualified individuals solely because of
20their nonfelony conviction record and licensing agencies and labor organizations
21that deny licensing and labor organization membership to properly qualified
22individuals solely because of their felony or nonfelony conviction record deprive those
23individuals of the earnings that are necessary to maintain a just and decent standard
24of living.
AB100-ASA1-AA1,222,20
1111.31
(2) It is the intent of the legislature to protect by law the rights of all
2individuals to obtain
gainful employment
, licensing and labor organization
3membership and to enjoy privileges free from
employment discrimination
in
4employment, licensing and labor organization membership because of age, race,
5creed, color, handicap, marital status, sex, national origin, ancestry, sexual
6orientation, arrest record,
conviction record, membership in the national guard,
7state defense force or any other reserve component of the military forces of the United
8States or this state or use or nonuse of lawful products off the employer's premises
9during nonworking hours,
to protect by law the rights of all individuals to obtain
10employment and to enjoy privileges free from discrimination in employment because
11of nonfelony conviction record, to protect by law the rights of all individuals to obtain
12licensing and labor organization membership and to enjoy privileges free from
13discrimination in licensing and labor organization membership because of felony or
14nonfelony conviction record, and to encourage the full, nondiscriminatory utilization
15of the productive resources of the state to the benefit of the state, the family and all
16the people of the state. It is the intent of the legislature in promulgating this
17subchapter to encourage employers to evaluate an employe or applicant for
18employment
, other than an employe or applicant who has a felony conviction record, 19based upon the employe's or applicant's individual qualifications rather than upon
20a particular class to which the individual may belong.
AB100-ASA1-AA1,223,1122
111.31
(3) In the interpretation and application of this subchapter, and
23otherwise, it is declared to be the public policy of the state to encourage and foster
24to the fullest extent practicable the employment
, licensing and labor organization
25membership of all properly qualified individuals regardless of age, race, creed, color,
1handicap, marital status, sex, national origin, ancestry, sexual orientation, arrest
2record,
conviction record, membership in the national guard, state defense force or
3any other reserve component of the military forces of the United States or this state
4or use or nonuse of lawful products off the employer's premises during nonworking
5hours
, to encourage and foster to the fullest extent practicable the employment of all
6properly qualified individuals regardless of nonfelony conviction record and to
7encourage and foster to the fullest extent practicable the licensing and labor
8organization membership of all properly qualified individuals regardless of felony or
9nonfelony conviction record. Nothing in this subsection requires an affirmative
10action program to correct an imbalance in the work force. This subchapter shall be
11liberally construed for the accomplishment of this purpose.
AB100-ASA1-AA1,223,1713
111.32
(3) "Conviction record" includes, but is not limited to, information
14indicating that an individual has been convicted of any felony, misdemeanor or other
15offense, has been adjudicated delinquent, has been less than honorably discharged,
16or has been placed on probation, fined, imprisoned or paroled pursuant to any law
17enforcement or military authority
, and has not been pardoned.
AB100-ASA1-AA1, s. 2692g
18Section 2692g. 111.335 (1) (c) of the statutes is renumbered 111.335 (2) (c) and
19amended to read:
