There shall be 2 alternative forms of arbitration:
(a) Form 1.
The arbitrator shall have the power to determine all issues in dispute involving wages, hours and conditions of employment.
(b) Form 2.
The commission shall appoint an investigator to determine the nature of the impasse. The commission's investigator shall advise the commission in writing, transmitting copies of such advice to the parties of each issue which is known to be in dispute. Such advice shall also set forth the final offer of each party as it is known to the investigator at the time that the investigation is closed. Neither party may amend its final offer thereafter, except with the written agreement of the other party. The arbitrator shall select the final offer of one of the parties and shall issue an award incorporating that offer without modification.
The proceedings shall be pursuant to form 2 unless the parties shall agree prior to the hearing that form 1 shall control.
In reaching a decision, the arbitrator shall give greater weight to the economic conditions in the jurisdiction of the municipal employer than the arbitrator gives to the factors under par. (bm)
. The arbitrator shall give an accounting of the consideration of this factor in the arbitrator's decision.
In reaching a decision, in addition to the factors under par. (am)
, the arbitrator shall give weight to the following factors:
The interests and welfare of the public and the financial ability of the unit of government to meet these costs.
Comparison of the wages, hours and conditions of employment of the employees involved in the arbitration proceeding with the wages, hours and conditions of employment of other employees performing similar services and with other employees generally:
The average consumer prices for goods and services, commonly known as the cost of living.
The overall compensation presently received by the employees, including direct wage compensation, vacation, holidays and excused time, insurance and pensions, medical and hospitalization benefits, the continuity and stability of employment, and all other benefits received.
Changes in any of the foregoing circumstances during the pendency of the arbitration proceedings.
Such other factors, not confined to the foregoing, which are normally or traditionally taken into consideration in the determination of wages, hours and conditions of employment through voluntary collective bargaining, mediation, fact-finding, arbitration or otherwise between the parties, in the public service or in private employment.
Proceedings, except as specifically provided in this section, shall be governed by ch. 788
This section applies to public safety employees who are supervisors employed by a county having a population of 750,000 or more. For purposes of such application, the term “municipal employee" includes such a supervisor.
This section shall not apply to members of a police department employed by a 1st class city nor to any city, village or town having a population of less than 2,500.
See also ch. ERC 30
, Wis. adm. code.
Arbitration under sub. (4) (b), which requires the arbitrator to select the final offer of one of the parties and then issue an award incorporating that offer “without modification," does not preclude restatement or alteration of the offer to comprise a proper, final arbitration award finally disposing of the controversy. Manitowoc v. Manitowoc Police Dept., 70 Wis. 2d 1006
, 236 N.W.2d 231
Under the common law an arbitrator need not render an account of the reasons for his or her award, nor is a written decision required by ch. 298 [now ch. 788], although the arbitrator must weigh the criteria suggested by sub. (6). Manitowoc v. Manitowoc Police Dept., 70 Wis. 2d 1006
, 236 N.W.2d 231
Sub. (4) (b) permits amendment of a final offer after an arbitration petition is filed but before an investigation is closed, even if the amendment includes proposals that were not negotiated before the filing of the petition. City of Sheboygan v. WERC, 125 Wis. 2d 1
, 370 N.W.2d 800
(Ct. App. 1985).
The analysis under Manitowoc
was inapposite in this case in which the arbitrator exceeded his authority under sub. (4) (b) by modifying the city's final offer instead of “select[ing a] final offer ... without modification." Moreover, rather than “restating" the offer to “comprise a proper, final arbitration award," the arbitrator's action produced an award that was other than a “final and definite" award required by s. 788.10 (1) (d). LaCrosse Professional Police Ass'n v. City of LaCrosse, 212 Wis. 2d 90
, 568 N.W.2d 20
(Ct. App. 1997), 96-2741
Right to strike and compulsory arbitration: panacea or placebo? Coughlin & Rader. 58 MLR 205.
STATE EMPLOYMENT LABOR RELATIONS
Subch. V of ch. 111 Cross-reference
See also chs. ERC 20
, and 28
, Wis. adm. code.
In this subchapter:
“Collective bargaining" means the performance of the mutual obligation of the state as an employer, by its officers and agents, and the representatives of its employees, to meet and confer at reasonable times, in good faith, with respect to the subjects of bargaining provided in s. 111.91 (1)
, with respect to public safety employees, and to the subjects of bargaining provided in s. 111.91 (3)
, with respect to general employees, with the intention of reaching an agreement, or to resolve questions arising under such an agreement. The duty to bargain, however, does not compel either party to agree to a proposal or require the making of a concession. Collective bargaining includes the reduction of any agreement reached to a written and signed document.
“Collective bargaining unit" means a unit established under s. 111.825
“Commission" means the employment relations commission.
“Consumer price index change" means the average annual percentage change in the consumer price index for all urban consumers, U.S. city average, as determined by the federal department of labor, for the 12 months immediately preceding the current date.
“Craft employee" means a skilled journeyman craftsman, including the skilled journeyman craftsman's apprentices and helpers, but shall not include employees not in direct line of progression in the craft.
“Division" means the division of personnel management in the department of administration.
“Election" means a proceeding conducted by the commission 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.
Any state employee in the classified service of the state, as defined in s. 230.08
, except limited term employees, sessional employees, project employees, supervisors, management employees and individuals who are privy to confidential matters affecting the employer-employee relationship, as well as all employees of the commission.
Any employee who is employed by the University of Wisconsin System, except an employee who is assigned to the University of Wisconsin-Madison, and except faculty, and except academic staff under s. 36.15
Any employee who is employed by the University of Wisconsin System and assigned to the University of Wisconsin-Madison except faculty and except academic staff under s. 36.15
Program, project or teaching assistants employed by the University of Wisconsin System, except supervisors, management employees and individuals who are privy to confidential matters affecting the employer-employee relationship.
Assistant district attorneys, except supervisors, management employees and individuals who are privy to confidential matters affecting the employer-employee relationship.
Attorneys employed in the office of the state public defender, except supervisors, management employees or individuals who are privy to confidential matters affecting the employer-employee relationship.
Instructional staff employed by the board of regents of the University of Wisconsin System who provide services for a charter school established by contract under s. 118.40 (2r) (cm)
, 2013 stats.
Research assistants of the University of Wisconsin-Madison and University of Wisconsin-Extension.
Research assistants of the University of Wisconsin-Milwaukee.
Research assistants of the Universities of Wisconsin-Eau Claire, Green Bay, La Crosse, Oshkosh, Parkside, Platteville, River Falls, Stevens Point, Stout, Superior, and Whitewater.
“Employer" means the state of Wisconsin.
“Fair-share agreement" means an agreement between the employer and a labor organization representing public safety employees under which all of the public safety employees in a collective bargaining unit are required to pay their proportionate share of the cost of the collective bargaining process and contract administration measured by the amount of dues uniformly required of all members.
“General employee" means an employee who is not a public safety employee.
“Instructional staff" has the meaning given in rules promulgated by the department of public instruction under s. 121.02 (1) (a) 2.
“Joint committee on employment relations" means the legislative committee created under s. 13.111
“Labor dispute" means any controversy with respect to the subjects of bargaining provided in this subchapter.
“Labor organization" means any employee organization whose purpose is to represent employees in collective bargaining with the employer, or its agents, on matters that are subject to collective bargaining under s. 111.91 (1)
, whichever is applicable; but the term shall not include any organization:
Which advocates the overthrow of the constitutional form of government in the United States; or
Which discriminates with regard to the terms or conditions of membership because of race, color, creed, sex, age, sexual orientation or national origin.
“Maintenance of membership agreement" means an agreement between the employer and a labor organization representing public safety employees which requires that all of the public safety employees whose dues are being deducted from earnings under s. 20.921 (1)
or 111.84 (1) (f)
at the time the agreement takes effect shall continue to have dues deducted for the duration of the agreement, and that dues shall be deducted from the earnings of all public safety employees who are hired on or after the effective date of the agreement.
“Management" includes those personnel engaged predominately in executive and managerial functions, including such officials as division administrators, bureau directors, institutional heads and employees exercising similar functions and responsibilities as determined by the commission.
“Program assistant" or “project assistant" means a graduate student enrolled in the University of Wisconsin System who is assigned to conduct research, training, administrative responsibilities or other academic or academic support projects or programs, except regular preparation of instructional materials for courses or manual or clerical assignments, under the supervision of a member of the faculty or academic staff, as defined in s. 36.05 (1)
, primarily for the benefit of the university, faculty or academic staff supervisor or a granting agency. “Project assistant" or “program assistant" does not include a graduate student who does work which is primarily for the benefit of the student's own learning and research and which is independent or self-directed.
“Referendum" means a proceeding conducted by the commission in which public safety employees in a collective bargaining unit may cast a secret ballot on the question of directing the labor organization and the employer to enter into a fair-share or maintenance of membership agreement or to terminate such an agreement.
“Representative" includes any person chosen by an employee to represent the employee.
“Research assistant" means a graduate student enrolled in the University of Wisconsin System who is receiving a stipend to conduct research that is primarily for the benefit of the student's own learning and research and which is independent or self-directed, but does not include students provided fellowships, scholarships, or traineeships which are distributed through other titles such as advanced opportunity fellow, fellow, scholar, or trainee, and does not include students with either an F-1 or a J-1 visa issued by the federal department of state.
“Strike" includes any strike or other concerted stoppage of work by employees, and any concerted slowdown or other concerted interruption of operations or services by employees, or any concerted refusal to work or perform their usual duties as employees of the state.
“Supervisor" means any individual whose principal work is different from that of the individual's subordinates and who has authority, in the interest of the employer, to hire, transfer, suspend, layoff, recall, promote, discharge, assign, reward or discipline employees, or to adjust their grievances, or to authoritatively recommend such action, if the individual's exercise of such authority is not of a merely routine or clerical nature, but requires the use of independent judgment.
“Teaching assistant" means a graduate student enrolled in the University of Wisconsin System who is regularly assigned teaching and related responsibilities, other than manual or clerical responsibilities, under the supervision of a member of the faculty as defined in s. 36.05 (8)
“Unfair labor practice" means any unfair labor practice specified in s. 111.84
In the furtherance of this subchapter, the state shall be considered as a single employer and employment relations policies and practices throughout the state service shall be as consistent as practicable. The division shall negotiate and administer collective bargaining agreements. To coordinate the employer position in the negotiation of agreements, the division shall maintain close liaison with the legislature relative to the negotiation of agreements and the fiscal ramifications of those agreements. Except with respect to the collective bargaining units specified in s. 111.825 (1r)
, the division is responsible for the employer functions of the executive branch under this subchapter, and shall coordinate its collective bargaining activities with operating state agencies on matters of agency concern. The legislative branch shall act upon those portions of tentative agreements negotiated by the division that require legislative action. With respect to the collective bargaining units specified in s. 111.825 (1r)
, the Board of Regents of the University of Wisconsin System is responsible for the employer functions under this subchapter. With respect to the collective bargaining units specified in s. 111.825 (1t)
, the chancellor of the University of Wisconsin-Madison is responsible for the employer functions under this subchapter. With respect to the collective bargaining unit specified in s. 111.825 (1r) (ef)
, the governing board of the charter school established by contract under s. 118.40 (2r) (cm)
, 2013 stats., is responsible for the employer functions under this subchapter.
The administrator of the division shall, together with the appointing authorities or their representatives, represent the state in its responsibility as an employer under this subchapter except with respect to negotiations in the collective bargaining units specified in s. 111.825 (1r)
. Except as provided in s. 36.115 (7)
, the administrator of the division shall establish and maintain, wherever practicable, consistent employment relations policies and practices throughout the state service.
With regard to collective bargaining activities involving employees who are assistant district attorneys, the administrator of the division shall maintain close liaison with the secretary of administration.
Rights of employees.
Employees have the right of self-organization and the right to form, join, or assist labor organizations, to bargain collectively through representatives of their own choosing under this subchapter, and to engage in lawful, concerted activities for the purpose of collective bargaining or other mutual aid or protection. Employees also have the right to refrain from any or all of such activities. A general employee has the right to refrain from paying dues while remaining a member of a collective bargaining unit.
Collective bargaining units. 111.825(1)(1)
It is the legislative intent that in order to foster meaningful collective bargaining, units must be structured in such a way as to avoid excessive fragmentation whenever possible. In accordance with this policy, collective bargaining units for employees in the classified service of the state are structured on a statewide basis with one collective bargaining unit for each of the following occupational groups: