Guide to Public Sector Labor

Law and Procedure before the Michigan

Employment Relations Commission
Guide to Public Sector Labor

Law and Procedure before the Michigan

Employment Relations Commission
 Rights to this publication are held jointly by
Michigan State University
and the
Michigan Employment Relations Commission
Dedicated to the memory of Hyman Parker
 FOREWORD TO 2007 EDITION

This publication was originally the work of former Bureau Director, the late
Hyman Parker, and has been updated several times over the years. The 2007 version
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Law Judges of the Michigan Employment Relations Commission (MERC or the
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PLQRU UHYLVLRQV LQFOXGLQJ D FODUL¿FDWLRQ WR WKH GLVFXVVLRQ RQ WKH FHUWL¿FDWLRQ EDU WR
HOHFWLRQV and a brief reference to severance elections 6SHFLDO DSSUHFLDWLRQ LV H[WHQGHG
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PDQDQG6DUDK*HRUJHIRUWKHLU FRPPHQWV and invaluable assistance in the draftingDQG
HGLWLQJRIWKHVHUHYLVLRQV,WLVRXUKRSH that the 2007 publication will continue to serve
as a valuable introduction to MERC and its functions.

www.michigan.gov/merc

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Michigan Employment Relations Commission Bureau of Employment Relations
2007 2007

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 CHAIR AND DIRECTOR’S FOREWORD
From 2002 Edition

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and the Bureau of Employment Relations (BER) includes fostering peaceful and
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of this mission, we have prepared this summary of the laws we administer and the
practices and procedures of our agency and of the Employment Relations Commission.
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and our Bureau operate.

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community in this project. Former Bureau Director Hyman Parker prepared much of
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as to the following volunteer authors who so generously contributed their time to this
project:

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:LOEXUDQG'HSXW\'LUHFWRU.DOPLQ6PLWK:HDOVRWKDQNPHPEHUVRIWKH0LFKLJDQ
Employment Relations Commission, Commissioner Harry Bishop and Commissioner
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6FKQRWDODDQG0DU\6WLHKO)LQDOO\RXUDSSUHFLDWLRQLVH[WHQGHGWR'LUHFWRU7KHRGRUH
Curry, Professor Richard Block and Professor Catherine Lundy of the MSU School of
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our mission.

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Michigan Employment Relations Commission Bureau of Employment Relations

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 EDITOR’S NOTE
From 2002 Edition

This publication is based upon a booklet written by the late Hyman Parker,
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Bureau of Employment Relations. That booklet, entitled Michigan Public Employment
Relations Act and Procedures, was originally published by Michigan State University in
,WZDVUHSULQWHGDQGXSGDWHGLQDQGDQGKDVEHHQRXWRISULQW
IRUVRPH\HDUV&XUUHQW%XUHDX'LUHFWRU5XWKDQQH2NXQUHFRJQL]HGWKHQHHGIRUDQHZ
HGLWLRQDQGSDUWLFLSDWHGH[WHQVLYHO\LQWKLVODWHVWSXEOLFDWLRQ

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KDVEHHQRPLWWHGDQGQHZLQIRUPDWLRQKDVEHHQDGGHG:HKDYHWULHGWRFUHDWHDERRN
in format and content, accessible to the layperson and useful for the labor relations
professional.

Having assisted in the last revision and, until recently, in administering

these statutes, the editor is pleased to have the opportunity to bring this publication to
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Shlomo Sperka

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 DISCLAIMER

The information contained within this booklet is intended as a public

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the view of the Michigan Employment Relations Commission as the adjudicating
agency that, in the end, will decide each case as it is presented for review or decision.

iv
 GUIDE TO PUBLIC SECTOR LABOR RELATIONS LAW IN MICHIGAN
Law and Procedure before the Michigan Employment Relations Commission

TABLE OF CONTENTS

PAGE

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Elections 2

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Employer Petitions 4

Election Procedures 4

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Unfair Labor Practices by Public Employers 9

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Unfair Labor Practice Procedures 12

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Contract Mediation 14

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1. Petition for Representation Proceedings

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7. Charge

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9. Petition for Fact Finding

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12. Notice of Public School Employer Lockout

 INTRODUCTION: THE COMMISSION
AND THE LAWS IT ADMINISTERS

The Michigan Employment Relations Commission (MERC or the Commission)

is an independent agency charged with administering various laws governing labor-
management relations in the State of Michigan. The Commission is comprised of three
members ² RQH RI ZKRP LV WKH GHVLJQDWHG FKDLUSHUVRQ ² DSSRLQWHG IRU VWDJJHUHG
WHUPV RI WKUHH \HDUV E\ WKH *RYHUQRU ZLWK WKH DGYLFH DQG FRQVHQW RI WKH 6HQDWH %\
statute, no more than two members may be of one political party.

MERC, formerly the Michigan Labor Mediation Board, was established in

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IRUDGPLQLVWHULQJWKH/0$ZKLFKLVWKHODZJRYHUQLQJODERUUHODWLRQVIRUSULYDWHVHFWRU
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employers through representatives of their own choosing.

The principal statute administered by MERC is the Public Employment Relations

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WR SXEOLF HPSOR\HHV DQG GH¿QHG SXEOLF HPSOR\HU XQIDLU ODERU SUDFWLFHV 3(5$ ZDV
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service and federal government employees. MERC also administers statutes providing
for compulsory binding arbitration of labor-management disputes in municipal police
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RUJDQL]DWLRQUHSUHVHQWLQJVWDWHSROLFHWURRSHUVDQGVHUJHDQWV$FWRI

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of the Bureau of Employment Relations (BER), the Labor Relations and Mediation
Divisions. BER is an administrative agency within the Michigan Department of Labor
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in resolving unfair labor practice charges and in determining appropriate bargaining
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management committees, and training in and facilitation of collaborative negotiations.

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in detail.

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 SELECTION OF A REPRESENTATIVE:
HOW EMPLOYEES CHOOSE A UNION

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with representatives of its employees who have been selected by a majority of the
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bargaining unit is a group of employees who share a “community of interest” based
on factors including similarity of duties, supervision, work rules, compensation,
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labor relations. The “community of interest” standard provides a practical grouping
for employees who will vote regarding representation and ultimately will bargain and
reach a collective bargaining agreement between their bargaining agent and employer.
The Commission, therefore, has the duty to determine and approve an appropriate unit,
DOWKRXJKLWGRHVQRWUHTXLUHWKDWDXQLRQVHHNWKHmost appropriate unit.

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the choice of a majority of the employees in an appropriate unit. Therefore, a public
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employees in an appropriate unit without an election conducted by MERC.

Voluntary Recognition

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signers, a neutral third party (someone outside of MERC) generally will be agreed upon
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grant voluntary recognition. The document granting voluntary recognition may be a
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stating that recognition has been granted and identifying the bargaining unit involved.
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conducted by the Commission.

Elections

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Commission-Directed Election (CDE). Under either procedure, a petition for election
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purpose of collective bargaining by the petitioner. This “showing of interest” must be
submitted with the petition. Unless an original showing of interest is received within
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purpose of collective bargaining are not a valid showing of interest.

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election if it establishes by a showing of interest that 10 percent of the employees in the
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merely has the right to be included on the ballot; it cannot contest the designation of the
bargaining unit previously agreed upon by the petitioner and employer, or determined
by the Commission.

Commission-Directed Elections

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voter eligibility, or other issues, and are unable to agree to a Consent Election, the
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have the right to appear in person or by a representative and give testimony and other
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Following the hearing, the Commission will review the record, resolve all contested
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Timing of Petitions & Elections: Contract and Election Bars

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for election in a unit where a collective bargaining agreement is already in effect, it
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from employees to decertify their designated representative, will be accepted during
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with an opportunity to negotiate a collective bargaining agreement without interference.
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the 12-month period following the election, and an election will not be conducted until
the end of the 12-month period.

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conditions.

Employer Petitions

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for Representation Proceedings, Form 1) when one or more individuals or labor
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a demand for recognition is presented, the public employer may prefer to resolve the
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Election Procedures

Upon receipt of a Petition for Representation Proceedings, a MERC Elections

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SDUWLHV FRSLHV RI DQ\ SUHVHQWO\ H[LVWLQJ RU UHFHQWO\ H[SLUHG FROOHFWLYH EDUJDLQLQJ
agreements, and an alphabetical list of employees. The parties, including any intervenor,
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FRQIHUHQFHVRWKDWWKH(OHFWLRQV2I¿FHUPD\FRQGXFWDSUHOLPLQDU\LQYHVWLJDWLRQ

4
 3ULRU WR WKH FRQIHUHQFH WKH (OHFWLRQV 2I¿FHU ZLOO FRQ¿GHQWLDOO\ FKHFN WKH
alphabetical list of employees supplied by the employer against the cards or petition(s)
SUHVHQWHGWRHVWDEOLVKWKHUHTXLUHG³VKRZLQJRILQWHUHVW´,IWKHFRPSDULVRQHVWDEOLVKHV
WKDWWKHVKRZLQJRILQWHUHVWLVOHVVWKDQSHUFHQWWKHSHWLWLRQZLOOEHGLVPLVVHG

The time, date, and place of the election will be determined by the Elections
2I¿FHU DIWHU FRQVXOWDWLRQ ZLWK WKH SDUWLHV$W OHDVW VHYHQ EXVLQHVV GD\V SULRU WR WKH
HOHFWLRQ WKH HPSOR\HU PXVW ¿OH ZLWK 0(5& DQG VHQG WR DOO ODERU RUJDQL]DWLRQV DQ
DOSKDEHWLFDOOLVWRIWKHQDPHVDQGDGGUHVVHVRIDOOHOLJLEOHYRWHUV1RWLFHVRI(OHFWLRQ
DQGVDPSOHEDOORWVPXVWEHSRVWHG¿YHEXVLQHVVGD\VSULRUWRWKHHOHFWLRQLQSURPLQHQW
SODFHVLQDQGDERXWWKHHPSOR\HU¶VHVWDEOLVKPHQW7KH1RWLFHRI(OHFWLRQVHWVIRUWKWKH
WLPHGDWHSODFHDQGSXUSRVHRIWKHHOHFWLRQ6HH$SSHQGL[1RWLFHRI(OHFWLRQDQG
2I¿FLDO%DOORW)RUPVDQG7KHHOHFWLRQPD\EHKHOGRQWKHHPSOR\HU¶VSUHPLVHV
or by mail ballot.

$EVHQWHH EDOORWV PD\ EH XVHG E\ HOLJLEOH LQGLYLGXDOV ZKR DUH XQDEOH WR EH
SUHVHQWDWWKHWLPHRIWKHHOHFWLRQEHFDXVHRIVLFNQHVVRUSK\VLFDOGLVDELOLW\$YRWHU
PXVW UHTXHVW DQ DEVHQWHH EDOORW IURP WKH &RPPLVVLRQ DQG PXVW UHWXUQ WKH EDOORW RQ
WKHGDWHVSHFL¿HGSULRUWRWKHHOHFWLRQ$EVHQWHHEDOORWVPD\DOVREHSURYLGHGLQRWKHU
circumstances by agreement of the parties with the approval of the Commission or its
agent.

The parties to the election may each designate a representative to observe that
WKHEDOORWVDUHSURSHUO\FDVWDQGYRWHVDUHSURSHUO\FRXQWHG$QREVHUYHUZKRFDQQRWEH
DVXSHUYLVRURUIXOOWLPHODERURUJDQL]DWLRQUHSUHVHQWDWLYHPD\FKDOOHQJHWKHHOLJLELOLW\
RIYRWHUV0(5&¶V(OHFWLRQV2I¿FHUZLOODXWRPDWLFDOO\FKDOOHQJHDYRWHUZKRVHQDPH
GRHVQRWDSSHDURQWKHYRWHUHOLJLELOLW\OLVW,QVXFKFDVHVWKHFKDOOHQJHGYRWHUZLOOEH
SHUPLWWHGWRYRWHEXWKLVRUKHUEDOORWZLOOEHVHWDVLGH,IWKHFKDOOHQJHGEDOORWVDUH
necessary to decide the results of the election, the Commission will determine the merits
RIWKRVHEDOORWVDIWHUDIRUPDOKHDULQJEHIRUHDQ$/-

9RWLQJLQWKHHOHFWLRQLVE\VHFUHWEDOORW,QPRVWFDVHVWKHEDOORWVDUHFRXQWHG
by the Commission agent or agents as soon as the polls are closed, and anyone who
wishes to do so may observe the count. The Commission agent will announce the
results of the election as soon as the tabulation of the ballots is completed. The labor
RUJDQL]DWLRQUHFHLYLQJDPDMRULW\RIWKHYDOLGEDOORWVFDVWLVFHUWL¿HGE\WKH&RPPLVVLRQ
DV WKH H[FOXVLYH FROOHFWLYH EDUJDLQLQJ UHSUHVHQWDWLYH RI WKH EDUJDLQLQJ XQLW 6HH
$SSHQGL[&HUWL¿FDWLRQRI5HSUHVHQWDWLYH)RUP,IDPDMRULW\RIWKHYDOLGEDOORWV
KDVQRWEHHQFDVWIRUDQ\ODERURUJDQL]DWLRQDSSHDULQJRQWKHEDOORWD&HUWL¿FDWLRQRI
5HVXOWVLVLVVXHG6HH$SSHQGL[&HUWL¿FDWLRQRI5HVXOWVRI(OHFWLRQ)RUP

Run-off elections are held when there are more than two choices on the ballot,
DQGQRQHRIWKHFKRLFHVUHFHLYHDPDMRULW\RIWKHYRWHVFDVW,QVXFKFDVHWKHUXQRII
election will be conducted between the two choices receiving the largest number of
valid votes.


 :LWKLQ ¿YH EXVLQHVV GD\V DIWHU WKH HOHFWLRQ UHVXOWV KDYH EHHQ WDEXODWHG DQG
IXUQLVKHG WR WKH SDUWLHV REMHFWLRQV WR WKH FRQGXFW RI WKH HOHFWLRQ PD\ EH ¿OHG ZLWK
WKH &RPPLVVLRQ E\ DQ\ LQWHUHVWHG SDUW\ to the election 2EMHFWLRQV PXVW EH LQ ZULWLQJ
DQG FRQWDLQ DVWDWHPHQWRI IDFWVXSRQZKLFK WKHREMHFWLRQV DUHEDVHGDQGWKHVSHFL¿F
UHDVRQVIRUWKH REMHFWLRQV2EMHFWLRQVPXVWEHVHUYHGXSRQWKHRWKHUSDUW\RUSDUWLHV7KH
PRVW IUHTXHQW types of objections involve employer or union conduct or speeches that
allegedly coerce HPSOR\HHVSURPLVHVE\WKHHPSOR\HURUXQLRQRIVSHFLDOEHQH¿WVFRQGXFW
WKDWFUHDWHVIHDURIUHSULVDOVRUFRQGXFWWKDWLQWHUIHUHVZLWKWKHHPSOR\HHV¶IUHHFKRLFHRID
UHSUHVHQWDWLYH$QRWKHUW\SHRI REMHFWLRQ SHUWDLQVWRFDPSDLJQLQJ E\DSDUW\ZLWKLQ WKH
VLJKWRUVRXQG of the polling place while the election is being conducted, which is pro-
hibited by MERC.

2EMHFWLRQ FDVHV DUH KHDUG E\ DQ $/-, and a decision is rendered by the
&RPPLVVLRQ,IWKHREMHFWLRQVWRWKHHOHFWLRQDUHVXVWDLQHGDQHZRUUHUXQHOHFWLRQZLOO
be ordered.

'HFHUWL¿FDWLRQ

3(5$ FRQWDLQV D SURYLVLRQ DOORZLQJ SXEOLF HPSOR\HHV RU DQ\RQH DFWLQJ RQ
WKHLUEHKDOIWR¿OHDSHWLWLRQDVVHUWLQJWKDWWKHLUFHUWL¿HGRUUHFRJQL]HGUHSUHVHQWDWLYHLV
QRORQJHUWKHLUUHSUHVHQWDWLYH7KHSHWLWLRQPXVWEHVLJQHGE\DWOHDVWSHUFHQWRIWKH
employees in the unit, stating that they no longer wish to be represented for the purpose of
FROOHFWLYHEDUJDLQLQJE\WKHLUFXUUHQWEDUJDLQLQJUHSUHVHQWDWLYH6HH$SSHQGL[3HWLWLRQ
IRU5HSUHVHQWDWLRQ3URFHHGLQJV)RUP7KH&RPPLVVLRQZLOOFRQGXFWDGHFHUWL¿FDWLRQ
HOHFWLRQDFFRUGLQJWRWKHHOHFWLRQSURFHGXUHVGHVFULEHGRQSDJHV±RIWKLVERRNOHW$
ULYDORUJDQL]DWLRQPD\LQWHUYHQHVRWKDWWKHHPSOR\HHVPD\FKRRVHWRYRWHIRUHLWKHUWKH
FXUUHQWODERURUJDQL]DWLRQWKHLQWHUYHQLQJODERURUJDQL]DWLRQRUQHLWKHU

8QLW&ODUL¿FDWLRQ

$Q HPSOR\HU RU FXUUHQWO\UHFRJQL]HG ODERU RUJDQL]DWLRQ PD\ ¿OH D XQLW

FODUL¿FDWLRQ8&SHWLWLRQ6HH$SSHQGL[)RUPWRUHVROYHGLVSXWHVUHJDUGLQJWKHXQLW
SODFHPHQW RI RQH RU PRUH SRVLWLRQV RU FODVVL¿FDWLRQV ZLWKRXW DQ HOHFWLRQ ,QGLYLGXDO
HPSOR\HHVKRZHYHUFDQQRW¿OHD8&SHWLWLRQ7KHXQLWFODUL¿FDWLRQSURFHGXUHLVRQO\
appropriate to resolve ambiguities in the unit placement of newly created positions,
or positions that have undergone recent and substantial changes in job duties UH-
VSRQVLELOLWLHVVRDVWRUDLVHGRXEWDERXWWKHLULQFOXVLRQin RUH[FOXVLRQIURPWKHEDUJDLQLQJ
XQLW7KHIDFWWKDWDFRQWUDFWPD\EHLQHIIHFWJHQHUDOO\ZLOOQRWEDU WKH¿OLQJRID8&
SHWLWLRQ8QLWFODUL¿FDWLRQLVQRWDSSURSULDWHIRUDGGLQJKLVWRULFDOO\H[FOXGHGSRVLWLRQV
to a bargaining unit. The Commission will not entertain a UC petition to alter a
bargaining unit agreed upon by the parties for one year following a Consent Election.
7KHFRQIHUHQFHDQGKHDULQJSURFHGXUHVGHVFULEHGRQSDJHV±RIWKLVERRNOHWDOVRDSSO\
WRXQLWFODUL¿FDWLRQSURFHHGLQJV

Bargaining Units

$V QRWHG SUHYLRXVO\ E\ VWDWXWH WKH &RPPLVVLRQ KDV WKH VROH DQG H[FOXVLYH
authority to determine an appropriate bargaining unit. Through its decisions, the


Commission has established a number of principles regarding the proper composition
of bargaining units, some of which are set forth below:

Establish the largest bargaining unit that is consistent with the purpose of
joining together employees with common interests for representation and bargaining.
The Commission favors larger units over multiple smaller units and seeks to avoid
undue fragmentation.

Bargaining history is respected 7KH &RPPLVVLRQ W\SLFDOO\ OHDYHV H[LVWLQJ

units undisturbed, unless they violate statutory prohibitions. Thus, units established
along departmental lines or multiple bargaining units, which the Commission might not
KDYHLQLWLDOO\IRXQGWREHDSSURSULDWHPD\EHSHUPLWWHGWRH[LVWLQOLJKWRIDOHQJWK\
bargaining history.

Regular, part-time employees will be included in a unit of full-time employees to

avoid fragmented or multiple units. Regular, part-time employees are those who perform
VXI¿FLHQWZRUNRQDUHJXODUEDVLVWRGHPRQVWUDWHDVXEVWDQWLDODQGFRQWLQXLQJLQWHUHVW
in wages, hours, and working conditions of the unit so as to maintain a community
of interest with full-time employees. Casual or temporary employees (as opposed to
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ZKRODFNDFRQWLQXLQJH[SHFWDWLRQRIHPSOR\PHQW

A unit of professional and non-professional employees may be appropriate;

however, such a unit usually will not be appropriate in a public school district. Public
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professionals, and support staff personnel. The latter unit may include clerical,
paraprofessional, custodial, transportation, and food service workers.

Residual units of unrepresented employees are appropriate. Employees who

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irrespective of their differing communities of interest. This is a means of providing all
employees with an opportunity to seek representation.

A unit that includes non-supervisory employees, along with their supervisors,

is inappropriate $ VXSHUYLVRU LV DQ HPSOR\HH ZKR KDV DQ HIIHFWLYH UROH LQ FDUU\LQJ
out or making recommendations regarding discipline, evaluation, or other personnel
matters. Employees who make recommendations to their supervisors on these topics are
VXSHUYLVRUVIRUSXUSRVHVRI3(5$LIWKHLUUHFRPPHQGDWLRQVDUHJHQHUDOO\DFFHSWHGZLWKRXW
LQGHSHQGHQWLQYHVWLJDWLRQ$QHPSOR\HHZKRSRVVHVVHVRQO\URXWLQHUHVSRQVLELOLW\WR
direct or assign work, but has no other characteristics of supervisory authority, is not a
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in a single unit unless the supervisors perform such a wide range of functions that their
interests are too diverse to permit effective representation and bargaining.

Executive employees are excluded from a bargaining unit and from the right
to bargain collectively. ([HFXWLYHHPSOR\HHVDUHLQGLYLGXDOVZKRDUHKLJKOHYHOSROLF\
PDNHUV H[HUFLVH VXEVWDQWLDO DXWKRULW\ SXUVXDQW WR VWDWXWH RU FKDUWHU RU GHWHUPLQH RU
7
effectuate management policy on an employer-wide basis. Public school superintendents,
FROOHJH DQG XQLYHUVLW\ GHDQV SROLFH DQG ¿UH FKLHIV PD\RUV DQG FHUWDLQ GHSDUWPHQW
KHDGVKDYHEHHQIRXQGWREHH[HFXWLYHHPSOR\HHV

&RQ¿GHQWLDO HPSOR\HHV DUH H[FOXGHG IURP D EDUJDLQLQJ XQLW  &RQ¿GHQWLDO

employees are individuals who formulate management policies regarding labor relations
or provide assistance to these individuals. Employees who fall within this category are
W\SLFDOO\FOHULFDOHPSOR\HHVEXWWKHH[FOXVLRQPD\DOVRDSSO\WRHPSOR\HHVDWYDU\LQJ
OHYHOV RI WKH RUJDQL]DWLRQ 7KH &RPPLVVLRQ GRHV QRW IDYRU ZLGHVSUHDG H[FOXVLRQ RI
HPSOR\HHVIURPDEDUJDLQLQJXQLWEDVHGRQWKHFRQ¿GHQWLDOGHVLJQDWLRQDQGH[SHFWVWKDW
FRQ¿GHQWLDOODERUUHODWLRQVGXWLHVZLOOEHDVVLJQHGWRDOLPLWHGQXPEHURIHPSOR\HHV

$severance election occurs when a group of employees currently included in

a bargaining unit is permitted to vote to bargain as a separate unit. The Commission will
SHUPLWDVHYHUDQFHRQO\LQYHU\UDUHFLUFXPVWDQFHVZKHUHDQ³H[WUHPH´GLYHUJHQFHRI
“community of interest” is shown.


 UNFAIR LABOR PRACTICES
Unfair Labor Practices by Public Employers

To protect the right of public employees to form a union, 3(5$ sets forth
various employer and union unfair labor practices. Section 10(1)(a) of 3(5$ declares it
unlawful for a public employer to interfere with, restrain, or coerce public employees
LQWKHH[HUFLVHRIWKHLUULJKWWRRUJDQL]HWRJHWKHUWRIRUPRUMRLQDODERURUJDQL]DWLRQWR
engage in concerted activities, and/or to collectively bargain. Under this prohibition, for
H[DPSOHHPSOR\HUVPD\QRWWKUHDWHQHPSOR\HHVZLWKORVVRIMREVRUEHQH¿WVLIWKH\MRLQ
or vote for a union, nor may they interrogate employees about their union activities or
membership under circumstances that tend to restrain or coerce them. Public employers
are also prohibited from unilaterally granting salary increases that are deliberately timed
to discourage employees from forming or joining a union.

Section 10(1)(b) of 3(5$ declares it an unfair labor practice for a public

employer to initiate, create, dominate, contribute to, or interfere with the formation or
DGPLQLVWUDWLRQRIDQ\ODERURUJDQL]DWLRQ7KLVSURYLVLRQRXWODZVVRFDOOHG³FRPSDQ\
XQLRQV´ZKLFKDUHXQLRQVGRPLQDWHGE\HPSOR\HUV,WDOVRSURKLELWVDQHPSOR\HUIURP
FRQWULEXWLQJ PRQH\ WR D ODERU RUJDQL]DWLRQ RU JLYLQJ RQH XQLRQ DGYDQWDJHV WKDW WKH
HPSOR\HUGHQLHVWRULYDORUJDQL]DWLRQV3XEOLFHPSOR\HUVPD\QRWWDNHDQDFWLYHSDUWLQ
RUJDQL]LQJDODERURUJDQL]DWLRQEULQJSUHVVXUHRQHPSOR\HHVWRMRLQDXQLRQRUVROLFLW
DSSOLFDWLRQVIRUPHPEHUVKLSLQDODERURUJDQL]DWLRQ

Section 10(1)(c) RI WKH $FW GHFODUHV LW XQODZIXO IRU D SXEOLF HPSOR\HU WR
discriminate with regard to the hiring of employees or in their terms or conditions of
HPSOR\PHQWLQRUGHUWRHQFRXUDJHRUGLVFRXUDJHPHPEHUVKLSLQDODERURUJDQL]DWLRQ
7KHW\SHVRIGLVFULPLQDWLRQSURKLELWHGXQGHUWKLVVHFWLRQLQFOXGHDQHPSOR\HU¶VUHIXVDO
to hire an employee; the discharge, demotion, or reassignment of an employee to a less
GHVLUDEOHMRERUWKHZLWKKROGLQJRIEHQH¿WVIURPDQHPSOR\HHLQRUGHUWRGLVFRXUDJHRU
encourage membership in a union. However, 3(5$ does not prohibit a public employer
from taking disciplinary action or from transferring, discharging or laying off a public
employee for valid economic reasons or for good cause.

Section 10(1)(d) of PER$ declares it an unfair labor practice for a public employer
to discriminate against a public employee who has given testimony or instituted pro-
FHHGLQJVXQGHUWKLV$FW7KLVVHFWLRQSURWHFWVSXEOLFHPSOR\HHVZKRDWWHPSWWRH[HUFLVH
their 3(5$ rights. Thus, public employers are prohibited from discharging, laying off, or
HQJDJLQJLQDQ\GLVFULPLQDWRU\FRQGXFWDJDLQVWHPSOR\HHVZKRKDYH¿OHGXQIDLUODERU
SUDFWLFHFKDUJHVSDUWLFLSDWHGLQ¿OLQJDSHWLWLRQIRUDQHOHFWLRQRUWHVWL¿HGLQSURFHHGLQJV
against the public employer.

Section 10(1)(e) of PER$ makes it unlawful for a public employer to refuse to

bargain collectively with the representatives of its employees. The duty of a public
employer to bargain includes the obligation to meet with the union at reasonable times
and to confer in good faith with respect to wages, hours and other terms and conditions
of employment. Such subjects are referred to as “mandatory subjects of bargaining.”
$Q HPSOR\HU PD\ QRW WDNH XQLODWHUDO DFWLRQ RQ D PDQGDWRU\ VXEMHFW RI EDUJDLQLQJ
ZLWKRXWQHJRWLDWLQJVXFKFKDQJHVWRLPSDVVH$QLPSDVVHRFFXUVZKHQWKHSDUWLHVKDYH
H[KDXVWHGDOOPHDQVRIUHDFKLQJDQDJUHHPHQWRQDSDUWLFXODUVXEMHFW+RZHYHUWKH
GXW\WREDUJDLQGRHVQRWUHTXLUHHLWKHUSDUW\WRDJUHHWRDSURSRVDORUPDNHDFRQFHVVLRQ

9
,IDYLRODWLRQRIWKLVVHFWLRQLVDOOHJHGWKHHPSOR\HU¶VHQWLUHFRXUVHRIFRQGXFWZLOOEH
H[DPLQHGWRGHWHUPLQHZKHWKHULWLVQHJRWLDWLQJLQJRRGIDLWKDQGZLWKWKHLQWHQWLRQRI
reaching an agreement.

0DWWHUV QRW FRQVLGHUHG PDQGDWRU\ VXEMHFWV RI EDUJDLQLQJ DUH FODVVL¿HG

as permissive, illegal, or prohibited subjects. The parties may bargain by mutual
agreement, but neither the union nor the employer may insist on bargaining a permissive
VXEMHFWWRWKHSRLQWRILPSDVVH([DPSOHVRISHUPLVVLYHVXEMHFWVRIEDUJDLQLQJLQFOXGH
D SURSRVDO WR SURYLGH EHQH¿WV WR FXUUHQW UHWLUHHV RU WR LQFOXGH WKH XQLRQ LQVLJQLD RQ
employer products.

$Q LOOHJDO VXEMHFW RI EDUJDLQLQJ LV RQH WKDW LV XQODZIXO XQGHU D FROOHFWLYH
EDUJDLQLQJVWDWXWHRURWKHUODZ:KLOHWKHSDUWLHVDUHQRWIRUELGGHQIURPGLVFXVVLQJDQ
illegal subject during bargaining, any contract provision containing such a subject is
XQHQIRUFHDEOH:LWKUHVSHFWVSHFL¿FDOO\WRSXEOLFVFKRROHPSOR\HUVDQGWKHLUEDUJDLQLQJ
UHSUHVHQWDWLYHV 3(5$ VHWV IRUWK QLQH FDWHJRULHV WKDW DUH UHIHUUHG WR DV ³SURKLELWHG´
subjects of bargaining. These include such matters as the policyholder of an employee
JURXSLQVXUDQFHEHQH¿WWKHHVWDEOLVKPHQWRIWKHVWDUWLQJGD\IRUWKHVFKRRO\HDUDQG
the use of volunteers to provide services at schools. The statute states that collective
bargaining shall not include these subjects and that they are “within the sole authority of
the public school employer to decide.”

7KH GXW\ WR EDUJDLQ LQ JRRG IDLWK DOVR UHTXLUHV DQ HPSOR\HU WR SURYLGH WKH
EDUJDLQLQJ DJHQW ZLWK LQIRUPDWLRQ WKDW WKH DJHQW QHHGV WR IXO¿OO LWV UHVSRQVLELOLWLHV
to negotiate and administer the collective bargaining agreement. This may include
LQIRUPDWLRQDERXWWKHHPSOR\HU¶V¿QDQFLDOVLWXDWLRQ

Unfair Labor Practices By Labor Organizations

6HFWLRQDRI3(5$SURYLGHVWKDWLWLVXQODZIXOIRUDODERURUJDQL]DWLRQ
RULWVDJHQWVWRUHVWUDLQRUFRHUFHSXEOLFHPSOR\HHVLQWKHH[HUFLVHRIWKHLUULJKWVXQGHU
WKH $FW  +RZHYHU ODERU RUJDQL]DWLRQV KDYH WKH ULJKW WR SUHVFULEH WKHLU RZQ UXOHV
FRQFHUQLQJ PHPEHUVKLS  ,OOHJDO UHVWUDLQW RU FRHUFLRQ E\ D XQLRQ LQFOXGHV WKUHDWV WR
harm employees who will not join or are not dues-paying members of the union, or
threats to employees if they refuse to support union activities.

8QGHU6HFWLRQDDXQLRQDOVRKDVDGXW\WRUHSUHVHQWLWVPHPEHUVIDLUO\
7KLVGXW\RIIDLUUHSUHVHQWDWLRQH[WHQGVWRERWKWKHQHJRWLDWLRQDQGDGPLQLVWUDWLRQRI
the contract. To satisfy its obligations, the union must serve the interests of all of its
PHPEHUVZLWKRXWKRVWLOLW\RUGLVFULPLQDWLRQH[HUFLVHLWVGLVFUHWLRQLQFRPSOHWHJRRG
IDLWKDQGKRQHVW\DQGDYRLGDUELWUDU\FRQGXFW:LWKUHVSHFWWRJULHYDQFHSURFHVVLQJD
union has considerable discretion and is permitted to consider various factors in deciding
how far to carry a grievance and which cases should proceed to arbitration. The union
PD\FRQVLGHUWKHEXUGHQRQWKHJULHYDQFHSURFHGXUHWKHVLJQL¿FDQFHRIWKHJULHYDQFH
the likelihood of success, and the cost involved.

10
 6HFWLRQERI3(5$GHFODUHVLWWREHDQXQIDLUODERUSUDFWLFHIRUDODERU
RUJDQL]DWLRQ ³WR FDXVH RU DWWHPSW WR FDXVH D SXEOLF HPSOR\HU WR GLVFULPLQDWH DJDLQVW
D SXEOLF HPSOR\HH´  )RU H[DPSOH LW LV XQODZIXO IRU D XQLRQ WR FDXVH DQ HPSOR\HU
to discharge an employee for speaking against a tentative agreement reached by the
XQLRQRUWRHQWHULQWRDFRQWUDFWUHTXLULQJWKDWDQHPSOR\HUKLUHRQO\XQLRQPHPEHUVRU
employees satisfactory to the union.

6HFWLRQ F RI 3(5$ VWDWHV WKDW LW LV XQODZIXO IRU D ODERU RUJDQL]DWLRQ
³WRUHIXVHWREDUJDLQFROOHFWLYHO\ZLWKDSXEOLFHPSOR\HU´7KLVUHTXLUHVJRRGIDLWKLQ
EDUJDLQLQJ([DPSOHVRIYLRODWLRQVRIWKLVVHFWLRQLQFOXGHUHIXVLQJWRVLJQDZULWWHQ
contract after an agreement is reached or refusing to meet with the representative
selected by the employer.

Union Security Agreements

$XQLRQVHFXULW\DJUHHPHQWLVDSURYLVLRQLQDFROOHFWLYHEDUJDLQLQJDJUHHPHQW
UHTXLULQJ DOO PHPEHUV RI WKH EDUJDLQLQJ XQLW WR HLWKHU MRLQ RU ¿QDQFLDOO\ VXSSRUW WKH
union. Such agreements are believed to fairly distribute the cost of union representation
and to counteract the incentive for employees to become “free riders” -- that is, to
REWDLQWKHEHQH¿WVRIUHSUHVHQWDWLRQZLWKRXWFRQWULEXWLQJWRWKHSD\PHQWRIWKHFRVWVRI
representation.

3(5$SHUPLWVRQO\RQHIRUPRIDXQLRQVHFXULW\DJUHHPHQWWKHDJHQF\VKRS
6HFWLRQRIWKH$FWDXWKRUL]HVWKHXQLRQDQGDSXEOLFHPSOR\HUWRHQWHULQWRDQ
agreement under which each employee must either become a member of the union and
SD\IXOOXQLRQGXHVRUSD\WRWKHXQLRQD³VHUYLFHIHH´LQDQDPRXQWURXJKO\HTXLYDOHQW
to union dues.

Employees who decide to forgo union membership and become agency or

VHUYLFH IHH SD\HUV DUH JHQHUDOO\ HQWLWOHG WR WKH VDPH FRQWUDFW EHQH¿WV DV IXOO XQLRQ
members. The union must represent service fee payers fairly and without discrimination
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well as union representation during grievance proceedings. The union may, however,
limit some rights to members, including the right to vote to ratify a collective bargaining
DJUHHPHQWWKHULJKWWRVHUYHDVDXQLRQRI¿FLDODQGWKHULJKWWRYRWHIRUXQLRQRI¿FHUV

Membership dues and service fees are usually collected in the form of a dues
FKHFNRII$GXHVFKHFNRIIDXWKRUL]HVWKHHPSOR\HUWRDXWRPDWLFDOO\GHGXFWGXHVRU
VHUYLFHIHHVIURPWKHHPSOR\HH¶VSD\FKHFN2QFHDFROOHFWLYHEDUJDLQLQJDJUHHPHQW
KDVH[SLUHGDQHPSOR\HUKDVQRREOLJDWLRQWRFRQWLQXHGXHVFKHFNRII7KHHPSOR\HU
and the union, however, may mutually agree to continue to deduct union dues during
QHJRWLDWLRQVIRUDQHZFRQWUDFW1RQSD\PHQWRIXQLRQGXHVRUVHUYLFHIHHVPD\UHVXOW
LQDQHPSOR\HH¶VGLVFKDUJHLQORVVRIPHPEHUVKLSLQWKHXQLRQRULQDFLYLOFROOHFWLRQ
DFWLRQ  0(5& KDV UHFRJQL]HG WKDW HQIRUFHPHQW RI DQ DJHQF\ VKRS SURYLVLRQ LV DQ
internal union matter that the Commission will not regulate unless there is some direct
impact on representation or employment rights.

11
 $OWKRXJKDJHQF\VKRSSURYLVLRQVDUHSHUPLVVLEOHXQGHU3(5$FRQVWLWXWLRQDO
IUHH VSHHFK DQG IUHH DVVRFLDWLRQ JXDUDQWHHV UHTXLUH WKDW QRQPHPEHUV SD\ RQO\ IRU
H[SHQVHVLQFXUUHGE\WKHXQLRQLQIXO¿OOLQJLWVUROHDVH[FOXVLYHUHSUHVHQWDWLYH$FWLYLWLHV
chargeable to non-members are those directly related to collective bargaining, contract
DGPLQLVWUDWLRQDQGJULHYDQFHSURFHVVLQJ$QRQPHPEHUZKRREMHFWVWRH[SHQGLWXUHV
unrelated to these activities may assert his or her right to dissent from payment of the
full service fee through appropriate procedures that are established by the union. The
HPSOR\HHFDQQRWEHIRUFHGWRLGHQWLI\WKHXQLRQH[SHQGLWXUHVWRZKLFKWKHHPSOR\HH
REMHFWVQRULVWKHHPSOR\HHUHTXLUHGWRSURYHWKHYDOLGLW\RIWKHREMHFWLRQ2QFHVXFK
DQREMHFWLRQLVPDGHWKHXQLRQPXVWSURYHWKHDPRXQWRIFKDUJHDEOHH[SHQVHVIRUWKH
SHULRGLQTXHVWLRQ,IWKHHPSOR\HHGLVDJUHHVZLWKWKHXQLRQ¶VGHWHUPLQDWLRQKHRUVKH
is entitled to a hearing before an impartial decision-maker (outside of MERC) who will
GHWHUPLQHZKHWKHUWKHH[SHQVHVDUHOHJLWLPDWH

Unfair Labor Practice Procedures

&KDUJHV RI XQIDLU ODERU SUDFWLFHV XQGHU 3(5$ PD\ EH ¿OHG  E\ D ODERU
RUJDQL]DWLRQRUSXEOLFHPSOR\HHDJDLQVWDSXEOLFHPSOR\HURUE\DSXEOLFHPSOR\HU
SXEOLFHPSOR\HHRUODERURUJDQL]DWLRQDJDLQVWDODERURUJDQL]DWLRQ$QRULJLQDODQGIRXU
FRSLHVRIWKHFKDUJHPXVWEH¿OHGZLWKWKH&RPPLVVLRQRQDQRI¿FLDOIRUPIXUQLVKHG
E\ WKH &RPPLVVLRQ 6HH$SSHQGL[ &KDUJH )RUP  DQG WKH SHUVRQ RU SDUW\ ¿OLQJ
(“charging party”) must serve a copy on the charged party (“respondent”) at the same
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FKDUJH DOOHJLQJ DQ XQIDLU ODERU SUDFWLFH RFFXUULQJ PRUH WKDQ VL[ PRQWKV SULRU WR WKH
¿OLQJDQGVHUYLFHRIWKHFKDUJHZLOOEHGLVPLVVHG

The charge must contain a clear and complete statement of the alleged violation
and the facts supporting the charge, such as the dates, times, places of occurrence, names
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DVVLJQHGWRDQ$/-ZKRZLOOIRUZDUGDFRS\WRDOOSDUWLHVDORQJZLWKDQRWLFHWKDWD
formal hearing has been scheduled. The Commission does not investigate charges before
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3(5$WKH&RPPLVVLRQPD\GLVPLVVWKHFKDUJHZLWKRXWWDNLQJHYLGHQFHEXWPXVWDOORZ
the charging party the opportunity to present oral argument against the dismissal.

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ZLWKWKH&RPPLVVLRQDQGLILWGRHVVRPXVWVHUYHDFRS\RQWKHFKDUJLQJSDUW\,IWKH
FKDUJHLVYDJXHWKHUHVSRQGHQWPD\¿OHDPRWLRQUHTXHVWLQJWKDWWKH&RPPLVVLRQRUGHU
WKHFKDUJLQJSDUW\WRSURYLGHPRUHVSHFL¿FLQIRUPDWLRQ

Charges may be withdrawn or amended with the approval of the Commission or

WKH$/-DVVLJQHGWRWKHFDVH7KH&RPPLVVLRQHQFRXUDJHVVHWWOHPHQWVE\WKHSDUWLHVDQG
DWDQ\SRLQWSULRUWRWKHLVVXDQFHRID¿QDORUGHUWKHSDUWLHVPD\QHJRWLDWHDVHWWOHPHQW
RIWKHXQIDLUODERUSUDFWLFHFKDUJH,IWKHPDWWHULVQRWVHWWOHGKRZHYHUDIRUPDOKHDULQJ
EHIRUHDQ$/-ZLOOEHKHOG7KHVHIRUPDOKHDULQJVDUHXVXDOO\KHOGLQ'HWURLWRU/DQVLQJ
DQGDUHRSHQWRWKHSXEOLFXQOHVVRWKHUZLVHRUGHUHGE\WKH$/-$WWKHKHDULQJWKH

12
SDUWLHVKDYHWKHULJKWWRDSSHDULQSHUVRQDQGWREHUHSUHVHQWHGE\FRXQVHOWRH[DPLQH
DQGFURVVH[DPLQHZLWQHVVHVDQGWRLQWURGXFHGRFXPHQWDU\HYLGHQFH7KHFKDUJLQJ
SDUW\ RUGLQDULO\ SUHVHQWV LWV FDVH ¿UVW ,W KDV WKH ULJKW WR FDOO ZLWQHVVHV ZKR PD\ EH
H[DPLQHGDQGFURVVH[DPLQHGE\DQDWWRUQH\RURWKHUUHSUHVHQWDWLYHRIHDFKSDUW\7KH
respondent has the same opportunity to present witnesses and submit documentary
HYLGHQFHLQLWVRZQGHIHQVH7KH$/-KDVWKHDXWKRULW\WRLVVXHVXESRHQDVDGPLQLVWHU
RDWKV WDNH WHVWLPRQ\ KROG SUHWULDO FRQIHUHQFHV H[DPLQH ZLWQHVVHV DQG UHJXODWH WKH
HQWLUHFRXUVHRIWKHKHDULQJ2UDODUJXPHQWVPD\EHSUHVHQWHGDWWKHFRQFOXVLRQRIWKH
KHDULQJDQGSRVWKHDULQJEULHIVDUHW\SLFDOO\¿OHG

%DVHGRQWKHHYLGHQFHDQGDUJXPHQWVSUHVHQWHGDWWKHKHDULQJWKH$/-LVVXHVD
³'HFLVLRQDQG5HFRPPHQGHG2UGHU´FRQWDLQLQJ¿QGLQJVRIIDFWDQGFRQFOXVLRQVRIODZ
reasons for the conclusions, and a recommended order that the Commission may adopt.
,IWKHDOOHJDWLRQVDUHQRWVXSSRUWHGE\WKHHYLGHQFHWKH$/-PD\UHFRPPHQGGLVPLVVDO
RIWKHFKDUJHV,IWKH$/-¿QGVDYLRODWLRQKHRUVKHPD\LVVXHDUHFRPPHQGHGRUGHU
WKDWDSDUW\FHDVHDQGGHVLVWIURPWKHXQODZIXODFWLYLW\DQGWDNHDI¿UPDWLYHDFWLRQVXFK
as reinstatement of the discharged employee and/or the payment of back pay.

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SDUW\ PD\ DSSHDO WKDW GHFLVLRQ E\ ¿OLQJ ZLWK WKH &RPPLVVLRQ DQ RULJLQDO DQG IRXU
FRSLHV RI H[FHSWLRQV WR WKH$/-¶V GHFLVLRQ DQG UHFRPPHQGHG RUGHU 7KH H[FHSWLRQV
PXVW EH DFFRPSDQLHG E\ WZR FRSLHV RI DOO H[KLELWV DGPLWWHG DW WKH KHDULQJ DQG D
VWDWHPHQWWKDWWKHH[FHSWLRQVDQGEULHIKDYHEHHQVHUYHGRQWKHRSSRVLQJSDUW\7KH
H[FHSWLRQVPXVWLGHQWLI\DQGH[SODLQLQGHWDLOWKHTXHVWLRQVRISURFHGXUHIDFWRUODZLQ
WKH$/-¶VGHFLVLRQDQGUHFRPPHQGHGRUGHUWKDWDUHDOOHJHGWREHHUURQHRXV%ULHIVDUH
XVXDOO\¿OHGZLWKWKHH[FHSWLRQVDQGWKHRSSRVLQJSDUW\PD\¿OHDEULHILQUHVSRQVH
DQGRUFURVVH[FHSWLRQV:KHQH[FHSWLRQVDUH¿OHGWKH&RPPLVVLRQUHYLHZVWKHHQWLUH
FDVHDQGLVVXHVDQDSSURSULDWHRUGHUHLWKHUDGRSWLQJPRGLI\LQJRUUHYHUVLQJWKH$/-¶V
'HFLVLRQ DQG 5HFRPPHQGHG 2UGHU ,I QR H[FHSWLRQV DUH ¿OHG ZLWKLQ  GD\V WKH
$/-¶V UHFRPPHQGHG RUGHU EHFRPHV WKH RUGHU RI WKH &RPPLVVLRQ 'LVSXWHV RYHU WKH
DSSOLFDWLRQRULQWHUSUHWDWLRQRIWKHUHPHG\LQWKH&RPPLVVLRQ¶VRUGHUPD\EHUHVROYHG
E\ D FRPSOLDQFH KHDULQJ EHIRUH DQ$/- ,I WKH UHVSRQGHQW UHIXVHV WR FRPSO\ ZLWK D
&RPPLVVLRQRUGHUWKHFKDUJLQJSDUW\PD\VHHNHQIRUFHPHQWLQWKH&RXUWRI$SSHDOV$
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RI$SSHDOV8OWLPDWHO\UHYLHZE\WKH0LFKLJDQ6XSUHPH&RXUWPD\EHDYDLODEOH


 MEDIATION PROCESS AND PROCEDURE
Contract Mediation

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HPSOR\HU WR UHTXHVW WKDW WKH &RPPLVVLRQ LQWHUYHQH DQG PHGLDWH PDWWHUV LQFOXGLQJ
disputes concerning new contracts, contract renewals, and grievances. Mediation is a
non-binding process in which a neutral third person assists the parties to resolve their
GLVSXWH,QFROOHFWLYHEDUJDLQLQJWKHSDUWLHVVKRXOGVHHNWRUHVROYHDVPDQ\LVVXHVDV
possible by themselves; however, when it becomes apparent to one or both parties
WKDWWKH\DUHXQDEOHWRUHFRQFLOHWKHLUGLIIHUHQFHVRUDUHQRWPDNLQJDGHTXDWHSURJUHVV
towards doing so, mediation may be appropriate.

3(5$GLVFXVVHVWKHPHGLDWLRQSURFHVVDQGSURYLGHV³$WOHDVWGD\VEHIRUH
WKH H[SLUDWLRQ GDWH RI D FROOHFWLYH EDUJDLQLQJ DJUHHPHQW WKH SDUWLHV VKDOO QRWLI\ WKH
commission of the status of negotiations.” To notify the Commission, public sector
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$SSHQGL[)RUP3ULYDWHVHFWRUHQWLWLHVDOVRPXVW¿OHZLWKWKH&RPPLVVLRQXWLOL]LQJD
form furnished by the Federal Mediation & Conciliation Service. Thereafter, a mediator
will be assigned to the case, who will remain in contact with the parties to monitor the
progress in negotiations.

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conference at which he or she will provide the parties with an opportunity to completely
discuss the issues in dispute. The mediator may meet separately with each party to discuss
WKHLVVXHVDQGH[SORUHDUHDVRIFRPSURPLVH7KHPHGLDWRUKDVQRDXWKRULW\WRLPSRVH
a settlement or issue a directive on disputed issues. However, by virtue of his or her
REMHFWLYLW\QHXWUDOLW\DQGH[SHULHQFHWKHPHGLDWRUIUHTXHQWO\LVLQDEHWWHUSRVLWLRQWKDQ
WKHSDUWLHVWRSUREHDQGH[SORUHDUHDVRIFRPSURPLVHDQGWRRIIHUVXJJHVWLRQVDVWRKRZWKH
dispute may be resolved. The mediator can restore or improve the lines of communication
that are sometimes disrupted or destroyed during contentious negotiations. He or she is
able to control the mechanics of negotiations so that neither party may seek or avoid a
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DQDWPRVSKHUHWKDWLVPRUHFRQGXFLYHWRUHVROYLQJWKHGLVSXWH,QVHSDUDWHVHVVLRQVWKH
mediator can point out weaknesses, encourage a change in positions, and recommend
DOWHUQDWLYHV,QHVVHQFHPHGLDWLRQLVDQH[WHQVLRQRIWKHFROOHFWLYHEDUJDLQLQJSURFHVV
with the addition of a neutral third party.

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SULYDWH  2WKHUZLVH LQVWHDG RI WU\LQJ WR UHVROYH WKH GLVSXWH WKH SDUWLHV PLJKW VSHDN
for the record, seeking to obtain favorable publicity, or might be restricted in their
statements when the public and the press are present.

To make effective use of the services of a mediator, parties must be willing

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This rule protects the parties in their disclosures to the mediator and assures the strict
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14
 Grievance Mediation

Mediation is often used to resolve grievances arising under a collective

EDUJDLQLQJDJUHHPHQWHLWKHUDVWKH¿QDOVWHSLQWKHJULHYDQFHSURFHGXUHRUDVDVWHS
prior to arbitration. The Commission offers grievance mediation at no charge to the
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DVVLVWDQFH7KHSURFHVVLVÀH[LEOHVLQFHWKHSDUWLHVPD\GHYHORSDUHPHG\ZLWKRXWEHLQJ
ERXQGE\WKHFRQWUDFWXDOODQJXDJHDVDQDUELWUDWRUZRXOGEH,IWKHFRQWUDFWODQJXDJH
is ambiguous, a mediator may assist in developing a mutually agreeable resolution to
the dispute.

Collaborative Bargaining

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to collective bargaining is more effective than the traditional adversarial approach.
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bargaining,” “mutual gains,” “best practice,” “integrative,” “win-win,” “collaborative,”
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has adopted a collaborative approach to collective bargaining, referred to as the
“Collaborate to Contract” process. The collaborative approach is intended to avoid a
situation in which one party wins only if the other loses. The process focuses on open and
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mutual concerns, and the use of agreed-upon standards to judge options. The ultimate
goal is to improve the overall bargaining relationship, while the more immediate goal
LVWRUHVROYHWKHSDUWLFXODUFRQWUDFWXDOGLVSXWHDWLVVXH,QPRVWFDVHVEDUJDLQLQJWHDPV
DUHMRLQWO\WUDLQHGLQWKHSURFHVVDQGPD\VXEVHTXHQWO\XWLOL]HWKHVDPHWUDLQHUZKR
W\SLFDOO\PD\EHD0(5&PHGLDWRUWRIDFLOLWDWHWKHQHJRWLDWLRQV$UHTXHVWIRUWUDLQLQJ
DQGIDFLOLWDWLRQZHOOEHIRUHFRQWUDFWH[SLUDWLRQLVUHFRPPHQGHGDVWKLVSURFHVVW\SLFDOO\
UHTXLUHVPXFKPRUHWLPHWKDQWUDGLWLRQDOQHJRWLDWLRQVDQGPHGLDWLRQ


 FACT FINDING

,IEDUJDLQLQJDQGPHGLDWLRQKDYHIDLOHGWRUHVXOWLQD¿QDODJUHHPHQWHLWKHURU
ERWKSDUWLHVPD\SHWLWLRQIRUIDFW¿QGLQJ7KHQHXWUDOIDFW¿QGHUIROORZLQJWKHVWDWXWRU\
process described below, will issue a non-binding recommendation for settlement of
WKHFRQWUDFWXDOGLVSXWH6LQFHVWULNHVDUHSURKLELWHGLQWKHSXEOLFVHFWRUIDFW¿QGLQJLV
WKH¿QDOLPSDVVHUHVROXWLRQSURFHGXUHDYDLODEOHWRSXEOLFVHFWRUHPSOR\HHVH[FHSWIRU
SXEOLFVDIHW\SHUVRQQHOZKRDUHVXEMHFWWR$FWDUELWUDWLRQ6HHGLVFXVVLRQDWSS
±RIWKLVERRNOHW

8QGHU6HFWLRQRIWKH/DERU0HGLDWLRQ$FWHLWKHUSDUW\PD\LQLWLDWHWKHIDFW
¿QGLQJSURFHVVRUWKH&RPPLVVLRQRQLWVRZQPRWLRQPD\GRVR7KHSHWLWLRQIRUIDFW
¿QGLQJVKRXOGEHRQD&RPPLVVLRQDSSURYHGIRUP6HH$SSHQGL[3HWLWLRQIRU)DFW
)LQGLQJ)RUP&RPPLVVLRQUXOHVUHTXLUHWKDWDQDQVZHUWRWKHSHWLWLRQEH¿OHGDQG
served on the other party.

$IWHUDSHWLWLRQLV¿OHGDQGGRFNHWHGWKH&RPPLVVLRQZLOODSSRLQWDIDFW¿QGHU
from its panel of neutrals, who will conduct a hearing relating to all of the facts in dispute.
7KHKHDULQJZLOOEHFRQGXFWHGLQSXEOLFXQOHVVRWKHUZLVHGLUHFWHGE\WKHIDFW¿QGHU7KH
purpose of the hearing is to permit the parties to present facts and witnesses in support
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EULHIV DUH RIWHQ ¿OHG 8OWLPDWHO\ WKH IDFW ¿QGHU ZLOO LVVXH ZULWWHQ UHFRPPHQGDWLRQV
RQWKRVHFRQWUDFWSURYLVLRQVLQGLVSXWH7KHYDOXHRIIDFW¿QGLQJLVWKDWDIWHUDIRUPDO
hearing, the parties receive an objective and professional evaluation of their bargaining
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recommendations in whole or in part. Parties often return to negotiations or mediation
DIWHUIDFW¿QGLQJDQGDUHIUHTXHQWO\DEOHWRUHVROYHWKHLUGLIIHUHQFHV


 ACT 312–COMPULSORY ARBITRATION FOR POLICE
AND FIRE DEPARTMENTS

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PXQLFLSDOSROLFHDQG¿UHGHSDUWPHQWV³DQDOWHUQDWHH[SHGLWLRXVHIIHFWLYHDQGELQGLQJ
SURFHGXUH IRU WKH UHVROXWLRQ RI GLVSXWHV    ´ 7R WKDW HQG $FW  SURYLGHV IRU
FRPSXOVRU\DUELWUDWLRQRIXQUHVROYHGFRQWUDFWGLVSXWHVLQSROLFHDQG¿UHGHSDUWPHQWV
RSHUDWHGE\DFLW\FRXQW\YLOODJHRUWRZQVKLS(PSOR\HHVFRYHUHGE\$FWLQFOXGH
PXQLFLSDOSROLFHRI¿FHUVDQG¿UH¿JKWHUVDVZHOODVHPHUJHQF\PHGLFDOSHUVRQQHODQG
HPHUJHQF\WHOHSKRQHRSHUDWRUVHPSOR\HGE\DPXQLFLSDOSROLFHRU¿UHGHSDUWPHQW$FW
RISURYLGHVIRUVLPLODUDUELWUDWLRQEHWZHHQWKH6WDWHRI0LFKLJDQDQGWKHODERU
RUJDQL]DWLRQUHSUHVHQWLQJVWDWHSROLFHWURRSHUVDQGVHUJHDQWV

$FWLVQRWLQWHQGHGWRVXSSODQWWKHFROOHFWLYHEDUJDLQLQJWKDWWDNHVSODFH
EHWZHHQWKHSDUWLHVLQVWHDGLWLVWKH¿QDOVWHSLQWKDWSURFHVVDQGWKHSDUWLHVEULQJWRWKH
$FWIRUXPRQO\WKRVHLVVXHVWKDWZHUHSUHYLRXVO\FRQVLGHUHGGXULQJEDUJDLQLQJDQG
PHGLDWLRQ7KHUHVROXWLRQRIJULHYDQFHVLVH[SUHVVO\H[FOXGHGIURPWKH$FWSURFHVV

Thirty days after submission of a dispute to mediation, either the employer

RUWKHODERURUJDQL]DWLRQPD\LQLWLDWHELQGLQJ$FWDUELWUDWLRQE\¿OLQJZLWKWKH
&RPPLVVLRQD3HWLWLRQIRU$FW$UELWUDWLRQ6HH$SSHQGL[3HWLWLRQIRU$FW
$UELWUDWLRQ)RUPDQGVHUYLQJDFRS\RQWKHRSSRVLQJSDUW\7KHSHWLWLRQPXVW
include a copy of the last offer of settlement made by each party and a copy of the
most recent labor agreement.

:LWKLQGD\VRIWKH¿OLQJRIWKHSHWLWLRQHDFKSDUW\PXVWVHOHFWRQHSHUVRQ
to be its delegate to serve on the three-member arbitration panel called for by the statute.
The Commission selects three persons from its arbitration panel and provides the
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Commission will designate the remaining nominee as the impartial member, who will
VHUYHDVWKHSDQHOFKDLUSHUVRQ$WDQ\WLPHEHIRUHWKLVDSSRLQWPHQWE\WKH&RPPLVVLRQ
WKH SDUWLHV PD\ PXWXDOO\ DJUHH WR VHOHFW DQ LQGLYLGXDO IURP WKH &RPPLVVLRQ¶V SDQHO
of arbitrators to act as chairperson and, if so, must notify the Commission of their
VHOHFWLRQ 6LJQL¿FDQWO\ ZKLOH DUELWUDWLRQ SURFHHGLQJV DUH SHQGLQJ QHLWKHU SDUW\ PD\
FKDQJHH[LVWLQJZDJHVKRXUVRURWKHUFRQGLWLRQVRIHPSOR\PHQWZLWKRXWWKHFRQVHQWRI
the other side.

Following his or her appointment, the chairperson will conduct a prehearing

conference with the parties to discuss matters such as the means to identify resolved and
XQUHVROYHGLVVXHVWKHWLPHDQGPDQQHURIH[KLELWH[FKDQJHDQGWKHGDWHVWLPHVDQG
location of the hearing. The parties have the opportunity to present oral and documentary
HYLGHQFHDWWKHKHDULQJ$WDQ\WLPHSULRUWRWKHLVVXDQFHRIDQDZDUGWKHFKDLUSHUVRQ
may remand the dispute to mediation for a period of 14 days if he or she believes
that further negotiations might facilitate a settlement of all or part of the unresolved
LVVXHV7KHDUELWUDWLRQSDQHO¶VDZDUGPXVWEHEDVHGRQWKHFULWHULDVHWIRUWKLQWKHVWDWXWH
ZKLFKLQFOXGHWKH¿QDQFLDODELOLW\RIWKHHPSOR\HUWKHZDJHVKRXUVDQGFRQGLWLRQV

17
of employment of employees in communities determined to be “comparable” and of
employees within that same jurisdiction, the cost of living, and other relevant factors.

$IWHU WKH KHDULQJ WKH SDUWLHV VXEPLW WKHLU ODVW RIIHUV RI VHWWOHPHQW RQ HDFK
disputed economic and non-economic issue. Regarding economic issues, the panel
must adopt the last offer of settlement that, in its opinion, most nearly complies with the
FULWHULDVHWIRUWKLQWKHVWDWXWH7KHSDQHOLVQRWDXWKRUL]HGWRUHMHFWERWKRIWKH¿QDORIIHUV
and craft its own award on economic issues, or to order each party to compromise on its
SRVLWLRQV1RQHFRQRPLFLVVXHVKRZHYHUDUHQRWVXEMHFWWRWKHODVWRIIHUUHTXLUHPHQW
and the arbitration panel is free to impose any award it deems appropriate based on the
statutory criteria.

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DQG RUGHU FRQFHUQLQJ HDFK RI WKH LVVXHV SUHVHQWHG E\ WKH SDUWLHV ,I VXSSRUWHG E\
competent, material, and substantial evidence on the record as a whole, the majority
decision of the arbitration panel is binding upon the parties and enforceable in circuit
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or any additional period to which the parties may agree. The award must include a
resolution on all of the disputed issues.


 STRIKES AND LOCKOUTS IN THE PUBLIC SECTOR

6WULNHVE\SXEOLFHPSOR\HHVLQ0LFKLJDQDUHLOOHJDO7KH+XWFKLQVRQ$FWZKLFK
ZDVSDVVHGLQSURKLELWHGVWULNHVE\RQHRUPRUHSXEOLFHPSOR\HHVDQGUHTXLUHG
DXWRPDWLFGLVFKDUJHZKHQHYHUDQ\SXEOLFHPSOR\HHHQJDJHGLQDVWULNH3(5$HQDFWHG
LQFRQWLQXHGWKHSURKLELWLRQDJDLQVWVWULNHVE\SXEOLFHPSOR\HHVEXWHOLPLQDWHG
DXWRPDWLF GLVFKDUJH SHQDOWLHV ,Q  WKH OHJLVODWXUH DPHQGHG 3(5$ E\ HQDFWPHQW
RI3XEOLF$FW7KLVDPHQGPHQWZKLFKDSSOLHVRQO\WRSXEOLFVFKRROHPSOR\HHV
strengthened enforcement of the strike prohibition and made lockouts by public school
HPSOR\HUVXQODZIXODVZHOO$FWLPSRVHVD¿QHRQWKHHPSOR\HHRIRQHGD\¶VSD\
for every day that a public school employee is on strike.

Act 112 Procedures

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6HH$SSHQGL[1RWLFHRI3XEOLF6FKRRO(PSOR\HH6WULNH)RUPDQG1RWLFHRI3XEOLF
School Employer Lockout, Form 12.) Upon receipt of a notice of an illegal strike or
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of the petition.

19
 Form #1

Authority: P.A. 380 of 1965, as amended.

Completion: Mandatory
MICHIGAN DEPARTMENT OF LABOR & ECONOMIC GROWTH
Penalty: Case will not be opened if this
form is not used.
EMPLOYMENT RELATIONS COMMISSION
LABOR RELATIONS DIVISION
PETITION FOR REPRESENTATION PROCEEDINGS
INSTRUCTIONS: Submit an original and 4 copies of this Petition to: Employment Relations DO NOT WRITE IN THIS SPACE
Commission, Cadillac Place, 3026 W. Grand Boulevard, Suite 2-750, PO Box 02988 Case Number Date Filed
Detroit MI 48202-2988. (Use additional sheets if necessary.)

1. Purpose of this Petition: (Check only the one box which is appropriate.)
A. RC - CERTIFICATION OF REPRESENTATIVE - 30% or more of employees in the unit wish to be represented
for purposes of collective bargaining by Petitioner, and Petitioner desires to be certified as representative of the
employees for purposes of collective bargaining. (A 30% showing of interest must accompany this form or be
submitted within 48 hours.)
B. RM - REPRESENTATION (EMPLOYER) - One or more individuals or labor organizations have presented a
claim to Petitioner to be recognized as the representative of employees of Petitioner.
C. RD - DECERTIFICATION - 30% or more of employees in the unit assert that the certified or currently recognized
bargaining representative is no longer their representative. (A 30% showing of interest must accompany this form
or be submitted within 48 hours.)
D. SD - SELF-DETERMINATION - Multiple units represented by the same representative seek to be represented
in one unit. (No showing of interest required.)
E. UC - UNIT CLARIFICATION - A labor organization is currently recognized by the employer, but Petitioner seeks
clarification of placement of certain employee(s). (A petition for unit clarification does not raise a question concerning
representation, and may not be used where an RC or RM petition is appropriate.)

2. NAME AND ADDRESS OF EMPLOYER: TELEPHONE NUMBER:

( )

3. TYPE OF EMPLOYER : Check appropriate box: Governmental Private

4. DESCRIPTION OF CLAIMED BARGAINING UNIT INVOLVED: In UC petition, describe present 5. APPROXIMATE NUMBER OF EMPLOYEES IN
bargaining unit and attach specific description of proposed clarification. Please use additional paper if necessary. UNIT:
INCLUDED:
6. DATE OF DEMAND FOR RECOGNITION:

EXCLUDED: DATE EMPLOYER DECLINED RECOGNITION:

7. RECOGNIZED OR CERTIFIED BARGAINING AGENT, OR PARTIES OTHER THAN PETITIONER WHICH HAVE DATE OF RECOGNITION OR CERTIFICATION:
CLAIMED RECOGNITION AS REPRESENTATIVES, AND OTHER UNIONS INTERESTED IN THE EMPLOYEES
DESCRIBED IN ITEM 4 ABOVE (If NONE, so state):
NAME AND ADDRESS:
DATE OF CLAIM: (Required only if RM Petition)

8. DATE OF EXPIRATION OF CURRENT CONTRACT, IF ANY: Month: Day: Year:

I HAVE READ THE ABOVE PETITION AND IT IS TRUE TO THE BEST OF MY KNOWLEDGE AND BELIEF.
PETITIONER AND AFFILIATION, IF ANY:

NAME OF REPRESENTATIVE OR PERSON FILING PETITION: TITLE, IF ANY:

SIGNATURE: PRINTED:

ADDRESS: TELEPHONE:

( )
The Department of Labor & Economic Growth will not discriminate against any individual or group because of race, sex, religion, age, national origin, color, marital status,
disability or political beliefs. If you need assistance with reading, writing, hearing, etc., under the Americans with Disabilities Act, you may make your needs known to this agency.
BER-231 (8/04)
 Form #2

AGREEMENT FOR CONSENT ELECTION

MICHIGAN DEPARTMENT OF LABOR & ECONOMIC GROWTH
Employment Relations Commission

AUTHORITY: P. A. 380 OF 1965

As Amended

1. ELECTION BY SECRET BALLOT – An election by secret ballot shall be conducted

under the direction and supervision of an agent of the Employment Relations Commission
among all employees in the Unit defined below at the indicated time and place, to determine
the representative, if any, desired by them for the purpose of collective bargaining. Said
election shall be held in accordance with the Commission’s General Rules and Regulations
and the policies and customary procedures of the Commission. The results of the election
shall be binding on all parties to the election. The parties hereto certify that, to the best of their
knowledge, no other labor organization claims a representative interest.

2. ELIGIBLE VOTERS – The eligible voters shall be those employees included within the
unit described below who were employed during the payroll period indicated below, including
employees who did not work during said payroll period because they were ill, or on vacation, or
temporarily laid off, and employees in the military service of the United States who appear in
person at the polls, but excluding any employees who have, since the payroll period eligibility
date, quit or been discharged for cause and have not been rehired or re-instated prior to the
date of the election, or who, because of other changes of work status, are no longer a part of
the bargaining unit. The Employer shall furnish to the Commission and the labor organizations
involved an accurate list of the names and addresses of all eligible voters in alphabetical order
in accordance with Rule 45 of the Commission’s General Rules and Regulations.

3. NOTICES OF ELECTION – The Commission shall prepare a Notice of Election together

with a sample ballot and supply copies to the parties. The Employer shall post such
documents in a prominent place or places easily accessible to the eligible voters in accordance
with Rule 45 of the Commission’s General Rules and Regulations.

4. OBSERVERS, CHALLENGES, BALLOTS, OBJECTIONS, ELECTION RESULTS,

RERUN, AND RUNOFF ELECTIONS – Designation of observers, challenges of voters,
ballots, objections to elections, election results, rerun and runoff elections and all related
matters shall be governed by the provisions of Rules 45, 46, 47, 48 and 49 of the
Commission’s General Rules and Regulations.

5. VOIDING OF CONSENT ELECTION AGREEMENTS – If the Commission concludes, at

any time prior to the election, that, in its opinion, a fair election cannot be held, the Commission
may terminate this Agreement by notice to the parties.

The Department of Labor & Economic Growth will not discriminate against any individual or group because of race, sex, religion, age, national
origin, color, marital status, handicap, or political beliefs.
 )RUP

NOTICE OF ELECTION
MICHIGAN DEPARTMENT OF LABOR & ECONOMIC GROWTH
Employment Relations Commission
AUTHORITY: P. A. 380 OF 1965
As Amended

PURPOSE OF ELECTION
An election by secret ballot will be conducted under the direction and supervision of the Michigan Employment
Relations Commission among the eligible voters described herein to determine the representative, if any, desired
by them for the purposes of collective bargaining with their employer.

SECRET BALLOT
The election will be by secret ballot. Electioneering will not be permitted at, or near the polling place. Any
violation should be reported immediately to the Commission Agent in charge of the election. An agent of the
Commission will hand a ballot to each eligible voter at the voting place. The voter will then mark the ballot in
secret and fold it so that no part of the face thereof shall be exposed, and then deposit the ballot in the ballot box.

ELIGIBLE VOTERS
EMPLOYER:

Those eligible to vote are:

who were employed during the payroll period ending , including employees who did not work during said payroll
period because they were ill, or on vacation, or temporarily laid off, and employees in the military service of the
United States who appear in person at the polls, but excluding any employees who have, since the payroll period
eligibility date, quit or been discharged for cause and have not been rehired or re-instated prior to the date of the
election, or who, because of other changes of work status, are no longer a part of the bargaining unit.

INFORMATION CONCERNING ELECTION

Any person who wants further information concerning the election should contact the Employment Relations
Commission.

PLACE AND TIME OF ELECTION

The Department of Labor & Economic Growth will not discriminate against any individual or group because of race, sex, religion, age, national
origin, color, marital status, handicap, or political beliefs.
 Form #4

STATE OF MICHIGAN
DEPARTMENT OF LABOR & ECONOMIC GROWTH
Employment Relations Commission

OFFICIAL BALLOT
TO DETERMINE THE EXCLUSIVE REPRESENTATIVE FOR THE PURPOSES
OF COLLECTIVE BARGAINING FOR CERTAIN EMPLOYEES OF THE

1. This is a SECRET BALLOT. DO NOT SIGN your name.

2. MARK an “X” in ONE SQUARE ONLY.

3. If you spoil your ballot, return it to the Commission Agent and

obtain a new one.

4. Fold your ballot so that no part of the face thereof is exposed, and
deposit it in the ballot box.

Do you desire to be represented by the following as your exclusive

representative for the purpose of collective bargaining?

YES NO

MARK an “X” in ONE SQUARE ONLY.

This is a secret ballot and MUST NOT be signed.

 )RUP

CERTIFICATION OF REPRESENTATIVE
MICHIGAN DEPARTMENT OF LABOR & ECONOMIC GROWTH
Employment Relations Commission
Labor Relations Division

AUTHORITY: P. A. 380 OF 1965

As Amended

Case No.

An election having been conducted in the above matter by an Agent of the Michigan Employment Relations
Commission in accordance with the Rules and Regulations of the Commission, and it appearing from the
tabulation of election results that a collective bargaining representative has been selected.

Pursuant to authority vested in the Michigan Employment Relations Commission, IT IS HEREBY CERTIFIED that

Has been designated and selected by a majority of the employees of the above-named employer, in the unit
described below, as their representative for the purposes of collective bargaining, and that pursuant to Sections
26 and 27 of Act No. 176 of the Public Acts of 1939, as amended, or Sections 11 and 12 of Act 336 of the Public
Acts of 1947, as amended, the said organization is the exclusive representative of all the employees in such unit
for the purposes of collective bargaining with respect to rates of pay, wages, hours of employment, and other
conditions of employment.

Unit:

MICHIGAN EMPLOYMENT RELATIONS COMMISSION

_____________________________________________

COPY TO:

The Department of Labor & Economic Growth will not discriminate against any individual or group because of race, sex, religion, age, national
origin, color, marital status, handicap, or political beliefs.
 )RUP

CERTIFICATION OF RESULTS OF ELECTION

MICHIGAN DEPARTMENT OF LABOR & ECONOMIC GROWTH
Employment Relations Commission
Labor Relations Division

AUTHORITY: P. A. 380 OF 1965

As Amended

Case No.

An election having been conducted in the above matter by an Agent of the Michigan Employment Relations
Commission in accordance with the Rules and Regulations of the Commission, and it appearing from the
tabulation of election results that no collective bargaining representative has been selected.

Pursuant to authority vested in the Michigan Employment Relations Commission,

IT IS HEREBY CERTIFIED that a majority of the valid ballots has not been cast for any labor organization
appearing on the ballot, and that no such organization is the exclusive representative of all the employees, in the
unit herein involved, within the meaning of Sections 26 and 27 of Act No. 176 of the Public Acts of 1939, as
amended, or Sections 11 and 12 of Act 336 of the Public Acts of 1947, as amended.

MICHIGAN EMPLOYMENT RELATIONS COMMISSION

COPY TO:

The Department of Labor & Economic Growth will not discriminate against any individual or group because of race, sex, religion, age, national
origin, color, marital status, handicap, or political beliefs.
 Form #7

Michigan Department of Labor & Economic Growth

Employment Relations Commission CHARGE DO NOT WRITE IN THIS SPACE
Case No. Date Filed
Authority: P.A. 380 of 1965, as amended.
Labor Relations Division
313-456-3510

INSTRUCTIONS: File an original and 4 copies of this charge (including any attachments) with the Employment Relations
Commission at: Cadillac Place, 3026 W. Grand Boulevard, Suite 2-750, PO Box 02988, Detroit MI 48202-2988 or 1375 S.
Washington St., Lansing MI 48910.

Complete Section 1 if you are filing charges against an employer and/or its agents and representatives.
²RU²
Complete Section 2 if you are filing a complaint against a labor organization and/or its agents and representatives.

If you are filing against both an employer and a labor organization, you must use separate sets of charge forms.

1. EMPLOYER AGAINST WHICH CHARGE IS BROUGHT Check appropriate box: Private Governmental

Name and Address:

2. LABOR ORGANIZATION AGAINST WHICH CHARGE IS BROUGHT

Name and Address:

3. CHARGE
Pursuant to Act 176, Public Acts of 1939, as amended (Labor Mediation Act) or Act 336, Public Acts of 1947, as amended (Public
Employment Relations Act) (cross out one), the undersigned charges that the above-named party has engaged in and is engaging in unfair
labor practices within the meaning of Section(s) ___________________________________________________ of the Act, in that: (Specify
in detail the alleged violation, stating the facts supporting the charge including names, dates, places, etc. Use additional sheets if
necessary; documentary material and exhibits should be retained until the hearing.)

4. Name and Address of Party Filing Charge (if labor organization, give full name, including local name and number): Area Code and
Telephone Number

I have read the above charge and it is true to the best of my knowledge and belief.

Signature of Representative or Person Filing Charge

Print Name Title (if any) Telephone Number

Address City State ZIP Code

The Department of Labor & Economic Growth will not discriminate against any individual or group because of race, sex, religion, age, national origin, color, marital status,
BER-232 (8/04) disability, or political beliefs. If you need assistance with reading, writing, hearing, etc., under the Americans with Disabilities Act, you may make your needs known to this agency.
 )RUP

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County:
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 Status of negotiations (Use separate sheet if necessary):

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 Form #9

MEDIATION CASE NO.

PETITION FOR FACT FINDING
MICHIGAN DEPARMENT OF LABOR & ECONOMIC GROWTH
Employment Relations Commission (MERC) MEDIATOR

AUTHORITY: P.A. 380 OF 1965 AS AMENDED THE DEPARTMENT OF DLEG WILL NOT DISCRIMINATE AGAINST ANY INDIVIDUAL OR GROUP BECAUSE
COMPLETION: MANDATORY OF RACE, SEX, RELIGION, AGE, NATIONAL ORGIN, COLOR, MARITAL STATUS, HANDICAP OR POLITICAL
PENALTY : CASE WILL NOT BE OPENED WITHOUT USE OF THIS FORM BELIEFS.

(A) INSTRUCTIONS: PETITIONER SHALL CAUSE THE ORIGINAL TO BE SERVED ON (B) IF THE PARTIES HAVE MUTUALLY SELECTED A FACT FINDER, PLEASE PROVIDE THE NAME AND
THE OTHER PARTY TOTHIS CASE, AND (4) COPIES WITH A PROOF OF SERVICE TO BE TELEPHONE NO. / FAX NO.
FILED WITH MERC. USE EXTRA SHEETS, IF NECESSARY.

(C) THIS PETITION IS FILED BY: EMPLOYER UNION

1. PUBLIC EMPLOYER NAME 1a. PRINCIPAL REPESENTATIVE:

ADDRESS (STREET NO. AND NAME)

CITY STATE ZIP CODE

TELEPHONE NO. (INCLUDE AREA CODE) FAX NO.

2. NAME OF LABOR ORGANIZATION 2a. PRINCIPAL REPRESENTATIVE:

ADDRESS (STREET NO. AND NAME)

CITY STATE ZIP CODE

TELEPHONE NO. (INCLUDE AREA CODE) FAX NO.

3. UNIT DESCRIPTION 3a. NO. OF EMPLOYEES IN UNIT 3b. CONTRACT EXPIRATION DATE

4. UNRESOLVED ISSUES IN DISPUTE AND FACTS RELATING THERETO THE PETITIONER HAS ENGAGED IN GOOD FAITH BARGAINING AND MEDIATION, AND THE PARTIES HAVE NOT
SUCCEEDED IN RESOLVING THE DISPUTED MATTERS.

4a. THE FOLLOWING IS A STATEMENT OF REASONS WHY PUBLICIZING THE FACTS AND RECOMMENDATIONS WOULD ASSIST IN RESOLVING THE ISSUES IN DISPUTE:

5. NUMBER OF MEDIATION MEETINGS HELD 5a. DATES AND DURATION OF MEETINGS

6. I DECLARE THAT I HAVE READ THE ABOVE PETITION AND THE STATEMENTS THEREIN ARE TRUE TO THE BEST OF MY KNOWLEDGE AND BELIEF.

NAME: ADDRESS:

SIGNATURE DATE:

TELEPHONE & FAX NOS. INCLUDE AREA CODE:

INTERNET
 Form #10

MEDIATION CASE NO.

PETITION FOR ACT 312 ARBITRATION
EMPLOYMENT RELATIONS COMMISSION
Michigan Department Of Labor & Economic Growth
MEDIATOR

AUTHORITY: P.A. 312 OF 1969, AS AMENDED THE DEPARTMENT OF DLEG WILL NOT DISCRIMINATE AGAINST ANY INDIVIDUAL OR GROUP BECAUSE
COMPLETION: MANDATORY OF RACE, SEX, RELIGION, AGE, NATIONAL ORGIN, COLOR, MARITAL STATUS, HANDICAP OR POLITICAL
PENALTY : CASE WILL NOT BE OPENED WITHOUT USE OF THIS FORM BELIEFS.

(A) INSTRUCTIONS: SERVE ORIGINAL PETITION ON THE OTHER PARTY OR ITS (B) IF THE PARTIES HAVE MUTUALLY SELECTED AN ARBITRATOR, PLEASE PROVIDE THE NAME AND
REPRESENTATIVE, AND FILE THREE COPIES AND A PROOF OF SERVICE WITH THE TELEPHONE NO. / FAX NO.
COMMISSION. ALSO ATTACH A COPY OF THE DOCUMENTS DESCRIBED IN (B)
BELOW.

(C) A COPY OF THE MOST RECENT LABOR AGREEMENT BETWEEN THE PARTIES IS ATTACHED. A COPY OF THE LAST OFFER MADE BY EACH PARTY TO SETTLE THE AGREEMENT IS ATTACHED

(D) THIS PETITION IS FILED BY: EMPLOYER UNION

1. PUBLIC EMPLOYER NAME PRINCIPAL REPRESENTATIVE NAME

ADDRESS (STREET NO. AND NAME) ATTN: TELEPHONE NO.

FAX NO.

CITY STATE ZIP CODE ADDRESS (STREET NO. AND NAME)

TELEPHONE NO. (INCLUDE AREA CODE) FAX NO. CITY STATE ZIP CODE

2. LABOR ORGANIZATION NAME PRINCIPAL REPRESENTATIVE NAME

ADDRESS (STREET NO. AND NAME) ATTN: TELEPHONE NO.

FAX NO.

CITY STATE ZIP CODE ADDRESS (STREET NO. AND NAME)

TELEPHONE NO. (INCLUDE AREA CODE) FAX NO. CITY STATE ZIP CODE

3. UNIT DESCRIPTION NO. OF EMPLOYEES IN UNIT CONTRACT EXPIRATION DATE

CERTIFICATION OF REPRESENTATIVE ISSUED BY THE MICHIGAN EMPLOYMENT RELATIONS

COMMISSION (IF KNOWN):

CASE NO. DATE

4. THE PETITIONER HAS ENGAGED IN GOOD FAITH BARGAINING AND MEDIATION AND THE PARTIES HAVE NOT SUCCEEDED IN RESOLVING THE DISPUTED MATTERS. THE
FOLLOWING IS A LIST OF ANY ISSUES IN DISPUTE AND THE RELATED FACTS THERETO(USE ADDITIONAL SHEETS IF NEEDED):

5. NO. OF MEDIATION MEETINGS HELD DATES AND DURATION OF MEETINGS

6. I HAVE READ THE ABOVE PETITION AND THE STATEMENTS THEREIN ARE TRUE TO THE BEST OF MY KNOWLEDGE AND BELIEF.

PRINT NAME/ TITLE: DATE:

SIGNATURE INTERNET
 Form #11

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 Form #12

Michigan Department of Labor & Economic Growth

AUTHORITY: P.A. 112 OF 1994 NOTICE OF PUBLIC SCHOOL EMPLOYER LOCKOUT
COMPLETION : MICHIGAN DEPARTMENT OF LABOR & ECONOMIC GROWTH
PENALTY : Employment Relations Commission

INSTRUCTIONS: File an original and 4 copies of this notice (including an DO NOT WRITE IN THIS SPACE
affidavit and other attachments pursuant to Rule 423.191-194) with the
Case No. Date Filed
Employment Relations Commission at the Cadillac Place - 3026 W. Grand
Boulevard, Suite 2-750 PO BOX 02988, Detroit, Michigan, 48202-2988, along with
proof of service. Serve a copy on the employer named in item 1 by first class mail.

EMPLOYER ALLEGED TO BE ENGAGED IN LOCKOUT Area Code & Telephone Number:

1. Name and Address of Employer:

2. Names and Home Addresses of Members of Employer’s Governing Board (Attach list)

3. Date(s) public school employer was allegedly engaged in the lockout:

4. Total number of full or partial days public school employer was allegedly engaged in the lockout as of filing:

5. Is the lockout still in progress? Yes No

Area Code & Telephone Number:

6. Name and Address of bargaining representative filing this notice:

Area Code & Fax Number:

Type of Bargaining Unit (Check all that apply)

Teachers Transportation Maintenance Food Service Other

I have read the above notice and it is true to the best of my knowledge and belief.

Print Name _______________________________________________________ Title, if any

Signature of bargaining representative filing notice Area Code & Phone No.

Address __________________________________________________________ Area Code & Fax No.

THE DEPARTMENT OF LABOR & ECONOMIC GROWTH WILL NOT DISCRIMINATE AGAINST ANY INDIVIDUAL OR GROUP
BECAUSE OF RACE, SEX, RELIGION, AGE, NATIONAL ORIGIN, COLOR, MARITAL STATUS, HANDICAP, OR POLITICAL BELIEFS.
IF YOU NEED HELP WITH READING, WRITING, HEARING, ETC., UNDER THE AMERICANS WITH DISABILITIES ACT, YOU MAY MAKE
YOUR NEEDS KNOWN TO THIS AGENCY.
MDL E G -B E R 6 /2 7 /0 6
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