Rep. Suzanne Bassi

Filed: 3/22/2010

 

 


 

 


 
09600HB5596ham001 LRB096 19468 NHT 39423 a

1
AMENDMENT TO HOUSE BILL 5596

2     AMENDMENT NO. ______. Amend House Bill 5596 by replacing
3 everything after the enacting clause with the following:
 
4     "Section 5. The Illinois Educational Labor Relations Act is
5 amended by changing Sections 12 and 13 as follows:
 
6     (115 ILCS 5/12)  (from Ch. 48, par. 1712)
7     Sec. 12. Impasse procedures.
8     (a) If the parties engaged in collective bargaining have
9 not reached an agreement by 90 days before the scheduled start
10 of the forthcoming school year, the parties shall notify the
11 Illinois Educational Labor Relations Board concerning the
12 status of negotiations.
13     Upon demand of either party, collective bargaining between
14 the employer and an exclusive bargaining representative must
15 begin within 60 days of the date of certification of the
16 representative by the Board, or in the case of an existing

 

 

09600HB5596ham001 - 2 - LRB096 19468 NHT 39423 a

1 exclusive bargaining representative, within 60 days of the
2 receipt by a party of a demand to bargain issued by the other
3 party. Once commenced, collective bargaining must continue for
4 at least a 60 day period, unless a contract is entered into.
5     (a-5) If, Except as otherwise provided in subsection (b) of
6 this Section, if after a reasonable period of negotiation and
7 within 45 days of the scheduled start of the forth-coming
8 school year, the parties engaged in collective bargaining have
9 reached an impasse, either party may petition the Board to
10 initiate mediation. Alternatively, the Board on its own motion
11 may initiate mediation during this period. However, mediation
12 shall be initiated by the Board at any time when jointly
13 requested by the parties and the services of the mediators
14 shall continuously be made available to the employer and to the
15 exclusive bargaining representative for purposes of
16 arbitration of grievances and mediation or arbitration of
17 contract disputes. If the parties to the dispute are not
18 required to engage in fact finding under subsection (a-10) of
19 this Section and if requested by the parties, the mediator may
20 perform fact-finding and in so doing conduct hearings and make
21 written findings and recommendations for resolution of the
22 dispute. Such mediation shall be provided by the Board and
23 shall be held before qualified impartial individuals. Nothing
24 prohibits the use of other individuals or organizations such as
25 the Federal Mediation and Conciliation Service or the American
26 Arbitration Association selected by both the exclusive

 

 

09600HB5596ham001 - 3 - LRB096 19468 NHT 39423 a

1 bargaining representative and the employer.
2     If the parties engaged in collective bargaining fail to
3 reach an agreement within 15 days of the scheduled start of the
4 forthcoming school year and have not requested mediation, the
5 Illinois Educational Labor Relations Board shall invoke
6 mediation.
7     Whenever mediation is initiated or invoked under this
8 subsection (a), the parties may stipulate to defer selection of
9 a mediator in accordance with rules adopted by the Board.
10     (a-10) For collective bargaining agreements that are
11 reopened for negotiations because of a determination by the
12 employer that it is unable to fund salary increases for the
13 2011 fiscal year, if a dispute exists between an employer whose
14 territorial boundaries are coterminous with those of a city
15 having a population in excess of 500,000 and the exclusive
16 bargaining representative of its employees and if the parties
17 fail to reach an agreement after a reasonable period of
18 mediation, the Board shall order that the dispute be submitted
19 to a 3-member fact-finding panel. Within 3 days following the
20 Board's order, each party shall appoint one member of the
21 fact-finding panel. Within 3 days following these
22 appointments, the parties shall select a qualified impartial
23 member to serve as the chairperson of the fact-finding panel.
24 If the parties are unable to agree upon a qualified impartial
25 member, the parties shall request a panel of qualified
26 impartial members from either the Federal Mediation and

 

 

09600HB5596ham001 - 4 - LRB096 19468 NHT 39423 a

1 Conciliation Service or the American Arbitration Association
2 and select the chairperson of the fact-finding panel from such
3 panel in accordance with the procedures established by the
4 organization providing the panel. The chairperson of the
5 fact-finding panel must not be the same individual who was
6 appointed as a mediator.
7     The fact-finding panel shall have the following duties and
8 powers:
9         (1) to require the parties to submit a statement of
10     disputed issues and their position regarding each issue
11     either jointly or separately;
12         (2) to identify disputed issues that are economic in
13     nature;
14         (3) to meet with the parties either separately or
15     jointly;
16         (4) to conduct private hearings and regulate the time,
17     place, course, and manner of such hearings;
18         (5) to request the Board to issue subpoenas requiring
19     the attendance and testimony of witnesses or the production
20     of evidence;
21         (6) to administer oaths and affirmations;
22         (7) to examine witnesses and documents;
23         (8) to create a full and complete written record of any
24     hearings;
25         (9) to attempt mediation;
26         (10) to require the parties to submit final offers;

 

 

09600HB5596ham001 - 5 - LRB096 19468 NHT 39423 a

1         (11) to consider and decide upon the subjects of
2     residency, seniority, and all other mandatory subjects of
3     bargaining, notwithstanding any statute to the contrary;
4     and
5         (12) to employ any other measures deemed appropriate to
6     resolve the impasse.
7     If the dispute is not settled within 90 days after the
8 appointment of the fact-finding panel, and after the
9 fact-finding panel has conducted a hearing on the disputed
10 issues, the fact-finding panel shall issue a private report to
11 the parties that contains advisory findings of fact and
12 recommended terms of settlement for all disputed issues and
13 that sets forth a rationale for each recommendation. The
14 fact-finding panel, acting by a majority of its members, shall
15 base its findings and recommendations upon the following
16 criteria as applicable:
17         (A) the lawful authority of the employer;
18         (B) the federal and State statutes or local ordinances
19     applicable to the employer;
20         (C) prior collective bargaining agreements and the
21     bargaining history between the parties;
22         (D) stipulations of the parties;
23         (E) the interests and welfare of the public;
24         (F) the ability of the employer to finance and
25     administer the proposals at issue, provided that such
26     ability is not predicated on the premise that the employer

 

 

09600HB5596ham001 - 6 - LRB096 19468 NHT 39423 a

1     will develop additional sources of revenue;
2         (G) the impact of any economic adjustments on the
3     employer's ability to pursue its educational mission;
4         (H) the present and future general economic conditions
5     in the locality and State;
6         (I) a comparison of the wages, hours, and conditions of
7     employment of the employees involved in the dispute with
8     the wages, hours, and conditions of employment of employees
9     performing similar services in public education in the 5
10     largest U.S. cities;
11         (J) the average consumer prices for goods and services,
12     which is commonly known as the cost of living;
13         (K) the overall compensation presently received by the
14     employees involved in the dispute, including direct wage
15     compensation; vacations, holidays, and other excused time;
16     insurance and pensions; medical and hospitalization
17     benefits; the continuity and stability of employment; and
18     all other benefits received;
19         (L) changes in any of the circumstances set forth in
20     subdivisions (A) through (K) of this subsection (a-10)
21     during the fact-finding procedures; and
22         (M) such other factors, not confined to subdivisions
23     (A) through (L) of this subsection (a-10), that are
24     normally or traditionally considered in the determination
25     of wages, hours, and conditions of employment through
26     collective bargaining, mediation, fact-finding,

 

 

09600HB5596ham001 - 7 - LRB096 19468 NHT 39423 a

1     arbitration, or other impasse resolution procedures in
2     public employment.
3     The fact-finding panel's recommended terms of settlement
4 shall be deemed agreed upon by the parties as the final
5 resolution of the disputed issues and incorporated into the
6 collective bargaining agreement executed by the parties,
7 unless either party tenders to the chairperson of the
8 fact-finding panel a notice of rejection of the recommended
9 terms of settlement, in whole or in part, with a rationale for
10 each rejection, within 10 days after the date of issuance of
11 the fact-finding panel's report. If either party submits a
12 notice of rejection, the chairperson of the fact-finding panel
13 shall publish the fact-finding panel's report for public
14 information by delivering a copy to all newspapers of general
15 circulation in the community.
16     After the publication of the fact-finding panel's report,
17 the fact-finding panel's recommended terms of settlement shall
18 be deemed agreed upon by the parties as the final resolution of
19 the disputed issues and incorporated into the collective
20 bargaining agreement executed by the parties, unless either
21 party tenders to the chairperson of the fact-finding panel a
22 notice of rejection of the recommended terms of settlement, in
23 whole or in part, with a rationale for each rejection, within 5
24 days after the date on which the chairperson of the
25 fact-finding panel published the fact-finding panel's report.
26     (b) If, after a period of bargaining of at least 60 days, a

 

 

09600HB5596ham001 - 8 - LRB096 19468 NHT 39423 a

1 dispute or impasse exists between an employer whose territorial
2 boundaries are coterminous with those of a city having a
3 population in excess of 500,000 and the exclusive bargaining
4 representative over a subject or matter set forth in Section
5 4.5 of this Act, the parties shall submit the dispute or
6 impasse to the dispute resolution procedure agreed to between
7 the parties. The procedure shall provide for mediation of
8 disputes by a rotating mediation panel and may, at the request
9 of either party, include the issuance of advisory findings of
10 fact and recommendations.
11     (c) The costs and expenses of the mediator and any
12 chairperson of a fact-finding panel shall be shared equally
13 between the parties. All other costs and expenses of complying
14 with this Section shall be borne by the party incurring them.
15     (c-5) If the representatives of either the employer or
16 exclusive bargaining representative refuse to participate in
17 the mediation or fact-finding procedures required by this
18 Section, such refusal shall be deemed a refusal to bargain in
19 good faith. In the absence of an unfair labor practice charge
20 filed by an aggrieved party, the Board on its own motion may
21 issue an unfair labor practice complaint based on such refusal
22 and conduct hearings and issue orders as provided for in
23 Section 15 of this Act. The costs of fact finding and mediation
24 shall be shared equally between the employer and the exclusive
25 bargaining agent, provided that, for purposes of mediation
26 under this Act, if either party requests the use of mediation

 

 

09600HB5596ham001 - 9 - LRB096 19468 NHT 39423 a

1 services from the Federal Mediation and Conciliation Service,
2 the other party shall either join in such request or bear the
3 additional cost of mediation services from another source.
4     (d) Nothing in this Act prevents an employer and an
5 exclusive bargaining representative from mutually submitting
6 to final and binding impartial arbitration unresolved issues
7 concerning the terms of a new collective bargaining agreement.
8     Nothing in this Act prohibits the parties from agreeing to
9 extend the deadlines established for mediation and
10 fact-finding procedures.
11 (Source: P.A. 93-3, eff. 4-16-03.)
 
12     (115 ILCS 5/13)  (from Ch. 48, par. 1713)
13     Sec. 13. Strikes.
14     (a) Notwithstanding the existence of any other provision in
15 this Act or other law, educational employees employed in school
16 districts organized under Article 34 of the School Code shall
17 not engage in a strike at any time during the 18 month period
18 that commences on the effective date of this amendatory Act of
19 1995. An educational employee employed in a school district
20 organized under Article 34 of the School Code who participates
21 in a strike in violation of this Section is subject to
22 discipline by the employer. In addition, no educational
23 employer organized under Article 34 of the School Code may pay
24 or cause to be paid to an educational employee who participates
25 in a strike in violation of this subsection any wages or other

 

 

09600HB5596ham001 - 10 - LRB096 19468 NHT 39423 a

1 compensation for any period during which an educational
2 employee participates in the strike, except for wages or
3 compensation earned before participation in the strike.
4 Notwithstanding the existence of any other provision in this
5 Act or other law, during the 18-month period that strikes are
6 prohibited under this subsection nothing in this subsection
7 shall be construed to require an educational employer to submit
8 to a binding dispute resolution process.
9     (a-5) Educational employees must not engage in a strike at
10 any time during the mediation or fact-finding procedures set
11 forth in Section 12 of this Act. If a strike occurs in
12 violation of this Section, the employer may initiate in the
13 circuit court of the county in which such strike occurs an
14 action for an injunction and other relief, and the circuit
15 court shall impose at least one or more of the following
16 penalties on the exclusive bargaining representative in
17 addition to ordering other appropriate relief:
18         (1) Revoke the designation of the exclusive bargaining
19     representative as the exclusive bargaining representative
20     of the employees involved in the dispute and declare the
21     exclusive bargaining representative to be ineligible for
22     such designation for a period of 2 years.
23         (2) Prohibit the employer from deducting dues on behalf
24     of the exclusive bargaining representative for a period of
25     2 years.
26         (3) Impose fines on the exclusive bargaining

 

 

09600HB5596ham001 - 11 - LRB096 19468 NHT 39423 a

1     representative or its officers or both.
2     (b) Notwithstanding the existence of any other provision in
3 this Act or any other law, educational employees other than
4 those employed in a school district organized under Article 34
5 of the School Code and, after the expiration of the 18 month
6 period that commences on the effective date of this amendatory
7 Act of 1995, educational employees in a school district
8 organized under Article 34 of the School Code shall not engage
9 in a strike except under the following conditions:
10         (1) they are represented by an exclusive bargaining
11     representative;
12         (2) the parties have completely utilized mediation
13     without success as required by Section 12 of this Act;
14         (2.5) the parties have completely utilized
15     fact-finding without success if fact-finding is required
16     by Section 12 of this Act; mediation has been used without
17     success;
18         (3) at least 10 days have elapsed after a notice of
19     intent to strike has been given by the exclusive bargaining
20     representative to the educational employer, the regional
21     superintendent and the Illinois Educational Labor
22     Relations Board;
23         (4) the collective bargaining agreement between the
24     educational employer and educational employees, if any,
25     has expired; and
26         (5) the employer and the exclusive bargaining

 

 

09600HB5596ham001 - 12 - LRB096 19468 NHT 39423 a

1     representative have not mutually submitted the unresolved
2     issues to arbitration.
3     If, however, in the opinion of an employer the strike is or
4 has become a clear and present danger to the health or safety
5 of the public, the employer may initiate in the circuit court
6 of the county in which such danger exists an action for relief
7 which may include, but is not limited to, injunction. The court
8 may grant appropriate relief upon the finding that such clear
9 and present danger exists. An unfair practice or other evidence
10 of lack of clean hands by the educational employer is a defense
11 to such action. Except as provided for in this paragraph, the
12 jurisdiction of the court under this Section is limited by the
13 Labor Dispute Act.
14 (Source: P.A. 89-15, eff. 5-30-95; 90-548, eff. 1-1-98.)
 
15     Section 99. Effective date. This Act takes effect upon
16 becoming law.".