(70 ILCS 3615/2.19) (from Ch. 111 2/3, par. 702.19)
Sec. 2.19.
Labor Relations Procedures.
(a) Whenever the Authority proposes to operate or to enter into a
contract to operate any new public transportation facility which may result
in the displacement of employees or the rearrangement of the working forces
of the Authority or of the Chicago Transit Authority or of any transportation
agency, the Authority shall give
at least 90 days written notice of such proposed operations to the
representatives of the employees affected and the Authority shall provide
for the selection of forces to perform the work of that facility on the
basis of agreement between the Authority and the representatives of such
employees. In the event of failure to agree, the dispute may be submitted
by the Authority or by any representative of the employees affected to
final and binding arbitration by an impartial arbitrator to be selected by
the American Arbitration Association from a current listing of arbitrators
of the National Academy of Arbitrators.
(b) In case of any labor dispute not otherwise governed by this Act, by
the Labor Management Relations Act, as amended, the Railway Labor Act, as
amended, or by impasse resolution provisions in a collective bargaining or
protective agreement involving the Authority, the Chicago Transit Authority
or any transportation agency
financed in whole or in part by the Authority and the employees of the
Authority or of the Chicago Transit Authority or any such transportation
agency, which is not settled by the
parties thereto within 30 days from the date of commencement of
negotiations, either party may request the assistance of a mediator
appointed by either the State or Federal Mediation and Conciliation
Service, who shall seek to resolve the dispute. In the event that the
dispute is not resolved by mediation within a reasonable period, the
mediator shall certify to the parties that an impasse exists. Upon receipt
of the mediator's certification, any party to the dispute may, within 7
days, submit the dispute to a fact finder who shall be selected by the
parties pursuant to the rules of the American Arbitration Association from
a current listing of members of the National Academy of Arbitrators
supplied by the AAA. The fact finder shall have the duty to hold hearings,
or otherwise take evidence from the parties under such other arrangements
as they may agree. Upon completion of the parties' submissions, the fact
finder shall have the power to issue and make public findings and
recommendations, or to refer the dispute back to the parties for such other
appropriate action as he may recommend. In the event that the parties do
not reach agreement after the issuance of the fact finder's report and
recommendations, or in cases where neither party requests fact finding, the
Authority shall offer to submit the dispute to arbitration by a board
composed of 3 persons, one appointed by the Authority, one appointed by the
labor organization representing the employees, and a third member to be
agreed upon by the labor organization and the Authority. The member agreed
upon by the labor organization and the Authority shall act as chairman of
the board. The determination of the majority of the board of arbitration
thus established shall be final and binding on all matters in dispute. If,
after a period of 10 days from the date of the appointment of the two
arbitrators representing the Authority and the labor organization, the
third arbitrator has not been selected, then either arbitrator may request
the American Arbitration Association to furnish from a current listing of
the membership of the National Academy of Arbitrators the names of 7 such
members of the National Academy from which the third arbitrator shall be
selected. The arbitrators appointed by the Authority and the labor
organization, promptly after the receipt of such list, shall determine by
lot the order of elimination, and thereafter each shall in that order
alternately eliminate one name until only one name remains. The remaining
person on the list shall be the third arbitrator. The term "labor dispute"
shall be broadly construed and shall include any controversy concerning
wages, salaries, hours, working conditions, or benefits, including health
and welfare, sick leave, insurance, or pension or retirement provisions,
but not limited thereto, and including any controversy concerning any
differences or questions that may arise between the parties including but
not limited to the making or maintaining of collective bargaining
agreements, the terms to be included in such agreements, and the
interpretation or application of such collective bargaining agreements and
any grievance that may arise. Each party shall pay one-half of the expenses
of such arbitration.
(Source: P.A. 83-886.)
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