20120523140944564

AGREEMENT
BETWEEN
THE STATE OF WISCONSIN
and
WISCONSIN PROFESSIONAL
EMPLOYEES COUNCIL
AFT WISCONSIN
AMERICAN FEDERATION OF
TEACHERS
AFL-CIO
June 7, 2008- June 30,2009
ARTICLE IX
HEALTH, SAFETY AND MISCELLANEOUS
Section 1 Disclimhtation
9/1/1 The parties agree that their respective policies wlll not violate the rights of
any employees covered by this Agreement because of age
1
handicap, sex, creed,
color, marital status, national origin
7
sexual orientation, Union or non-Union
membership in the National Guard, state defense force or any resetve
component of the military forces ofthe United States or this state or use or non-use
of lawful products off the Employer's premises during non-working hours.
Section 2 Protective Clothing
9/2/1 The Employer will furnish protective .clotl1ing and equipment in
accordance with the standards established by the Department of Workforce
Development.
Section 3 Protective Footwear
9/3/1 The Employer reserves the right to require the wearing of foot protection
by employees. In such cases, the Employer will provide a safety device or, if the
Employer requh'es the purchase of approved safety shoes, the Employer will pay an
allowance of eleven dollars ($1 1.00) per year, payable the first pay check of the
calendar year.
Section 4 , Uniforms
91411 The Employer reserves the right to require uniforms for employees. In
such cases, the Employer will either provide the uniform or an appropriate uniform
allowance as determined by the Employer. Maintenance and cleaning will be the
responsibility of the employee. For the purposes of this Agreement, unifonns are
defined as identically styled clothing uniquely related to the work place and not
appropriate for personal or other outside use,
Section 5 Buildings
9/5/1 The Employer shall provide and maintain all state-owned buildings,
facilities, and equipment in accordance with the rules and regulations of the
Department of Commerce. Where facilities are leased, the Employer shall make a
reasonable effmt to assure that such facilities comply with the rules and regulations
of the Department of Commerce.
49
Section 6 Liability Protection .
9/6/1 The provisions of s. 895.46, Wis. Stats., or as may be amended are hereby
incorporated into this Agreement.
Section 7 Outside Employment
9n/1 Any department may require employees to obtain approval to engage in
outside employment. In such case, employees must request, in writing, pem1ission
to engage in outside employment. If an employee is denied permission, he/she may
challenge the reasonableness of such denial through the grievance procedure.
Section 8 First Aid EquiJ>n>ent
9/8/1 lt is the expressed policy of the Employer and the Union to cooperate in an
effurt to solve health and safety problems. Adequate first aid equipment shall be
made accessible at appropriate locations.
Section 9 Tools and Equipment
91911 The Employer agrees to furnish and maintain in a safe working condition
all tools and equipment required to cany out the duties of each position. Employees
are required to report any unsafe condition or practice and are responsible for
properly using and caring for the tools and equipment furnished by the Employer.
9/912 The Employer agrees to provide transportation for necessary tools,
equipment, materials and supplies which cannot reasonably or safely be transported
by hand.
9/9/3 The Employer agrees to give consideration to ergonomics in the purchase
of new or the modification of existing tools, equipment and furniture. Agencies are
. encouraged to seek employee input regarding such ergonomic considerations when
purchasing new or the modification of existing tools) equipment and work stations.
Section 10 VDT/CRT Eye Examinations
9/l 0/1 The Employer reserves the right to require eye protection for employees.
In such cases, the Employer will provide the appropriate type of prescription or
non"prescription safety glasses as required by applicable Department of Commerce
("Commerce") safety regulations for the duties perfoi1'Ued to protect the health and
safety of the employee. The employee will be responsible for the cost of any
additional features not required by Commerce safety regulations, except that where
eye examinations for safety glasses are necessary, tho Employer will pay the cost of
examination duting the term of this Agreement if it is not covered by the
employee's present health insurance program.
so
9/10/2 Employees whose assigned duties require high VDT/CRT work (four [4]
or more hours per day) are encouraged to have an eye examination. Employees
who avail themselves of such examination will be reimbursed for one examination
not covered by the present health insurance program during the life of the contract.
9/10/3 A pregnant employee assigned to high-use operation of VDT/CRT
equipment (four [4] or more hours per day) may request reassignment to alternative
work within her employing unit. If this request is not granted, the employee may
request and shall be granted up to three (3) months of maternity leave of absence
without pay, whlch will be in addition to the maternity leave provisions of this
contract.
Section 11 Damaged Clothing
9/11/1 The Employer agrees to pay the cost of repairing or replacing watches,
eyeglasses or articles of clothing damaged in the line of duty, where such damage is
not the result of nonnal wear and tear or employee carelessness. The
reimbursement for damaged items shall not exceed one hundred dollars ($100.00)
for any one incident, except that the reimbursement for. a damaged watch. shall not
exceed seventy-five dollars ($75.00). The value of such items shall be detennined
by the Employer at the time the damage occurs. This provision shall not apply to
items where the replacement value or repair cost is five dollars ($5.00) or less.
SecHon 12 Employee Health and Safety
W12/1 The Employer shall make reasonable provisions for the safety and health
of the employees, and the Union shall lend its full support and encouragement to
the practice of job safety and health by employees. The Employer, the Union and
the employees recognize their obligation and/or rights under existing applicable
state and federal laws with respect to saMy and health matters.
9/12/2 The parties to this Agreement agree to promote efforts being made in the
area of improvement of the safety and health of state employees, and will extend
their mutual support of studies, research and initiatives whose goal is to achieve an
increased awareness of safety and health and a reduction of the safuty and health
hazards encountered by state employees.
9/12/3 Medical Examination: Whenever the Employer requires an employee to
submit to physical examination, medical tests, inclUding x-rays or
inoculations/immunizations and psychiatric exams, the Employer will pay the entire
cost of such services not covered by the present health insurance program,
providing the employee uses the services provided or approved by the Employer.
Employees required to submit to such exams> tests, or inoculations/ immunizations
will do so without loss of pay or benefits. Employees who provide acceptable
medical or religious reasons for refusal of examsj t e s t s ~ or
inoculations/immunizations will be considered for reassignment.
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9/12/4 The parties recognize the common goal of maintaining a safe working
environment for employees. For that reason, whenever the Employer will
provide thirly (30) days written notice to the Union and affected employees prior to
the installation of any new security monitoring systems.
Section 13 Abnorlttally Dangerous Tasks
9/13/1 In the event an employee has determined that the task he/she has been
assigned is abnormally dangerous, he/she shall infmm his/her immediate supervisor
by filing an Abnonnally Hazardous Task Report Form. Upon receipt of such
written claim by the supervisor, the supervisor shall review the situation with the
employee and attempt to resolve the matter.
9/13/'}, In attempting to resolve the employee claim, the supervisor, at his/her
discretion, may attempt to make workplace task performance and/or task
assignment changes consistent with health and safety considerations and the
availability of additional or alternate personnel. The supervisor may order the
employee to perfonn the task or, at the supervisor)s discretion, may assign the
affected employee to other available work consistent with the work usually
perfonned by the employee.
9/13/3 If the matter is not resolved to the satisfuction of the employee, and he/she
cardes out the task, he/she may later file a grievance in accordance with Article IV,
commencing at Step Two. If the employee refuses to perfonn the task and no
alternate assignment is made by the supervisor, the employee may be subject to
discipline. If the employee is disciplined, he/she may file a grievancet conunencing
at Step Three of the procedure.
Section 14 Work Rules
9/14/1 The Employer agrees to establish reasonable work rules that shall not
conflict with any of the provisions ofthis Agreement. The application of such work
rules shall recognize the professional nature of employees in this bargaining unit.
Newly established work rules or amendments to existing work rules shall be
reduced to writing and furnished to the Union thirly (30) days, where possible, but
no less than seven (7) calendar days prior to the effective date of the rule(s). For
purposes ofthis Agreement, work rules are defined as and limited to:
"Rules promulgated by the Employer within its discretion which regulate the
personal conduct of employees as it affects their employment, except that the
Employer may enforce these rules outside the normal work hours when the conduct
of the employee would prejudice the interest of the state as an Employer.''
9/14{}, Work rules are to be interpreted and applied unifonnly to all employees
undet like circumstances. The reasonableness of work rules which includes both
the application and interpretation may be challenged through the grievance
procedure contained in this Agreement
52
AGREEMENT
BETWEEN
THE STATE OF WISCONSIN
AND THE
WISCONSIN SCIENCE
PROFESSIONALS
AFT-WISCONSIN/ AFT/ AFL-CIO
June 7, 2008- June 30,2009
ARTICLE IX
Health, Safety and Miscellaneous
Section 1 Discrimination
9/111 The parties agree that their respective policies will not violate the rights of
any employees covered by this Agreement because of age, handicap, sex, creed,
color
1
marital status, national origin, sexual orientation
1
Union or n o n ~ U n i o n
affiliation.
Section2 Personal Protective Equipment
9/2/1 The Employer shall furnish necessary training, protective clothing and
equipment in accordance with the standards established by the Depmtment of
Commerce.
Section 3 Foot Protection
9/3/1 , The Employer reserves the right to require the wearing of foot protection
by employees. In such cases, the Employer shall provide a safety device or, if the
Employer requires the purchase of approved safety shoes or boots, the Employer
will pay an allowance of thirty-five dollars ($35.00) for the term of the Agreement,
as an expense check payable the first pay period following the effective date of the
contract.
9/3/2 Department of Natural Resources employees itt classifications which are
assigned to fire suppression duties m1d are required, by the Employer, to wear
safety boots shall receive a payment of forty dollat'S ($40.00) for the te1m of the
Agreement, as an expense check payable the first pay period following the effective
date of tlJe contract Such payment shall be in lieu of any payment specified in
9/3/1.
Section 4 Uniforms
9/4/1 The Employer reserves the right to require uniforms for employees. ln
such cases, the Employer will either provide the uniform or an appropriate uniform
allowance as determined by the Employer. Maintenance and cleaning will be the
responsibility of the employee, For the purposes of this Agreement, uniforms are
defined as identically styled clothing uniquely related to the work place and not
appropriate for personal or other outside use.
Section 5 Buildings
facilities, and equipment in accordance with the directions of the Department of
Commerce. Where facilities are leased, the Employer shall make a reasonable
44
effort to assure that such facilities comply with the directions of the Department of
Commerce.
Section 6 Liability Protection
9/6/1 The provisions of s. 895.46, Wis. Stats. are hereby incorporated into this
Agreement
917/1 Any department may require employees to obtain approval to engage in
outside employment. In such case, employees must request, iti writing> permission
to engage in outside employment. If at! employee Is denied permission, he/she may
chaiienge the reasonableness of such denial through the grievance procedure.
Section 8 First Aid Equipment
9/8/1 Adequate first aid equipment shall be provided at appropriate locations.
Section 9 Tools and Equipment
919/1 The Employer agrees to furnish and maintain in a safe working condition
all tools and equipment required to carry out the duties of each position. Employees
are required to report any unsafe conditioo or practice and are responsible for
properly using and caring for the tools and equipment furnished by the Employer.
919/2 The Employer agrees to provide transportation for necessary tools,
equipment, materials end supplies which cannot reasonably or safely be transported
by hand.
919/3 The Employer agrees to utilize the criteria specified in the Department of
Administration's Fleet Policies and Procedures, including annual mileage and
special u s e s ~ when personally assigning vehicles to employees.
Section 10 Eye Protection
9/10/1 The Employer reserves the right to require eye protection for employees.
In S)ICb cases, the Employer will provide the appropriate type of prescription or
non-prescription safety glasses as required by applicable Department of Commerce
( COMM) safety regulations for the duties performed to protect the health and safety
of the employee. The employee will be responsible for the cost of any additional
features not required by the COMM safety regolations, except that wl1ere eye
examinations for safety glasses are necessaty, the Employer will pay the cost of
examination during the tenn of tltis Agreement if it is not covered by the
employee,s present health insurance program.
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Section ll Damaged Personal Property
9/ll/1 The Employer agrees to pay the cost of repairing or replacing watches, eye
glasses, hearing aids or articles of clothing damaged (e.g. paint damage) in the line
of duty where such damage is not the result of normal wear and tear or employee
carelessness. The reimbursement for damaged items shall not exceed two hundred
dollars ($200.00) for any one incident, except that the reimbursement for a damaged
watch shall not exceed seventy-five dollars ($75.00). The value of such items shall
be determined by the Employer at tbe time the damage occurs. This provision shall
not apply to items where the replacement value or repair cost is five dollars ($5.00)
or less.
Section 12 Employee Health and Safety
9/12/1 The Employer shall make reasonable provisions for the safety and heaith
of the employees, and the Union shall lend its full support and encom'agement to
the practice of job safety and health by employees. The Employer, the Union, and
the employees recognize their obligation and/or rights under existing applicable
state and federal laws with respect to safely and health matters.
9/12/2 The pruties to this Agreemel)( agree to promote efforts being made in the
area of improvement of the safety and health of state employees, and will extend
their mutual support of studies, research, and initiatives whose goal is to achieve an
increased awareness of safety and health and a reduction of the safety and health
hazatds encountered by state employees.
9/12/3 The Employer and the Union will meet at mutually agreeable times, not to
exceed two (2) times per year. to discuss health and safety concerns. These
meetings will be held on a Statewide basis. This committee shall make
recommendation(s) to agencyOes) as a.npropriate. When the agency is involved in
the Health and Safetv meetings, one (!) bargaining unit member from that agency
may attend without loss of pay. Operational needs permitting. additional bargaining
unit employees selected by the Union to attend these meetings may use ammal
leave. compensatoty times or personal holiday time or take leave without pay to
account for time spent at these meetings. !Historical Note: This language was
moved from NN #4, which was deleted].
9/12/4 Whenever the Employer requires ru1 employee to submit to physical
examinations, medical tests, including x-rays, or jnoculations/immunizations, the
Employer will pay the entire cost of such services not covered by the present health
Insurance program, providing the employee uses the services provided or approved
by the Employer. Employees required to submit to such exams, tests, or
inoculations/immunizations will do so without loss of pay or benefits. Employees
who provide acceptable medical or religious reasons for refusal of exams, tests, or
inoculations/ immuniza6ons will be considered for reassignment of related work
duties.
46
Section 13 Abnol'mally Dangerous Tasl<s
9/13/1 In the event an employee has determined that the task he/she has been
assigned is abnonnally dangerous, he/she shall infonn his/her immediate supervisor
by filing an Abnonnally Hw""rdous Task Report Form. Upon receipt of such
wr!tten claim by the supeivisor, the supervisor shall review the situation with the
employee and attempt to resolve the matter.
9/13/2 In attempting to resolve the employee claim, the supeJvisor, at his/her
discretion, may attempt to make workplace task performance and/or task
assignment changes consistent with health and safety considerations and the
employee to perfonn the task or, at the supervisor's discretion, may assign the
affected employee to other available work consistent with the work usually
perfurmed by the employee.
9/13/3 If the matter is not resolved to the satisfaction of the employee, and he/she
carries out the task, he/she may later file a grievance in accordance with Article IV,
commending at Step Two. If the employee refuses to perform the task and no
altemate assignment is made by the supe1visor, the employee may be subject to
discipline. If the employee is disciplined, he/she may file a grievance commencing
at Step Three of the procedure.
Section 14 Work Rules
9/14/1 The Employer agrees to establish reasonable work rules that shall not
conflict with any ofthe provisions of this Agreement. Tlie application of such work
rules shall recognize the professional nature of employees in this bargaining unit.
Newly established work mles or amendments to existing work mles shall be
reduced to writing and furnished to the Union at least seven (7) calendar days prior
to the effective date of the rule(s). For purposes of this Agreement, work rules are
defined as and limited to:
"Rules promulgated by the Employer within its discretion which
regulate the personal conduct of employees as it affects their
employment except that the Employer may enforce these rules
outside the nonnal work hours when the conduct of the employee
would prejudice the interest of the state as an Employer."
9/14/2 Work mles are to be interpreted and applied uniformly to all employees
under like circumstances. The reasonableness of work rules which includes both
the application and interpretation may be challenged through the grievance
procedure contained in this Agreement
47
AGREEMENT
between the
STATE OF WISCONSIN
and
AFSCME COUNCIL 24
WISCONSIN STATE EMPLOYEES UNION
AFL-CIO
and its appropriate affiliated locals
Blue Collar aud Non-Buildmg Trades,
Administrative Support,
Technical,
Security and Public Safety, and
Professional Social Services
Bargaining Units
June 7, 2008- June 30, 2009
ARTICLE IX
HEALTH AND SAFETY
SECTION O: Assignlnents
9/0/1 An employee shall not be assigned to any task abnormally dangerous at the
employee's place of employment
SECTION 1: First Aid Equipment and Training
9/1/1 It is the expressed policy of the Employer and the Union to cooperate in an
. effort to solve health and safety problems. Adequate first aid equipment shall be
provided at appropriate locations.
9/112 In an emergency situation, which results from serious illness or injury at
work, the Employer will furnish transportation for the affected employee to the
appropriate medical facility. If the employee is released from the medical facUlty
on the same day that he/she is admitted, the Employer agrees to provide one of the
following: transportation, reimbursement of the cost of public transportation, when
approved by tha Employer, hack to the work site or the employee's home as
determined by the attending medical authority, or reimbursement of mileage to the
employee in accordance with Article J(YJ, Section;;}.
9/1/3 Both the Employer and the Union recognize the benefits of training in
lifesaving techniques such as first aid and CPR. In an effort to provide tl1is training
to its employees, the Employer will allow mutually selected employees to attend
first aid and CPR instructor training with no loss of pay. Once these in-house
instructors have been trained, the scheduling of employee training without loss of
pay will be by mutual agreement at local labor-management meetings, The
appropriate local Unions will be notified of any such scheduled training in writing
by the Employer.
9/1/4 Employees may be released to attend CPR training classes without loss of
pay. The Employer reserves the right to restrict, for operational needs, the number
of employees who may attend such training sessions at any one time. Employees
who receive such training shall be committed to maintaining their certification.
9/1/5 The Employer agrees to provide University of Wisconsin System Security
Officers ongoing CPR and first aid training required to maintain their certification
in this area.
9/1/6 (PSS) The Employer agrees to provide AIDS training for employees
classified as Social Workers and Probation and Parole Agents in the Department of
Corrections and the Depa>iment of Heaith and Family Services, Bureau of
8Z
Milwaukee Child Welfare, who volunteer to participate in such training. Such
tmining shall be without loss of pay.
SECTION 2: Tools and Equipment
9/211 The Employer agrees to furnish and maintain in safe working condition all
tools and equipment required to carry aut the duties of each position. Employees
are responsible for rep01ting any unsafe condition or practice and for properly using
and caring for the tools and equipment furnished by the Employer.
91212 (SPS, T) In the event a conectlonal officer, psychiatric care technician,
resident care technician or youth counselor reports for work on his/her scheduled
shift and is assigned duties which were unanticipated and which result in an outdoor
assignment exposing the employee to adverse weather conditions, the Employer
shall make available for the duration of the shift outerwear and, if necessary,
overshoes from a central supply source.
9/2/3 Payment by the State at the lowest available base rate, for a private
telephone service in the residence of employees shall be limited to employees
working in the following assignments:
A. Conservation Wardens,
B. Probation and Parole Agents, which sunsets when a telephone
monitoring system is implemented,
C. Client Services Assistants,
D. Correctional employees required to respond to violations of
electronic home detention clients.
9/2/4 Attention will be given to ergonomic considerations in the purchase of new
equipment.
91215 All sworn and certified Law Enforcement persom1el in the employment of
the State of Wisconsin will be provided all necessary tools and equipment to
effectively and safely carry out the duties of their job.
SECTION 3: Transportation of Tools
9/3/1 The Employer agrees to provide transportation for necessary tools,
equipment, materials and supplies which cannot reasonably or safely be transported
by hand.
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SECTION 4: Protective Clothing
9/411 The Employer shall furnish protective clothing and equipment in
accordance with the standards established by the Department of Commerce and/or
the U.S. Center for Disease Control. The Department of Natural Resources will
provide insulated coveralls and gloves, upon employee request, to protect personal
clothing of Forestry Technicians from paint damage when they are required to mark
trees during winter months. Such insulated, protective clothing will remain the
property ofthe Employer and is not for personal use of employees.
SECTION 5: Confidentiality of Records
9/5/l To insure strict confidentiality, only authorized employees of the Employer
shall process or have access to any employee medical records.
SECTION 6: Buildings
facilities, and equipment in accordance with the directions of the appropriate state
agency. Where facilities are leased, the Employer shall make a reasonable effort to
assure that such fuoilities comply with the directions ofthe appropriate state agency.
SECTION 7: Medical Examination
9/7/1 Whenever the Employer requires an employee to submit to physical
examinations, medical tests, including x -rays, or inoculations, the Employer will
pay the entire cost of such services not co-vered by the present health jnsurance
program, providing the employee uses the services provided or approved by the
Employer. The Employer agrees to give employees classified as Police
Cmmnunications Operator a bearing examination once during-fue period of the
Agreement. The Employer wlll arrange for and pay for the examination and
provide a copy of the results of the exam to the employee. Employees will be in
pay status for the examillation. Employees required to submit to such exams, tests,
or inoculations will do so without loss of pay or benefits. Employees who provide
acceptable medical or religious reasons for refusal of Inoculations will be
considered for reassignment.
SECTION 8: Job-related Exposure to Disease
9/8/1 Under the following conditions, testing for, and treatment of Lyme Disease
(a tick bite received while performing assigned job duties), Hepatitis Band C, TB
or HIV, will be covered by Worker's Compensation as provided under 13/l/1 of
this Agreement:
A. Employees must report a suspected job-related exposure to these
diseases to their immediate supervisor. This alleged exposure is to be repotted on
84
the Occupational Accident/Illness Report (AD-85/WC-12) Worker's Compensation
form and processed according to the procedures in the employee's agency.
B. If, based on a clinical evaluation by a medical doctor, the
physician orders a blood test to confirm or rule out the possibility of disease,
Worker's Compensation will pay the cost of the test regardless of its results (i.e.,
positive or negative).
C. Subsequent treatment to address symptoms or prevent
complications must be prescribed by the treating physician.
o. A direct causal relationship must be established by the treating
physician. The treating physician must relate contraction ofthe disease to the job
by means of written documentation. The employee must obtain copies of the
physician's medical notes and the results of any medically-prescribed tests and
submit them to the Employer to satiszy this condition.
E. If the above conditions are the Employer wHi make an initial
detennination thai the disease is job-related and will forward the claim to State Risk
Management for processing.
9/8/2 The Employer agrees to reimburse emplovees. who are regularly assigned
to field duties which could exnose them to the risk of contracting_ Lyme Disease for
the cost of obtaining from their own medical care provider the Lyme Disease
vaccination series that is not covered by the employee,s oresent health insurance
program. It is w1derstood by the parties that 0) the vaccination is not required or
recommended by the Emplover: (2) the decision by an employee to obtain the
vaccination is stiictly voluntacy based on the advice of the employee's medical care
provider; and (3) the Employer shall haye no liability for any side effects !he
vaccine may have on the employee's health. [Historical Note: This language was
moved from Negotiating Note No. 36. which was deleted.]
9/8/J. Employees shall not handle blood or body fluids, unless they have been
trained in safe handling procedures.
SECTION 9: Motor Vehicles
9/9/1 All passenger cars, truck tractors
1
buses> or
vehicles which have a date of manufacture on or after January 1, I 968, and which
are covered by the applicable safety standards of the National Traffic and Motor
Vehicle Safety Standards issued by the U.S. Department of Transportation, Federal
Highway Safety Bureau, that are provided by the Employer for the use of or
operation by the employees covered by this Agreement shall meet ali applicable
safety standards for equipment as contained in the appropriate federal stetutes and
rules. Such vehicles will be subjected to an annual inspection (as mutually agreed
85
locally) with any deficiencies revealed by tl1e inspection to be corrected by the
Employer.
9/91?, Probation and Parole Agents shall not be required to use their personal
vehicles to transpott non-Department of Corrections personnel.
9/9/'J. All custody transports of clients by Probation and Parole Agents shall be
done in an Employer provided vehicle, utilizing caged vehicles where available.
The Employer will make reasonable efforts to secure a caged v e h i c l ~ for custody
transports. This provision does not require the Employer to purchase additional
vehicles, but goes to the scheduling of existing caged vehicles.
9/911. Whenever possible, the Employer will not require the use of personal
vehicles by Probation and Parole Agents.
SECTION 10: Foot Protection
9/10/1 The Employer reserves the right to 1equire the wearing of foot protection
by employees. In such cases, the Employer will provide a safety device or, if the
Employer requi1es the purchase of approved safety shoes, the Employer will pay an
allowance of thirty dollars ($30.00) per year as an expense check payable the first
pay period of the calendar year.
9110/2 (T) Department of Transportation Technical employees shall receive
thirty five dollars ($35.00) as an expense check payable the first pay period
following the effective date of this contract, in l!eu of the abovo fifteen dollars
($15.00) per year reimbursement.
9/10/3 (SPS) Depa1tment of Agriculture, Trade and Consumer Protection
employees shall receive thirty-five dollars ($35.00) as an expense cheek payable the
frrst Pl'Y period following the effective date of this contract, in lieu of the above
fifteen dollars ($15.00) per year reimbursement.
9/10/4 (BC, T) Department of Nataral Resources employees required to wear
approved safety boots/shoes shall receive a payment of tl1irty five dollars ($35.00)
during tl1e term of the Agreement. Such payment is ln lieu of the amount specified
in 9/10/1 above and shall be made as an expense check payable following
submission by the employee of a Department of Natural Resources Employee Foot
Protection Certification fonn (9100123).
9/1014A('f) Department of Natural Resources employees in the Foreshy
Teclmician and Forestry Technician-Advanced classifications who are assigned to
fire suppression duties and are required to wear safety boots shall receive a payment
of forty dollars ($40.00) during the term of the Agreement. Such payment is in lieu
of the amount specified in 911011 and 9/10/4 above and shall be made as an expense
86
check payable following submission by the employee of a Department of Natural
Resources Employee Foot Protection Certification Form (9100-123).
9/10/5 (BC) When the Employer determines that an employee needs a second
pair. of safety shoes within a calendar year due to abnormal wear and tear, the
Employer shall review and approve the purchase of an additional pair of shoes and,
'Upon pmof of purchase, reimburse to the employee an additional thirty dollars
($30.00).
SECTION 11: Safety Inspection
911111 When the appropriate state agency inspects state facilities, a Union official,
upon request, will be released without loss of pay to accompany the inspector.
911112 Upon written request for the latest or most current safety inspection of a
specific facility, the report will be furnished to the requesting Union officiaL
SECTION 12: Compliance Limitation
9/1211 The Employer's compliance with this Article is contingent upon the
availability of funds. If the Employer is unable to meet the requirements of any
Section of this Article due to a lack of fmtds, the Employer shall make a positive
effmt to obtain the necessruy funds fiom the appropriate legislative body.
SECTION 13: Department of Commerce
9113/1 The provisions of Wis. Admin. Code Corum 32 shall apply to employees
covered by this Agreement.
SECTION 14: Joint Committee on Health and Safety
911411 The Employer shall make reasonable provisions for the safety and health
of the employees, and the Union will lend its full support and encouragement to the
practice of job safety and health by employees. The Employer, the Union and the
employees recognize their obligation and/or rigbts under existing applicable state
ru1d federal laws with respect to safety and health matters.
9/14/lA (AS) The Employer shall make a reasonable effott in providing a safe,
secure work site. Problems relating to a safe, secure work site.may be discussed at
local meetings.
911412 The parties to this Agreement agree to promote efforts being made in the
area of improvement of the safety and health of state employees and will extend
their mutual support of studies, research, and initiatives whose goal is to achieve an
increased awrueness of safety and health and a reduction of the safety and health
hazards encountered by state employees.
&7
9/14/3 In the event an employee has determined that the task he or she has been
assigned is abnormally he or she shall inform his or her immediate
supervisor in writing on the Abnormally Hazardous Task Report Form. Upon
receipt of such written claim by the supervisor, ihe supervisor shall review the
situation with the employee and attempt to resolve the matter. If the matter is not
resolved to the mutual satisfaction of the employee and the supervisal", the
employee's written claim shall be fomarded to I) representatives of each of the
parties as designated by the local committee; 2) tlle Joint Colmnittee; and 3) the
appointing authority and agency head.
9/14/4 In attempting to resolve the employee claim the supervisor at his or her
discretion may attempt to make work place task performance and/or task
assignment changes consistent with health and safely considerations and the
employee to perform the task or at the supetvisor's discietion assign the affected
employee to other available work consistent with the work usually performed by the
employee.
9114/5 If the matier is not resolved to the satisfaction of the cmj>loyee, and he or
she carries out the task, he/she may later file a grievance in accordance with Article
IV commencing at Step One. If the employee refuses to perform the task and no
alternate assignment is made by the supervisor, tlle employee may be subject to
discipline. Prior to adminisnation of .the discipline the cirCumstances surrounding
the abnormally hazardous task disagreement shall be discussed with the local Union
and the Employer designated safety representative. If the employee is disciplined,
he/she may file a grievance commencing at Step Two of the procedure.
9/1416 Grievance(s} filed under the above circumstances shall be supplemented
by a completed Abnormally Hazardous Task report form. In addition to filing the
grievance and form to the designated agency representative, copies should be
forwarded to the Joint Connniltee on Health and Safety.
9114/7 A statewide Joint Committee on Health and Safety consisting of
representatives designated by the Council 24 Health and Safety Cotmnittee and
representatives of the Employer shall be established (the Committee is to be
referred to hereafter as the Joint Committee). Each party will appoint at least one
member who has professional training in occupational safety and health. Employer
representation on the Joint Committee will be appointed by the Office of State
Employment Relations and shall include, but not be limited to, representatives from
the University of Wisconsin and the Departments of Health and Family Services,
Military Affairs, Transportation and the Office of State Employment Relations.
9/14/8 The Joint Committee shall meet as necessmy but not less than quarterly
aud shall focus its efforts toward the accomplislnnent of:
88
A. Increased attention to supervisory , the capability of the
supervisor to identifY and deal with work place health and safety hazards and access
of supervisor to resources and supp01t necessary to increase safety and health
capabilities.
B. Increased understanding and awareness on tl1e part of all
employees of the safety and health hazards and dangers inherent in the performance
of their job and the development of basic safety and health knowledge which will
enable employees to recognize circumstances which are abnormally hazardous or
dangerous.
C. . Increased interaction of safety and health personnel with all
employees.
D. Increased coordination of safety and health programs on a
statewide basis.
9/14/9 The Joint Committee:
A. Shall consider recommendations to be made to the Director of the
Office of State Employment Relations related to the creation of a health and safety
<;omponent to be included in the training programs mandated by s. 230.046(2), Wis.
Stats. and provided for ins. 230.046(3), Wis. Slats.
B. May make requests for data and information fiom agencies of the
State and the Union in order to analyze and determine safety and health problems
and/or needs as they affect state employees, including health problems related to
conditions.
C. May request the assistance and advice of experts in the field of
occupational safety and health, whether or not they are employees ofthe State.
D. May make on-site inspections of locations or facilities where state
employees are working.
E. May make reports andlor recommendations to task forces,
committees, etc. officially involved in studies, research a11d/or reviews of the safety
and health of state employees.
F. May make recommendations to the parties to this Agreement as to
the interpretation of health and safety provisions as they exist under the terms of the
Agreement.
G. May request reports, information and/or appearances by
representatives from the local comlllittees referenced in Article XI, Section 2 of this
AJ;reement
89
H. May make a report to the full bargaining teams of the parties to
this Agreement at a time early in negotiations of a successor agreement on the
of the Joint Committee. Such report may include
recommendations for contractual changes to be sought irt the successor to this
Agreement.
I. May consider and make recommendations regarding the health
and safety of employees not covered by this Agreement and may include
representatives of these employees in the activities of the Joint Committee.
J. May attempt to create an outline for a departmental booklet of
general safety fucts and procedures which can be used for the creation of a health
and safety booklet appropriate for distribution to all employees.
K. Mey design and conduct joint training sessions related to
implementing tl1e health and safety provisions of this agreement and/or to
increasing the awareness of health and safety on the part of employees. Employees
designated by the Joint Committee to attend such training sessions shall do so
without loss ofpay.
L. May recommend environmental standards for work sites.
Guidelines used in developing these standards may include OSHA regulations, D
Comm the Minnesota Heat Standard an.d other ergonomic studies.
M. May consider issues and make program recommendations to the
parties concerning the subject of violence in the workplace.
N. Shall encourage the establishment of Health & Safety committees
as appropriate.
0. May designate one member from each bargaining unit to serve on
the Joint Labor/Management Newsletter Editorial Board, who shall serve without
loss of pay when attending joint meetings of the Board.
9/14110 In recoguition of the fact that accomplishments in the area of safety and
health rely on:
A. The mutual commitment of the parties at all levels.
B. Accurate identification of bona fide abnormal health and safety
hazards and dangers.
C. Acknowledgment of the nature of historical and current ttends
at1d experience regarding health and safety problems.
90
D. Recognition of tile value of employee involvement in health and
safety efforts.
9/14/ll The local committees referenced in Article XI, section 2 ofthis Agreement
shall direct and prioritize their efforts as follows:
A. IdentifY and describe in writing those tasks currently perfom1ed
by employees which the local c01mnittee feels place the employee in circumstances
which are abnormally hazardous or dangerous (i.e. those tasks, the dangers or
hazards of which are identifiably greater than the dangers or hazards inherent to the
usual performance of a given job).
B. Communicate in writing to the highest level of management
relative to the jurisdiction of the local committee, the committee report resulting
from the above. If there is no agreement on the tasks qualifYing under A. above,
either party may submit this report.
C. The report referred to above shall include a recommendation as to
the appropriate action to be taken to eliminate the abnonnal hazards or dangers.
D. The report referred to above shall be made after an on-site
inspection of the performance of the tasks has been accomplished by the local
comrniitee.
E. Subsequent to A.-D. above, the local Committee shall perfonn a
job safety and health analysis on tasks, the inherent danger and hazards of which
have resulted in the highest frequency of disabling h ~ u r i e s within the jurisdiction of
the local Committee. The same analysis shall then be performed with regard to the
fiequency of potentially disabling injuries and then the frequency of minor injuties.
In this analysis, the local Committee shall considel' injuries (disabling,
potentially disabling, minor) resulting from and in the following order:
!. Employees struck by or against
2. Falls
3. Over exertion
4. Body reaction
5. Other
F. The job safety and health analysis referred to above means:
I. A determination of the tasks to be analyzed by studying
past safety and health performance.
2. Identification of hazards and dangers and the potential
accidents or illnesses which could result.
91
3. A determination of the ways to eliminate the
accidents/hazards which could result.
G. The result of the individual job safety and health analysis shall be
created in written fonn and shall be distributed to all employees perfOrming the
respective job within the jurisdiction ofthe local Committee.
H. Reports created in A.-G. above shall be forwarded to the Joint
Committee.
I. Reports forwarded by the local Committees to
management shall be answered in w r i t i n g ~ indicating actions to be taken as a result
of the report. In the event no action is to be taken, or action different than that
rec01mnended is to be taken, a written explanation shall be provided the local
Committee.
9/14/12 The above section related to safety and health acknowledges a mutual
commitment to tl1e safety and health of all employees, the existence of mutual as
well as separate obligations, responsibilities and prerogatives relative to safety and
healtl1 of all employees and does not detract, alter or modifY the rights and
obligations of the parties recognized in other provisions of this Agreement.
9/14/13 The Joint Committee shall seek recommendations on areas of concern for
employee health and safety training and facilitate such training efforts.
When such concems have been identified, the Committee shall assist the
employing unit(s) in the design and hnplementation of appropriate training
programs. Implementation of such training programs will be dependent upon the
availability of the training resources ofthe employing unlt(s).
In order to accomplish this purpose, the Committee or subcotnmittees
thereof shall hold meetings, as needed, at sites selected by the Committee to address
health and safety issues of common interest. Resource persons may be utilized to
assist the Employer in developing training programs designed to address IO?al
issues. Professional or teclmical assistance may also be used to develop or conduct
such programs.
Locally provided training shall be evaluated by the Committee to
determine its applicability to other facilities. The Committee shall make
recommendations for adoptjon of such programs on a statewide basis.
The Committee may seek funding through grants or other sources to defray
the cost of training.
92
The Committee wUI evaluate training programs in the area of health and
safety and, where applicable, shall reconunend their use for inter- or
applications.
SECTION 15: Data Sheets
9/15/1 The Employer upon contracting to purchase any chemical or substance
containing hazardous material will request a p1aterial safety data sheet from the
vendor:
SECTION 16: Joint Healtlr and Safety Committee Report on Ergonomics
9/16/1 The Joint Health and Safety Committee report rocommendations define
optimum conditions for computer display use and shall be incorporated jn
purchasing/design guidelines for management's purchase or design of equipment
and work areas. Each agency shall appoint an ergonomic coordinator who, with
input from the local Union computer display and/or health and safety committees
where they exist, shall be responsible for ev.a!uating ergonomic conditions and
assisting employees who experience problems relatjng to these issues. This Sectio11
Is not subject to Article IV but may be a topic oflabo.-,nanagement meetings.
9/16/2 lAS, BC, PSS) The Employer agrees to republish and distribute the
report referenced in 9/1611. The report will be accompanied by a letter from the
Director of the Office of State Employment Relations suworting and encouraging
agencies to address ergonomic conditions and assist employees who experience
problems relating to these issues. Historical Note: This language was moved from
Memorandum of Understanding No. I, which was deleted.]
9/16/J. Ergonomic Coordinators' reports shall be made available to the Local
Union, upon request.
SECTION 17: Computer Display Eye Examinations
9/17/1 Employees whose assigned duties require high computer displlJy_ use [four
(4) hours or more per day] are encouraged to have an eye examination. Employees
who avail themselves of such examjnation will be reimbursed for one examination
not covered by the present health insurance program during the life of the colttract.
9/17/Z A pregnant employee assigned to high-use operation of computer display
Qquipment [four (4) hours or more per day] may request reassignment to alternative
work within her employing unit. If this request is not granted, the employee may
request and shall be granted up to three (3) months of maternity leave of absence
without pay which will be in addition to 1he matemity leave under provisions of
13/8/4 of this Agreement.
93
9/17/3A Except where local agreements provide otherwise, employees whose
assigned duties require computer display use of four (4) or more hours in a day
shall be provided their fifteen (15) minute breaks and meal periods, where feasible,
such that the computer display duties are not required for greater than two (2) hour
periods. Where this scheduling is not feasible, relief to the employee after two (2)
hams of contimioi1s use may be provided by the performance of alternate tasks
normallY performed by the employee and Jl.Ot requiring the use of the computer
display.
9/17/3B Eyeglasses: When medical verification for the necessity of special
eyeglasses to work on the Employer's computer dis.Jlli!Y. equipment is provided, the
Employer will provide the appropriate prescribed eyeglasses through state
procurement for use by the employee in the performance of hislher duties when
such duties include the high use of the computer dispJ!ly equipment as defined in
9/1711. Management shall provide a status report to the employee within thirty (30)
days of the employee's request for such glasses. Special eyeglasses are defined as
glasses needed for commtter display equipment use if the employee would not
otherwise require the use Of glasses or other vision correction; or eyeglasses
required for work on computer display equipment which are different in
prescription power or design from those which would be required to meet the other
general daily vision needs of the employee. This provision may be exceeded by
mutual agreement.
SECTION 18: Safety Eyewear
9/18/1 Where safety glasses are required by the Employer, the Employer will
provide such glasses. In addition, if eye examinations for safety glasses are
necessary, the Employer will pay the entire cost of one examination during the life
of this contract.
9/18/2 Safety sunglasses will be provided by the Employer when medical
verification for the necessity of such glasses is provided to the Employer or when
mutually agreed to otherwise.
9/18/3 Correctional officers regularly assigned to transportation or towers and
other employees regularly engaged in field work who are not required to have
safety sunglasses may purchase them for job-related purposes, at c o s ~ through state
procurement.
SECTION 19: Weather Related Considerations
9/19/1 During periods of extreme weather, such as announced temperature
advisories, the Employer will take reasonable steps to assure consideration of
employee health and safety needs.
94
9119/2 It is in the Employer's best interest to protect its employees fi'Otn weather
extremes. Foul weather gear (gloves, boots, coats, rain gear and hats) will be a
topic of discussion at local labor management meetings.
SECtiON 20: Violence in the Worl<place
9/2011 (AS, BC, l'SS, T) The Employer and tlm Union agree that no employee
should ever be subjected to violence or the threat of violence in the course of
employment or as a consequence of said employment. lt is the mutual obligation of
the parties to counsel and educate employees and supervisors in methods of
reducjng and eliminating such violence.
9/2012 (AS, T) ln tlte event an employee perceives that s/he has been subjected to
violence or the threat of violence in the course of, or as a consequence of their
employment, s/he shall report the incident promptly in writing to the Joint
Committee on Health and Safety, to the Local Union and to the designated agency
representative.
95
AGREEMENT
between the
STATE OF WISCONSIN
and the
WISCONSIN STATE
PUBLIC DEFENDERS ASSOCIATION
June 7, 2008 ~ J u n e 30, 2009
ARTICLE XI
llealth, Safety and Miscellaneous
Section 1 Discrimination
11/111 The parties agree tbat their respective policies will not violate the rights of
any employees covered by this Agreement because of age, handicap, gender, creed,
color, -marital status, national origin, sexual orientation, arrest or conviction record,
Union or non-Union affiliation, membership in the National Guard, state defense
force or any reserve component of the military forces of the United States or this
state or use or non-use of lawful products off the Employer's premises during non-
working hours.
Section 2 Americans witb Disabilities Act
11/2/1 This Agreement will be interpreted and applied in a manner consistent
with the Americans with Disabilities Act or as amended.
Sectio.n 3 Buildings
11/3/1 The Employer will provide and maintain all stateowned buildings,
facilities, and equipment in accordance with the rules and regulations of the
Deparhnent of Commerce, Division of Safety and Buildings. Where facilities are
leased, tlre Employer shall make a reasonable effOJt to assure that such facilities
comply with the rules and regulations of the Department of Commerce, Division of
Safety and Buildings.
1114/1 The OSPD will permit an attorney covered by this Agreement to engage in
the private practice of law outside the agency attorney's state employment, subject
to the following conditions set forth below.
11/4/2 Any intention by such an attorney to practice law outside the attorney's
agency employment (including single transactions or ongoing practice) must first be
submitted to the First Assistant and Division Director for approval. The agency
may prohibit or regulate the outside practice of law by au attorney, or all attorneys,
employed by the Agency if it determines tbat there is a reasonable basis for a
concem about a conflict of Interest or the potential for conflict of interest with the
Agency's mission, goals, operations or efficiency, or the time commitment of the
attorney to the Agency.
11/4/3 An attorney who receives. approval to engage in an outside practice oflaw
will be subject to whatever limitations are placed on the attorney by the Agency to
protect the Agency with respect to its concern for a conflict of interest or potential
56
for conflict of interest. In no event) however, will an attorney approved for outside
practice conduct that practice on state time or in state facilities) or utilize state
equipment or personnel, including, but not limited to offices, Internet search
engines, law libraries, telephones) FAX, electronic mail> word-processing
equipment, photocopying equipment and support staff.
11/4/4 An attorney who receives approval to engage in an outside practice of law
will be personally responsible for ensuring that he/she complies with all the
applicable rules of the Wisconsin State Bar Association, the Wisconsin Supreme
Court, and Chapter 757, Wis. Stats., concerning the private practice of law.
11/4/5 An attorney who receives approval to engage in an outside practice oflaw
will be responsible for any conflicts of interest or the reasonable appearance of a
conflict of interest that in fact occur in the attorney's outside practice, and will be
subject to discipline, up to and including discharge, if such conflict or reasonable
appearance of a conflict occurs, notwithstanding approval oftheoutside practice by
the Agency.
11/4/6 As part of the attorney's request for approval to engage in the outside
practice of law, the attorney must acknowledge in writing that his/her private
practice is not covered by the State Risk Management Fund and that if the al1omey
decides to obtain malpractice insurance, he/she will be personally responsible for
paying all the costs for such malpmctice insurance.
11/417 Approval to engage in the outside practice of law shall not be
unreasonably denied.
11/4/8 An employee shall be allowed to engage in outside employment which
does not consist of the practice of law. The time commitment for the outside
employment shall not interfere with the employee's job at OSPD. The employee
shall provide notice of the outside employment to management.
11/4/9 Outside employment in the following are positions of conflict and will not
be approved: District Attorney's Office, Corporate Counsel, City Attorney,
Attorney General, any prosecutorial office, Jaw enforcement agency and security or
loss prevention company.
Section 5 Employee Health and Safety
11/5/l The Employer will make reasonable provisions for the safely and health of
the employees, and the Union will lend its full support and encouragement to tile
practice of job safety and health by employees. The Employer, the Union and the
employees recognize their obligation and/or rights under existing applicable state
and federal laws with respect to safety and health matters.
57
11/5/2 The parties to this Agreement 'agree to promote effort being made in the
area of improvement of the safety and health of employees, and will extend 1heir
mutual support of studies, research and initiatives whose goal is to achieve an
increased awareness of safety and health and a reduction of the safety and health
hazards encountered by employees.
11/5/3 Whenevet the Employer requires an employee to submit to physical
examination> medical tests, including x-rays or inoculations/immunizations and
psychiatric exams, the Employer will pay the entire cost of such services not
covered by the present health insurance program, prOviding the employee uses the
services provided or approved by 1he Employm. Employees required to submit to
such exams, tests or inoculations/immunizatiOns will do so without loss of pay or
benefits. Employees who provide acceptable medical or religious reasons for
refusal of exams, tests or inoculations/immunizations may be considered for
reassignment.
Section 6 Damaged Clotlling
11/6/1 The Employer agrees to pay 1he cost of repairing or replacing watches,
eyeglasses or articles of clothing damaged in the line of duty, where such damage is
not the result of normal wear and tear or employee carelessness. The
reimbursement for damaged items shall not exceed one hundred dollars ($!00.00)
for any one incident, except that the reimbursement for a damaged watch shall not
exceed seventy-five dollars ($75.00). The value of such items shall be determined
by the at the time the damage occurs. This provision shall not apply to
items where the replacement value or repair cost is twenty-five dollars ($25.00) or
less.
58
Oling, Lane - GOV
From:
Sent:
To:
Murray, Ryan M - GOV
~ 7 : 1 6 P M
Hurlburt, Waylon - GOV Cc:
Subject: RE: Urban Alliance Letter to JFC on Act 10
Curt-
Aren't these a lot of the same mayors who wrote a letter to the governor saying that we didn't need to restrict collective
bargaining over these provisions in order to save money? If that's the case, it sure seems like they should be able to
negotiate these contributions from police in fire personnel. Unless, of course, the governor was right all along ...
Ryan Murray
Director of Policy and Legislative Affairs
Office of the Governor
Main: 608-266-1212
Email: r.murray@wisconsin.gov
From: Hurlburt, Waylon - GOV
Sent: Thursday, March 24, 20111:26 PM
To: Murray, Ryan M - GOV
Subject: FW: Urban Alliance Letter to JFC on Act 10
Waylon Hurlburt
Senior Policy Advisor
The Office of Governor Scott Walker
State of Wisconsin
(608]266-9709
From: Curt Witynski [mailto:witynski@lwm-info.orgl
Sent: Thursday, March 24, 2011 12:49 PM
To: Hurlburt, Waylon - GOV
Subject: Urban Alliance Letter to JFC on Act 10
Waylon: I'm distributing the attached letter to JFC members. We are asking the Legislature to require police and fire to
pay the same WRS and health insurance contributions as other municipal employees.
*****************************************
Curt Witynski
Assistant Director
League of Wisconsin Municipalities
122 West Washington Ave.
Madison, WI 53703
1
2
Oling, Lane - GOV
Sent: Monday, January 24, 201112:08 PM
To:
Cc:
Subject:
Hello Craig,
Rakowski
Commission Update
That sounds good. If you want to meet that is great.
I already asked Representative Pocan if he wanted to meet with you both prior to the next
commission meeting and he declined to take me up on the offer. Because I know Kerkman
and Losee, and I know Archer is really busy with the budget now I didn't take the meeting
requests any further. I don't know Larson so that may be a good meeting for you to have.
If you do happen to get meetings individually with members please just let me know so I can
attend if I am available. Please remember to be mindful of the quorum rules.
Thanks,
Waylon Hurlburt
State of iisconsin
{608]266-9709
From: Craig Rakowski [mailto:Craig@jamescraigbuilders.com]
Sent: Monday, January 24, 2011 11:32 AM
cc:--..
S u b ~ and Abuse Commission Update
Waylon-
I hope you are keeping your head above water- nice job with the Governor's Brown Bag Lunch Executive
Order last week. It would be good to listen in on some of those meetings. It will take input from those actually
performing the work and overseeing the system to make our task successful.
Ara and I met last Thursday just to talk and get to know each other a bit. We were wondering if it would be
possible to meet with the four lawmakers on the committee. We realize that we would have to meet individually
1
so that we don't have a quorum. Ara and I would like to discuss and understand each individual's viewpoint on
waste, fraud and abuse. The main point of these discussions would be to start building working relationships
with all four individuals. I hope you think this is a good idea. I am willing to arrange the times if that helps out
with staff workload.
I believe these discussions would be a good use of our time while waiting for our next actual meeting - -
Best Regards -
Craig
Craig A. Rakowski C.P.A.
President
James Craig Builders, Inc
I
From: Hurlburt, Waylon - GOV [mailto:Waylon.Hurlburt@wisconsin.gov]
To: Craig Rakowski
Subject: RE: Waste, Fraud, and Abuse Commission Update
Craig,
If you have agenda items please forward them along. I will compile suggestions from
everyone for the commission to discuss.
I think the first meeting will be more of an overview of the budget and big picture items. I will
send any agenda to the members for review before it is final.
Waylon Hurlburt
State of iisconsin
(608)266-9709
Sent: Monday, January 17, 2011 12:46 PM
Is it possible for me to be a part of the agenda and process discussions with Cindy? I understand how busy you
all are and would welcome any opportunity to assist.
2
Craig
President
WISCONSIN
From: Hurlburt, Waylon- GOV [mailto:Waylon.Hurlburt@wisconsin.gov]
Sent: Monday, January 17, 201111:17 AM
To: Craig Rakowski
Craig,
Please disregard that February 28 date. We are holding off on a specific dates until we get
an agenda nailed down. Cindy Archer should be getting in touch with me soon on
that. Please have patience with us for a couple weeks as we are right now preparing the
biennial budget that must be introduced by the end of February.
I will reach out as soon as I have tentative dates for meetings and make a note about your
vacation.
Stay in touch and Speak to you soon.
Thanks,
Waylon Hurlburt
State of iisconsin
(608)266-9709
3
Waylon-
I received a call from Patrick Hogan last week asking to set a meeting on February 28th. My understanding was
that we were going to try to meet every other week. Is this still the plan? I will have other questions for you at
some point during the week.
I will be on vacation from March 12th through the 20th- this is the only vacation I have scheduled at this time.
Best regards -
Craig
President
WISCONSIN
Sent: Monday, January 17, 2011 8:38AM
Subject: Waste, Fraud, and Abuse Commission Update
Hello Members and Staff of Governor Walker's Commission on Waste, Fraud, and Abuse:
Thank you all for volunteering your time to serve on the Governor's commission. We have an
ambitious goal of identifying $300 million in government waste, fraud, and abuse. However,
the Governor believes we can reach and even exceed that number. I look forward to
working together to make this goal a reality.
I will be staffing the commission from the Governor's office. Please feel free to use me as a
resource for any questions or suggestions relating to this commission. Forward me any topics
that you would like to discuss as well.
4
We are shooting for the next meeting to be within the next three to four weeks. If there are
vacations or other times in the coming months that simply will not work for you please
forward that information to me.
I have attached contact information and a commission member list for your records. If I
need to update your information please let me know. Also, I have included links to the
audits mentioned in the Governor's executive order creating the commission for your
review. The Audit Bureau has many other audits on its website that may be of interest to you
as well.
Wisconsin Shares Fraud
State Employee Overtime
Wisconsin IT Projects
Also, for those unfamiliar with or to refresh the knowledge of those that are, this is a link to
Wisconsin's Open Meetings Law. The commission must comply with this state law.
Thank you again for serving and I look forward to working with you on this commission.
Respectfully,
Waylon Hurlburt
State of Wisconsin
(608)266-9709
5
Oling, Lane - GOV
From:
Sent:
To:
Cc:
Subject:
Waylon-
Craig Rakowski <Craig@jamescraigbuilders.com>
Monday, January 24, 201111:32 AM
nur1uu1L. way1cm- GOV
RE: Waste, Fraud, and Abuse Commission Update
I hope you are keeping your head above water- nice job with the Governor's Brown Bag Lunch Executive
Order last week. It would be good to listen in on some of those meetings. It will take input from those actually
performing the work and overseeing the system to make our task successful.
so that we don't have a quorum. Ara and I would like to discuss and understand each individual's viewpoint on
waste, fraud and abuse. The main point of these discussions would be to start building working relationships
with all four individuals. I hope you think this is a good idea. I am willing to arrange the times if that helps out
Best Regards -
Craig
President
Sent: Monday, January 17, 2.0111:31 PM
To: Craig Rakowski
Craig,
1
Waylon Hurlburt
State of 1isconsin
(608)266-9709
Craig
President
WISCONSIN
To: Craig Rakowski
Craig,
2
vacation.
Stay in touch and speak to you soon.
Thanks,
Waylon Hurlburt
State of iisconsin
(608)266-9709
Waylon-
I received a call from Patrick Hogan last week asking to set a meeting on February 28t
11
My understanding was
that we were going to try to meet every other week. Is this still the plan? I will have other questions for you at
I will be on vacation from March 1 i
11
through the 20th - this is the only vacation I have scheduled at this time.
Best regards -
Craig
President
I
3
WISCONSIN
To: Hurlburt, Waylon GOV
Subject: Waste, Fraud, and Abuse Commission Update
vacations or other times in the corning months that simply will not work for you please
review .. The Audit Bureau has many other audits on its website that may be of interest to you
as well.
Respectfully,
4
Waylon Hurlburt
State of Wisconsin
(608)266-9709
5
Oling, Lane - GOV
From:
Sent:
To:
Cc:
Subject:
Craig Rakowski <Craig@jamescraigbuilders.com>
Monday, January 24, 201112:08 PM
Hurlburt, Waylon - GOV
Commission Update
I will see what I can get set up - I'll keep you informed.
Craig
President
WISCONSIN
Sent: Monday, January 24, 2011 12:08 PM
To:
and Abuse Commission Update
Hello Craig,
That sounds good. If you want to meet that is great.
I already asked Representative Pocan if he wanted to meet with you both prior to the next
commission meeting and he declined to take me up on the offer. Because I know Kerkman
and Losee, and I know Archer is really busy with the budget now I didn't take the meeting
requests any further. I don't know Larson so that may be a good meeting for you to have.
If you do happen to get meetings individually with members please just let me know so I can
attend if I am available. Please remember to be mindful of the quorum rules.
Thanks,
1
Waylon Hurlburt
State of iisconsin
{608)266-9709
C c : ~
S u b ~ and Abuse Commission Update
Waylon-
I hope you are keeping your head above water- nice job with the Govemor's Brown Bag Lunch Executive
Order last week. It would be good to listen in on some ofthose meetings. It will take input from those actually
perfmming the work and overseeing the system to make our task successful.
so that we don't have a quomm. Ara and I would like to discuss and understand each individual's viewpoint on
waste, fiaud and abuse. The main point of these discussions would be to start building working relationships
with all four individuals. I hope you think this is a good idea. I am willing to atl'ange the times ifthat helps out
Best Regards -
Craig
President
To: Craig Rakowski
2
Craig,
Waylon Hurlburt
State of iisconsin
(608)266-9709
Craig
President
I
WI
c
N S I
3
To: Craig Rakowski
Craig,
vacation.
Stay in touch and speak to you soon.
Thanks,
Waylon Hurlburt
State of iisconsin
{608)266-9709
Waylon-
I received a call fiom Patrick Hogan last week asking to set a meeting on February 28th. My understanding was
that we were going to tty to meet every other week. Is this still the plan? I will have other questions for you at
I will be on vacation fiom March 12th through the 20th- this is the only vacation I have scheduled at this time.
Best regards -
Craig
President
www.jamescraigbuilders.com
4
office
cell
WI CONSIN
Subject: Waste, Fraud, and Abuse Commission Up<;late
vacations or other times in the coming months that simply will not work for you please
review. The Audit Bureau has many other audits on its website that may be of interest to you
as well.
Respectfully,
5
Waylon Hurlburt
State of Wisconsin
(608)266-9709
6
Oling, Lane - GOV
From:
Sent:
Himebauch, Casey- GOV
Monday, April 18, 2011 5:44 PM
To:
Cc:
Hurlburt, Waylon - GOV; Polzin, Cindy M - GOV
Hogan, Pat - DOA
Subject: RE: Health Ins. Premium Costs for School Districts
I will tomorrow morning and attempt to obtain the list.
Casey
Sent: Monday, April 18, 2011 5:36PM
To: Polzin, Cindy M - GOV
Cc: Hogan, Pat - DOA; Himebauch, Casey - GOV
Subject: RE: Health Ins. Premium Costs for School Districts
httD:[/www.publicschoolspendinq.com/wp-content/uploads/2010/11/WEATrustfinalreport1.pdf
I don't have an up to date list. Maybe WASB does if we asked. Pat or Casey should do that.
Interestingly Ryan is mentioned in this report talking about collective bargaining reform.
From: Polzin, Cindy M - GOV
Sent: Monday, April 18, 2011 4:05 PM
Subject: FW: Health Ins. Premium Costs for School Districts
If I remember correctly, we do not have a list of this. Is that correct?
From: Grothman, Glenn [mailto:Gienn.Grothman@legis.wisconsin.govl
.Sent: Monday, April 18, 2011 Hi:22 AM
Subject: Health Ins. Premium Costs for School Districts
Can you tell us which districts are covered by WEAC? That would be most helpful.
-----,---------------------------------
From: Polzin, Cindy M - GOV [mailto:Cindy.Polzin@wisconsin.govl
Sent: Tuesday, April 12, 2011 5:31 PM
Cc: Kitzman, Nick- GOV; Hurlburt, Waylon - GOV
Subject: Health Ins. Premium Costs for School Districts
Members,
1
Attached is a spreadsheet of health insurance premium cost for school districts collected by the Wisconsin
Association of School Boards. The monthly and annual costs are included. Not all school districts reported to
WASB each year. However, 399 of the districts reporting did so in the 2009-10 year or later.
This data is taken straight from W ASB' s database and does not show the effect of any health cost changes that
may have occurred as a result of the budget repair bill.
Some things to note are that the statewide average 'employee' contribution to their health premium is 4%
single and 5% for family coverage. Extrapolating only the 270 districts that submitted data for 2010-11 holds
those numbers at 4% and 5%; as does extrapolating the 390 districts that reported in 2009-10.
The highest annualfamily premium cost reported in 2010c 11 was $26,489.76 and the lowest in the same year
was $12,185.28. This variance highlights that a straight percentage requirement of employees to pay for health
insurance does not result in the same realizable savings district by district. This is also why the budget repair
allows school districts to set their premium costs and plan design as they think would best fit their individual
district's needs.
I hope this information is useful. Please let me know if you have questions.
Thank you-
Cindy
Cindy Polzin
Legislative Liaison
tlliliiiilirt Walker
Email: cindy.polzin@wisconsin.gov
wzmv.walker.wi.gov
2
Oling, Lane - GOV
From:
Sent:
To:
Cc:
Subject:
Kranz, Jon- ETF ~
Friday, February 25, 2011 2:23 PM
Dietzel, Jerry - ETF
Willett, Bob - ETF; McGreevy, Mary Alice- ETF; Hurlburt, Waylon - GOV
RE: Imputed Income
I need to discuss with the OPPC team as I was not aware that this was an ETF liability. I will ask if we can use the 1c
appropriation. When do the payments need to be made?
el, Jerry
. February 25, 20112:18 PM
Jon ETF
Bob
FW: Imputed Income
Jon,
Mary Statz and Chris Lindeman were asking me about paying the employer share of FICA taxes relating to health insurance imputed
income. For the 2010 tax year, this amounts to just over $19,000. For future years it should be a lesser amount. I clarified with
Chris the rules for health insurance contracts and imputed income for tax years 2010 and years going forward.
For non-tax dependents turning age 27 or older in 2010 or future years, there is imputed income. This means there will be employer
{sick Leave) tax payments due for 2010 and future tax years.
For non-tax dependents age 26 or below throughout 2010 there is imputed income for the January through March time period but
not April through December
For non-tax dependents age 26 or below in a tax year's after 2010 there is no imputed income.
This means that the Sick Leave Program owes FICA taxes in 2010 and will owe taxes in future tax years for non-tax dependents if
they turned 27 in that year.
I've been exchanging emails with Mary Alice on this topic and understand it is uncertain when the technical bill which includes a
provision allowing payment of FICA taxes from the Sick Leave program will be brought up and passed. Until that bill is passed we
don't have authority to use sick leave program dollars to pay these tax amounts.
One possibility is that we pay these amounts from an administrative appropriation and then do a transfer when and if the technical
bill is passed. What do you think?
Jerry
From: McGreevy, Mary Alice
Sent: Friday, February 25, 201111:18 AM
To: Dietzel, Jerry
Subject: RE: Imputed Income
Hi,
Steve and I discussed this earlier today- no idea when it will pass. It is almost ready for introduction, but
whether it will get caught up in the mess at the Capitol is anyone's guess. It shouldn't need a 2/3rds quorum
for voting, so maybe it could pass? Are there any other solutions? Am I correct in understanding that FICA
taxes must be paid quarterly?
1
M.A.
el, Jerry
, February 25, 201110:27 AM
vy, Mary Alice
RE: Imputed Income
Do we have an idea of when the technical bill will pass?
From: McGreevy, Mary Alice
Sent: Wednesday, February 23, 2011 2:35 PM
To: Dietzel, Jerry
Subject: RE: Imputed Income
Hi Jerry,
Steve and I have been discussing this: is there any way to pend payments on the amounts until the technical
bill passes?
Thanks,
M.A.
el, Jerry
lay, February 17, 2011 8:54AM
vy, Mary Alice
RE: Imputed Income
Yes it is.
Jerry Dietzel
Deputy Controller
Trust Funds
This email message and any attachments may contain information which is confidential, privileged, proprietary, or
otherwise protected by law. This information is intended solely for the named addressee (or a person responsible for
delivering it to the addressee). If you have received this message in error, please notify the sender immediately and
delete it from your computer. Unauthorized disclosure, copying, printing, or distribution of this message is prohibited.
eevy, Mary Alice
!Sday, February 16, 2011 4:59 PM
Jerry
RE: Imputed Income
O.k., so this is for the employer-paid FICA taxes.
el, Jerry
~ s d a y , February 16, 2011 3:28 PM
vy, Mary Alice
RE: Imputed Income
Hi Mary Alice,
2
These are non-tax dependents whose parent(s) are WRS annuitants using sick leave conversion credits to pay for health
insurance covering the family including the non-tax dependent
Jerry
Jerry Dietzel
Deputy Controller
Trust Funds
eevy, Mary Alice
!sday, February 16, 201112:58 PM
Jerry
RE: Imputed Income
Hi Jerry,
Just to verify: these are non-tax dependents receiving a benefit through ASLCC when there is no WRS account,
correct?
M.A.
el, Jerry
!Sday, February 09, 20114:24 PM
VVt Mary Alice
Imputed Income
Hi Mary Alice,
There were 153 annuitants for just over $19,000.
Jerry
Jerry Dietzel
Deputy Controller
Trust Funds
3
Mohr, Mark - GOV
From: Dipko, John A- DWD
Sent: Monday, February 28, 2011 5:10 PM
To: Dipko, John A- DWD; Perez, Manuel - DWD; Baumbach, Scott C - DWD; Maxwell,
Georgia E - DWD; Schrimpf, Chris - GOV; Werwie, Cullen J - GOV; Jones, Richard - DWD;
Spurlin, Dennis A- DWD; Kikkert, Becky - GOV; Liedl, Kimberly- GOV
Subject: DWD Media Log Monday 02.28.11
DWD Media Log
Monday, February 28, 2011
Melina Tickler, Kenosha Called DVR employee in Kenosha, wanted to know
number of state employees not only at DVR location, but all state offices in Kenosha. Response: Federal
data with county-by-county numbers of state employees provided.
Dom Noth, Milwaukee Labor Press,-dom@milwaukeelabor.org: Called re TAA
reauthorization and action pending in ~ p o n s e : General information about impact of non-
reauthorization provided.
Bob Schaper, WKOW-TV, Madison, 273-2727 . Reporter called re layoff process
for state workers. Response: Governor's Office responded.
Pending
Ben Gottlieb, Harpers Magazine,
June 2009 hearing in Equal Rights case, Milwaukee
Board.
: Pending request for transcript of
,,.,,h"'" E1:lucatic>n Association vs. Milwaukee School
Steve Walters, WisEye, 316-6850 Ext 315,
newsmaker interview w/labor market economist. Response nAr,.lir>n
Pending Requests to interview Secretary Perez:
Victor Huyke, El Conquistador Latino Newspaper
Perfecto Rivera, host of "Valor Latino" WISN radio program
Lisa Kaiser, Milwaukee Shepherd-Express
Steve Walters, Wisconsin Eye
Reiterated request for WisEYE
Victor M. Arellano, host of "En Vivo con Victor Arellano" on La Movida- AM 1480 radio
Brian Clark, WisBiz & WisPolitics
WARN Notices
None
John Dipko
Communications Director
Wisconsin Department of Workforce Development
201 E. Washington Ave.
Madison, WI 53707-7946
Phone/Fax: (608) 266-6753/(608) 266-1784.
1
John.Dipko@dwd.Wisconsin.gov
Wisconsin is Open for Business!
2
Downing, Karley GOV
From:
Sent:
To:
Subject:
Gilkes, Keith - GOV
~ 8 , 20114:04 PM
--Murray, Ryan M - GOV; Schutt, Eric- GOV; Schrimpf, Chris- GOV;
Werwie, Cullen J - GOV
FW: Ml Letter to State Employees
FYI- Governor Snyder comments in Paragraph five should be noted. We may get a media question on it.
KG
-----Original Message-----
From: Governor Rick Snyder [mailto:governorsoffice@michigan.gov]
Sent: Friday, February 25, 20114:13 PM
Subject: Letter to all state employees
Dear State of Michigan Employee:
It has been an action packed few weeks since my last note. We worked hard to present the Legislature with a balanced
budget recommendation for 2012 and a planning budget for 2013, and advance tax policies that will enable economic
growth and job creation in Michigan.
This effort involved hundreds of hours of intense analysis, debate, and creative problem solving. The end result is a
budget and tax recommendation that represents our guiding principles--fair, simple and efficient. But let's not confuse
fair with easy, because there is very little about these recommendations that is easy. Shared sacrifice is hard, and
judging from the reactions around the state, we have landed on an approach where just about everyone believes they
will be affected.
As difficult as these recommendations are, I am more convinced than ever that this is what it will take to put the state
back on firm financial footing, and to eliminate a culture of cutting every few months because we failed to address the
root causes of long-term fiscal irresponsibility.
As one reporter accurately put it, "Michigan's reinvention will be neither cheap nor easy." This is what Lt. Governor
Brian Calley and I said during the campaign and we are living up to that promise for action. Our 10-point plan was
endorsed by the voters, and we are doing what we believe to be the right things to resolve our immediate and longer-
term problems.
You are the ones who make state government work for our citizens, and I am asking that you trust in the process, bring
your own ideas to the table, and have faith that by doing these things now, we will build a foundation that achieves
excellence, builds teamwork, and inspires leadership. Tough decisions do not have to be polarizing. Michigan is not
Wisconsin. We have a heritage of working together, in good faith, to achieve results and to overcome adversity.
In that spirit, I want to share my position on public employee total compensation. A couple weeks ago, I issued the
"Citizen's Guide to Michigan's Financial Health," which was commissioned by the Business Leaders for Michigan at my
request and prepared by the Anderson Economic Group with input from the Michigan Association of Certified Public
Accountants, Citizens Research Council of Michigan, and the Michigan Government Finance Officers Association. My
goal was to reduce the state's incomprehensible, nearly 300-page Consolidated Annual Financial Report (CAFR) to a
concise summary of the state's financial condition. Access the report at http:/ /www.michigan.gov/snyder.
32
The report clearly illustrates how funds flow between government units, where the state spends its revenues, and how
infrastructure, government and education systems have not changed despite a major population decline and shift in
demographics.
The report underscores how long-term, unfunded obligations for pensions and post-retirement medical obligations are
growing at rates that vastly exceed our revenues--and unless fixed, will force continued operating cuts every year no
matter what happens with the economy. These are critical messages, yet most of the media coverage focused on the
comparison of public and private total compensation.
I presented data on total compensation (salary, wages, pension benefits and health insurance benefits) because my
point was not to make an apples-to-apples jobs comparison but instead take a look at how total public compensation
compares to the total compensation of the working public that supports government.
It is important to look at the trends. The key messages are about the state's current financial condition and the
debilitating impact of our long term liabilities and debt. We simply cannot sustain this level of spending. The state is not
alone in facing this crisis. Many of our municipalities and schools throughout Michigan are similarly challenged.
Unfortunately, the compensation story took on a life of its own in the media, diverting attention away from the real
issues.
You should hear my position directly, as opposed to the media reports and representations. Please know that I am
impressed by the positive attitude, intellect and capabilities ofstate workers I have met at all levels. It isinspiring that
so many of our colleagues take pride in their work, meet ambitious deadlines and understand that no matter what level
of job they have, they try to make a difference in the lives of our citizens each day.
An organization of nearly 50,000 people is bound to have thousands of cases where total compensation is less than that
for a similar role in the private sector. Conversely, there are thousands of other cases where total compensation is
higher than in the private sector. Such is the reality of one-size-fits-all compensation models that fail to properly adjust
to human resource supply and demand across every job classification. When we get our financial house back in order, I
have some ideas on how we best address these disparities in our system and I look forward to discussing those in the
future.
You have likely heard that I am asking for some shared cost and shared risk to be achieved through the normal collective
bargaining process for represented state employees and with non-represented state employees. The state cannot
afford to pay such a high percentage of health care premiums, nor absorb all of the escalating costs from outmoded
defined benefit pension plans. Employee benefits models in every sector have undergone major changes over the years
and Michigan must change too. Our recommendations will recognize the collective bargaining process, and seek to
revise the current model in ways that take into account employee finances and years of service.
When faced with particularly difficult choices, none of which are very attractive, we use judgment, experience, and
intellect to get us to the best possible place. I will not forget that real people and families are affected by our
recommendations and actions and I ask that you work with me and our leadership team to get through this. We know
what must be done and with your help we will reap the benefits of quality decision making and demonstrated
teamwork. Thank you for all you do on behalf of our state and its citizens.
Sincerely,
Rick Snyder, Governor
33
Downing, Karley - GOV
From: Schrimpf, Chris - GOV
Sent: t-eoruarv 28, 2011 3:43 PM
To:
Subject:
We'll send on the heels of the obama statement
Chris Schrimpf
Press Office: 608-267-7303
Email: chris.schrimpf@wisconsin.gov
Sent: 28, 2011 3:39PM
To: Schrimpf, Chris - GOV
Cc: Evenson, Tom - GOV; Werwie, Cullen J - GOV
Subject: Re: Federal Collective barganing
Get that out to every editorial board in the state.
Sent: Monday, February 28, 2011 02:29 PM
To:..-
Cc: ~ V ; Werwie, Cullen J - GOV
Subject: Federal Collective barganing
Union Power for Thee, But Not for Me
http://online. wsj .com/article/SB200014240527 48703530504576164822561737348. html
The union horde is spreading, from Madison to Indianapolis-to a state capital near you. And yet the Democratic and union bigwigs engineering the outrage haven't
directed their angry multitudes at what is arguably the most "hostile workplace" in the nation: Washington, D.C.
IJ will no doubt surprise you to learn that President Obama, the great patron of the working man, also happens to be the great CEO of one of the least union-
friendly shop floOrs in the nation.
This is, after all, the president who has berated Wisconsin Gov. Scott Walker's proposal to limit the collective bargaining rights of public employees, calling the very
idea an "assault on unions." This is also the president who has sicced his political arm, Organizing for America, on Madison, allowing the group to fill buses and
plan rallies. Ah, but it's easy to throW rocks when you live in a stone (White) house .
. Fact: President Obama is the boss of a civil work force that numbers up to two million (excluding postal workers and uniformed military). Fact: Those federal
workers cannot bargain for wages or benefits. Fact: Washington, D.C. is, in the purest sense, a "right to work zone." Federal employees are not compelled to join a
union, nor to pay union dues. Fact: Neither Mr. Obama, nor the prior Democratic majority, ever acted to give their union chums a better federal deal.
Scott Walker, eat your heart out.
For this enormous flexibility in managing his work force, Mr. Obama can thank his own party. In 1978, Democratic President Jimmy Carter, backed by a
Democratic Congress, passed the Civil Service Reform Act. Washington had already established its General Schedule (GS) classification and pay system for
workers. The 1978 bill went further, focused as It was on worker accountability and performance. It severely proscribed the issues over which employees could
bargain, as well as prohibited compulsory union support.
Democrats weren't then (and aren't now) about to let their federal employees dictate pay. The GS system, as well as the president and Congress, sees to that. Nor
were they about to let workers touch health-care or retirement plans. Unions are Instead limited to bargaining over personnel employment practices such as
whether employees are allowed to wear beards, or whether the government must pay to clean uniforms. These demands matter, though they are. hardly the sort to
break the federal bank.
35
Which Is precisely the point. waShington politicians may not know much, but they know power-In particular, the art of keeping it. Even Carter Democrats
understood the difference between being in electoral debt to the unions, and being outright owned by them. And as Gov. Walker will attest, allowing unions to
collectively bargain over pay and benefits is allowing them the keys to the statehouse.
Innocent Americans assume that unions use collective bargaining solely to obtain better pay and benefits. Not exactly. The real game is to insist that the dough
runs through the union-giving it power over the state.
In Wisconsin, for instance, the teachers union doesn't just bargain for more health dollars. It also bargains to require that local school districts buy health insurance
for their teachers through the union-affiliated health-insurance plan, called WEA Trust. That requirement gives the union (not the state) ultimate say over health
benefits. It also costs the state at least $68 million more annually than it would if schools could buy the state-employee heajth plan-money that goes to a union
outfit.
Since Washington pols aren't about to let unions run their town, the result Is a weird bifurcation. On the state level, union campaign dollars are primarily contingent
upon Democrats agreeing to allow public-employee unions to milk taxpayers dry. On the federal level, union dollars are primarily contingent upon Democrats
agreeing to pervert federal laws and institutions so that private-sector unions gef special privileges over employers and nonunion companies--consider project-
labor agreements, Davis-Bacon and card check.
All of this helps explain why Mr. Obama has gone quiet on Wisconsin, and why Organizing for America is scurrying to hide its involvement. The president's initial
instinct was to jump into the state, a 2012 battleground area where he might build points with his liberal base.
The White House has since sensed danger. As the world is painfully aware, Mr. Obama is under no obligation to balance his budget. So to whack Gov. Walker for
his efforts to do so might strike some Americans as irresponsible, especially as the president is w:orking to convince them that he really does care about deficits.
The other risk: The spotlight turns back to D.C. If the president is so worried about Wisconsin's "assault," why has he never taken up federal bargaining rights? If
the BadQer State's current system is the gold standard, why has he not replicated it? If it is so important that all parties "sit at the table"-as White House Press
Secretary Jay Carney recently lectured Wisconsin-how dare Mr. Obama unilaterally declare a federal pay freeze? (Honestly, the union-busting gall!)
The debate over public-union giveaways has only started. That debate would benefit were Mr. Obama to explain how lt is that Wisconsin is wrong to ask for the
same budget flexibility that he enjoys as president. If he's unable to do that, perhaps the debate ought to be over.
Chris Schrimpf
Email: chris.schrimpf@wisconsin.gov
36
From:
Sent:
To:
1v1rmnv. February 28, 2011 3:41 PM
Schrimpf, Chris - GOV
Cc: Evenson, Tom- GOV; Werwie, Cullen J- GOV; Matejov, Scott- GOV
Subject: Re: DRAFT: Statement in Response to President Obama's Misunderstanding
Yes. Yes. Yes.
S e n ~ 28, 20110.3:38 PM
To:_,
Cc: Evenson, Tom - GOV; Werwie, Cullen J - GOV; Matejov, Scott- GOV
Subject: DRAFT: Statement in Response to President Obama's Misunderstanding
Governor- Here's what we drafted.
Statement in Response to President Obama's Misunderstanding
Madison- Today President Obama again weighed in against Governor Walker's proposal to balance the state's
budget deficit by having state government workers contribute a modest amount toward their own pensions
and pay 12.6 percent toward their healthcare premiums.
In response to the President's comments, the Governor's Press Secretary Cullen Werwie issued the following
statement:
I'm sure the President knows that mast federal employees do not have collective bargaining for wages and benefits while
our plan allows it for base pay. And I'm sure the President knows that the average federal worker pays twice as much for
health insurance as what we are asking for in Wisconsin. At least I would fiope he knows these facts.
Furthermore, I'm sure the President knows that we have repeatedly praised the more than 300,000 government workers
who come to work every day in Wisconsin.
I'm sure that President Obama simply misunderstands the issues in Wisconsin, and isn't acting like the union bosses in
saying one thing and doing another.
Chris Schrimpf
Email: chris.schrimpj@wisconsin.gov
###
37
From:
Sent:
To:
Monday, February 28, 2011 3:39 PM
Schrimpf, Chris - GOV
Cc:
Subject:
Evenson, Tom- GOV; Werwie, Cullen J - GOV
Re: Federal Collective barganing
Get that out to every editorial board in the state.
28, 201102:29 PM
To:_...,
Cc: Evenson, Tom - GOV; Werwie, Cullen J - GOV
Subject: Federal Collective barganing
Union Power for Thee, But Not for Me
http://online. wsj .comfarticle/S82000 14240527 487035305045 7616482256173 7348.html
The union horde Is spreading, from Madison to Indianapolis to a state capital near you. And yet the Democratic and union bigwigs engineering the outrage haven't
directed their angry multitudes at what is arguably the most "hostile workplace" in the nation: Washington, DlC.
It will no doubt surprise you to learn that President Obama, the great patron of the working man, also happens to be the great CEO of one of the least union-
friendly shop floors in the nation.
This is, after all, the president who has berated Wisconsin Gov. Scott Walker's proposal to limit the collective bargaining rights of public employees, calling the very
Idea an "assault on unions." This is also the president who has sicced his political ann, Organizing for America, on Madison, allowing the group to fill buses and
plan rallies. Ah, but it's easy to throw rocks when you live in a stone (White) house.
Fact: President Obama is the boss of a civil work force that numbers up to two million (excluding postal workers and uniformed military). Fact: Those federal
workers cannot bargain for wages or benefits. Fact: Washington, D.C. is, in the purest sense, a "rightlo work zone." Federal employees are not compelled to join a
union, nor to pay union dues. Fact: Neither Mr. Obama, nor the prior Democratic majority, ever acted to give their union chums a better federal deal.
Scott Walker, eat your heart out.
For this enormous flexibility In managing his work force, Mr. Obama can thank his own party.ln 1978, Democratic President Jimmy Carter, backed by a
Democratic Congress, passed the Civil SeiVice Reform Act. Washington had already established its General Schedule (GS) classification and pay system for
workers. The 1978 bill went further, focused as it was on worker accOuntability and performance. It severely proscribed the issues over which employees could
bargain, as well as prohibited compulsory union support.
Democrats weren't then (and aren't now) about to let their federal employees dictate pay. The GS system, as well as the presidentand Congress, sees to that. Nor
were they about to let workers touch or retirement plans. Unions are instead limited to bargaining over personnel employment practices such as
whether employees are allowed to wear beards, or whether the government must pay to clean unifonns. These demands matter, though they are hardly the sort to
break the federal bank.
Which is precisely the point. Washington politicians may not know much, but they know.power-ln particular, the art of keeping it. Even Carter Democrats
understood the difference between being in electoral debt to the unions, and being outright owned by them. And as Gov. Walker will attest, allowing unions to
collectively bargain over pay and benefits is allowing them the keys to the statehouse.
Innocent Americans assume that unions use collective bargaining solely to obtain better pay and_benefits. Not exactly. The real game is to insist that the dough
runs through the union-giving it power over the state.
In Wisconsin, for instance, the teachers union doesn't just bargain for more health dollars. It also bargains to require that local school districts buy health insurance
for their teachers through the plan, called WEA Trust. That requirement gives the union (not the state) ultimate say over health
benefits. It also costs the state at least $68 million more annually than it would If schools could buy the health plan-money that goes to a union
outfit.
Since Washington pols aren't about to let unions run their town, the result is a weird bifurcation. On the state level, union campaign dollars are primarily contingent
upon Democrats agreeing to allow unions to milk taxpayers dry. On the federal level, union dollars are primarily contingent upon Democrats
agreeing to pe!Vert federal laws and institutions so that unions get special privileges over employers and nonunion companies-consider
labor agreements, and card check.
38
All of this helps explain why Mr. Obama has gone quiet on Wisconsin, and why Organizing for America is scurrying to hide its involvement. The president's initial
instinct was to jump into the state, a 2012 battleground area where he might build points with his liberal base.
The White House has since sensed danger. As the world is painfully aware, Mr. Obama is under no obligation to balance his budget. So to whack Gov. Walker for
his efforts to do so might strike some Americans as irresponsible, especially as the president is working to convince them that he really does care about deficits.
The other risk: The spotlight turns back to D.C. If the president is so worried about Wisconsin's "assault," why has he never taken up federal bargaining rights? If
the Badger State's current system is the gold standard, why has he not replicated it? If it is so important that all parties "sit at the table"-as White House Press
Secretary Jay Carney recently lectured Wisconsin-how dare Mr. Obama unilaterally declare a federal pay freeze? (Honestly, the union-busting gall!)
The debate over public-union giveaways has only started. That debate would benefit were Mr. Obama to explain how it is that Wisconsin is wrong to ask for the
same budget flexibility that he enjoys as president. If he's unable to do that, perhaps the debate ought to be over.
Chris Schrimpf
Email: chris.schrimpj@wisconsin.gov
39
Mohr, Mark - GOV
From: Murray, Ryan M - GOV
Sent:
To:
Monday, February 28, 201112:08 PM
Subject: Re: LFB Contact
The Fed law says states have to preserve bargaining if it existed when the state first began receiving federal transit funds.
From: Hurlburt, Waylon- GOV
Sent: Mon Feb 28 12:06:35 2011
Subject: FW: LFB Contact
FYI:
My question is how do states that don't have collective bargaining at all get federal funds
for transit or airports if this is such a risk/possibility?
Waylon Hurlburt
State of Wisconsin
(608)266-9709
From: Newson, Reggie - DOT
Sent: Monday, February 28, 2011 11:56 AM
To: Polzin, Cindy M - GOV; Hurlburt, Waylon - GOV; Culotta, Jason - DOA; Yahn, Nate - GOV
Subject: FW: LFB Contact
FYI.
Best,
Reggie
From: Donlin, James - DOT
Sent: Monday, February 28, 201111:29 AM
To: Newson, Reggie- DOT
Cc: Hammer, Paul - DOT
Subject: LFB Contact
Reggie,
1
LFB has called a couple of times this morning regarding potential federal airport funding impacts as a result of
a loss of collective bargaining, similar to those for federal transit funding. The questions they have received
were largely pertinent to firefighters, but also all support employees at airports.
Based on initial federal law and regulation searches and talking with our aeronautics staff, there does not
appear to be any potential loss of federal airport funding associated with the loss of collective bargaining
rights for public employees.
Will let you know if we find out more.
Thanks,
Jim
2
Mohr, Mark - GOV
Sent:
To:
Friday, April 15, 201110:54 AM
Polzin, Cindy M - GOV
Subject: RE: Listening session
I think this is what you are looking for:
Items not in the Conference Committee Report, but in the original budget repair bill:
Earned Income Tax Credit Changes
Agency Lapses by DOA Secretary
Debt Restructuring
All MA Deficit Payments
Ability to Sell State Power Plants
Corrections Deficit Payment
An ETF Study on Different Health Insurance Options for State Employees
$28 Million Transfer. to Reduce Health Insurance Premiums for State Employees
Encouraging Wellness for State Employees
Audit Dependent Eligibility for State Employees
Changes in Health Board Membership
This links to the fiscal items in the second budget repair bilL
http://legis.wisconsin.gov/lfb/2011-13Bills/2011 04 01 SSSB 12 SSAB 13.pdf.
Regarding whether collective bargaining is a fiscal issue, it has a "fiscal effect" on local
governments but does not appropriate funds by definition in the Constitution. See
Governor's collective bargaining fiscal abuses,
http://walker.wi.gov /mediaroom .asp?locid= 177.
Waylon Hurlburt
Policy Advisor
State of iisconsin
(608)266-9709
From: Polzin, Cindy M- GOV
Sent: Friday, April 15, 2011 10:27 AM
Subject: FW: Listening session
1
From: Sen.Fitzgerald [mailto:Sen.Fitzgerald@legis.wisconsin.govl
Sent: Friday, April15, 2011 9:50AM
Subject: FW: Listening session
Cindy- we had office hours in Juneau last night and this question was asked over and over- can you have someone from
the Walker team email me back with the answers? Thanks. CB
From: LOUIS [ m ; ~ l
Sent: Friday, April 15,
To: Sen.Fitzgerald
Subject: Listening session
I attended the listening session last night at Juneau. I am a moderate independent voter. I have never been a
state,county,city,village(I served as a village trustee),teacher employee. There were a lot of good questions
asked. There was very few that were answered by you. Most of the answers given were finger pointing to
someone else. You mentioned there were 6 items why the collective bargaining was taken from the Budget
Repair Bill. When you were asked what they were you could not give even one item answer to the question. I
find this very unacceptable. I REQUEST YOU REPLY TO ME WHAT THESE 6 ITEMS ARE. I also find it
hard to believe that collective bargaining was a Fiscal item in the first place. This is just you working as a union
buster for Gov. Walker. I am very upset for the way you are handling the budget repair bill and now the budget
bill. I hope and urge you listen to your voters in your district and vote their concerns and not just A RUBBER
STAMP FOR YOUR PARTY.
Louis Wolff
I AWAIT YOUR TIMELY RESPONSE TO MY REQUEST FOR THE 6 ITEMS.
2
Mohr, Mark - GOV
From:
Sent:
To:
Cc:
Subject:
Nice
Ryan Murray
Murray, Ryan M - GOV
Tuesday, March 15, 2011 4:39 PM
Hogan, Pat- GOV
RE: Oh, to be a tech faculty member in Wisconsin!?
Director of Policy and Legislative Affairs
Main: 608-266-1212
Email: r.murray@wisconsin.gov
Sent: Tuesday, March 15, 2011 10:30 AM
Cc: Hogan, Pat- GOV
Subject: FW: Oh, to be a tech faculty member in Wisconsin!?
I thought you would enjoy these tech school stats.
Waylon Hurlburt
State of Wisconsin
{608)266-9709
Sent: Tuesday, March 15, 2011 10:29 AM
To: OBrien, Kyle - LEGIS
Cc: Froelich, Brooke - LEGIS; Nygren, John - LEGIS
Subject: Oh, to be a tech faculty member in Wisconsin!?
It is unfortunate that Northeast Wisconsin Technical College is trying to use MMC as a pawn
in their quest to raise property taxes. Governor Walker's budget repair bill savings exceed his
budget reductions for technical colleges by $22.4 million. They are one of the biggest
winners as a percentage of total savings of any state aid beneficiary.
Make no mistake; what NWTC is trying to do is push all of the aid reductions on to the
property tax levy instead of asking for their employees to contribute 50% of their pension and
1
make savings adjustments to their health plans. If property tax controls were not in place in
the biennial budget, it is estimated that the average homeowner would have their property
taxes rise by $736 over the next two years. In 2010, property taxes as a percentage of
personal income rose to their highest level since 1996 as levy growth exceeded the growth in
personal income.
This type of complete disconnect from the realities of double digit unemployment in
Northeast Wisconsin by Northeast Wisconsin Technical College is deplorable. The average
faculty salary at the college, from a 2007 audit was over $82,406 per year and that doesn't
include their benefit packages that average more than $22,000 per year. From this same
audit, it was reported 38 of the staff at the college earn more than $100,000 per year in
salary alone.
Sources: Governor Walker's budget in brief, and http://legis.wisconsin.gov/lab/reports/07-
2full.pdf
Another point regarding collective bargaining:
Staff at technical colleges also earn more for teaching more classes due to 'collective
bargaining' agreements. At Northeast Wisconsin Technical College, "a faculty member
earned 186.2 percent more than her base salary of $66,918, or an additional $7 24,610,
primarily by teaching 13 additional courses during the academic year, including on-line and
other nontraditional courses, and 4 courses during the summer session."
WTCS salaries are some of the highest in the nation: For the 2004-05 academic year, the
average base salary reported for full-time WTCS faculty was the third-highest reported
nationally: $61 ,065.
Waylon Hurlburt
State of Wisconsin
{608)266-9709
2
Mohr, Mark - GOV
From: Esser, Eric - GOV
Sent:
To:
Friday, May 13, 2011 6:05 PM
Jackson, Tami - OJA
Cc: Hurlburt, Waylon - GOV
Subject: RE: OJA: Interoperability Council Appointments
HiTami,
The three who are up this month continue to serve until re-appointed or replaced. Please note I have not received any
applications for the Council (including the three May expired members). We will seek out folks for the Council.
Thanks,
Eric Esser
Appointments Director
Office of Governor Walker
Post Office Box 7863
Madison, Wisconsin 53707-7863
608/266-1212
From: Jackson, Tami - OJA
Sent: Tuesday, May 10, 2011 3:56 PM
To: Esser, Eric - GOV
Subject: OJA: Interoperability Council Appointments
Hi Eric,
We touched base a couple of months ago about gubernatorial appointments for the lnteroperability Council (statutory
membership requirements pasted below my signature).
The Council has a total of 15 members, 5 of which are designees of state agencies, and 10 of which are appointed by the
Governor for staggered for year terms.
Of the 10 gubernatorial appointments, there were four existing vacancies at the beginning of Governor Walker's term and
three additional appointments have become vacant as of May 1
5
', 2011 (the date these terms expired). So 7 of the 10
appointed Council member positions are currently vacant.
All five state agency leaders have designated someone to serve on the Council. They are as follows:
Greg Engle (Office of Justice Assistance)
State Patrol is Jeff Ohmstad (DOT, Wisconsin State Patrol)
Rob Rude (Wisconsin Emergency Management)
Randy Stark (Department of Natural Resources)
Mark Wahl (Department of Administration)
The next scheduled lnteroperability Council meeting is June 16
1
h I am assuming that the three folks whose appointments
just expired do not continue to serve on the Council until a replacement is named? If that is the case, we will not be able
to make a quorum for the next meeting if no appointments have been made.
7ami 9achon
Office of Justice Assistance
PIO & Legislative Liaison
1
Office:
Membership requirements outlined in state statutes
15.107(18)
(18) Interoperability council.
15.107(18)(a)
(a) There is created an interoperability council; attached to the department of administration under s. 15.03.
15.107(18)(b)
(b) The council consists of all of the following:
15.1 07(18)(b) 1.
1. The executive director of the office of justice assistance, the adjutant general, the secretary of natural
resources, the secretary of transportation, and a representative from the department of administration with
knowledge of information technology, or their designees.
15.1 07(18)(b )2.
2. Ten members appointed by the governor for staggered 4-year terms, including a chief of police, a sheriff, a
chief of a fire department, a director of emergency medical services, a local government elected official, a local
emergency management director, a representative of a federally recognized American Indian tribe or band in
this state, a hospital representative, a local health department representative, and one other person with relevant
experience or expertise in interoperable communications.
15.107(18)(c)
(c) The governor shall designate a member of the council as the chairperson and a member as the vice
chairperson.
2
Oling, Lane - GOV
From:
Sent:
To:
Curt Witynski ~ >
Tuesday, February 22, 2011 4:26 PM
Subject: RE: Pension Question
Thanks Waylon. I appreciate the information.
*****************************************
Curt Witynski
Assistant Director
League of Wisconsin Municipalities
122 West Washington Ave.
Madison, WI 53703
From: Hurlburt, Waylon - GOV [mailto:Waylon.Hurlburt@wisconsin.govl
Sent: Tuesday, February 22, 2011 3:57 PM
To: Curt Witynski
Subject: Pension Question
Curt,
Our DOA analyst believes that:
"if you are a public safety employee, the terms of the current (or future] collective
bargaining agreement are what is relevant. At the end of an existing contract, the
employer can choose to pay the employee share for the public safety employees as they
do now or not but that would have to be collectively bargained."
One question I had after speaking to you today is, if there are municipalities that are
concerned that fire and police are not included in the budget adjustment bill, what is
standing between them and asking police and fire unions to contribute more now? Can't
they just ask the unions to contribute more now and bargain over it through the process in
current law?
I will let you know if I find out anything different on the pensions.
Waylon Hurlburt
State of iisconsin
1
(608)266-9709
2
Oling, Lane - GOV
From:
Sent:
To:
Cc:
Hogan, Pat- GOV
Monday, March 07, 2011 3:19 PM
Brett Healy; Hurlburt, Waylon - .GOV
Christian D'Andrea
Subject: RE: question
Brett,
This definitely helps us out. Thanks again for the help.
Patrick Hogan
From: Brett Healy rmailto. ]
Sent: Monday, March 07, 2011 3:13 PM
To: Hogan, Pat" GOV; Hurlburt, Waylon - GOV
Cc: Christian D'Andrea
Subject: question
The first link is from MPS' budget committee work last year. Starting on page 69 of this document, under the
title "Committee on Strategic Planning and Budget," the administration lays out for the school board the
changes to various benefits and the cost to the school district ofthe changes.
The second document is a press release put out by the last Superintendent, Andrekopoulos, talking about he FY
11 budget challenges and the second teacher pension is mentioned.
Reports of Standing Committees - Strategic Planning and Budget 69
COMMITTEE ON STRATEGIC PLANNING AND BUDGET
(ITEM 1) OVERVIEW OF FY11 BUDGET
http://mpsportal.milwaukee.k12.wi.us/portal/server.pt/doc/63311/03-25-
10+Regular+Board+Blue+Book+-+Final?gid=44897186&rank=2
f. Teachers Supplemental Pension: The supplemental pension plan was
established in 1982 as part of the Milwaukee Teachers Education Association
(MfEA) collective bargaining agreement to provide members of MrEA wifu
benefits to supplement pension benefits which they receive from the WRS.
MPS is responsible to pay the annual required contribution as determined by
the actuary. Plan contributions' are a function of benefits, experience, and
investment performance. Lower than expected investment performance in
FY09 and expected lower FYlO investment performance and higher
experience have resulted in increased contribution for FY10 and FY11. FYll
costs are estimated to increase by 3.7%, from $16.0 million in FY10 to $16.6
million for FYll. The increase is attributed to the annual required
contribution determined by the actuary.
1
. Oling, Lane - GOV
From:
Sent:
To:
Cc:
Subject:
Werwie, Cullen J - GOV
Tuesday, March 15, 2011 5:34 PM
Schrimpf, Chris- GOV; Gilkes, Keith - GOV; Schutt, Eric - GOV; Murray, Ryan M - GOV
RE: release draft for tonight
My understanding is that their numbers are in line with ours, we just need to add in the health savings for a complete
analysis, which will be ready tomorrow from our budget shop.
Cullen Werwie
Press Secretary
Office of Governor Scott Walker
Press Office: {608) 267-7303
Email: Cullen. Werwie@ WI. Gov
www. walker. wi. qov
Sent: Tuesday, March 15, 2011 5:27 PM
To: Werwie, Cullen J - GOV; Gilkes, Keith - GOV; Schutt, Eric- GOV; Murray, Ryan M - GOV
. Subject: Re: release draft for tonight
Ok I haven't studied the lfb numbers only hesitation in delaying release is if the stories about lfb numbers are bad, then
it looks like we are responding to it, with stuff we created, rather than setting the record straight before the message is
established
From: Werwie, Cullen J- GOV
To: Schrimpf, Chris - GOV; Gilkes, Keith - GOV; Schutt, Eric- GOV; Murray, Ryan M - GOV
Subject: RE: release draft for tonight
Ryan and I discussed, we're going to have a fantastic breakdown tomorrow from our budget shop that compares LFB's
numbers+ health savings. I think we should do that tomorrow. I think our general comment should get any quotes in
stories about it over the night.
Cullen Werwie
Press Secretary
Press Office: {608} 267-7303
Email: Cullen. Werwie@WI.Gov
ll
www. walker. wi.qov
1
To: Werwie, Cullen J - GOV; Gilkes, Keith - GOV; Schutt, Eric - GOV; Murray, Ryan M - GOV
Subject: Re: release draft for tonight
Should we send out our numbers?
Got it, sending out momentarily.
Cullen Werwie
Press Secretary
Press Office: (608) 267-7303
Email: Cullen. Werwie@ WI. Gov
www. walker. wi.qov
To: Werwie, Cullen J
I'm not sure if stagnant unemployment is the right term. I would say unemployment that is still too high. Stagnant is a
technical term
To: Schrimpf, Chris -
Subject: release draft for toniaht
Let me know what you think of this, ASAP if possible. I'm running it by Ryan and Keith at the same time to see
if anyone has any edits. It hink we should get it out this afternoon to try and get in the paper tomorrow.
March 15, 2011
For Immediate Release
Contact: Cullen Werwie, (608) 267-7303
Governor Walker's Budget Protects Education and Local Government Jobs
Madison-Today the nonpartisan Legislative Fiscal Bureau (LFB) released numbers confirming what Governor
Walker has been saying all along regarding" the amount of savings realized from the budget repair bill.
According to LFB the savings realized from the pension reforms alone in the budget repair bill will account for
a majority of the school aid reductions in proposed 2011-13 biennial budget. When $68 million of savings is
factored in for school districts switching from the expensive WEA Trust health insurance program to the state
2
plan, the proportion of savings to reductions improves-and that is before an increase in the amount of
money employees pay toward their health insurance is factored in.
The main reason school aids are declining is because in the previous biennial budget, $789 million was used
from the federal stimulus to backfill general fund aid shortfalls to K-12 education. Governor Walker's budget
addresses the hole left from the use of one-time money without widespread layoffs or massive tax increases
by enacting modest pension and health insurance reforms.
Additionally, LFB's numbers show the savings that will materialize from the pension reforms at the local levels
of government.
Below is a statement from Governor Walker commenting on lFB's release:
With the state facing a massive budget deficit, stagnant unemployment, and an ever growing government that
taxpayers can no longer afford to support, I stood up to the status quo and introduced a bold set of reforms
that improve services and control costs.
The numbers released by the Legislative Fiscal Bureau today show that the reforms contained in the budget will
avoid layoffs and protect middlec/ass taxpayers all across Wisconsin, in addition to the changes to collective
bargaining which will ultimately improve education.
Below is a link to the LFB document estimating these savings: http://legis.wisconsin.gov/lfb/2011-
13%20Budget/Governor/2011 03 15 Retirement%20Savings.pdf
###
3
Oling, Lane - GOV
From: Schrimpf, Chris- GOV
To:
Cc:
Werwie, Cullen J - GOV; Gilkes, Keith - GOV; Schutt, Eric - GOV; Murray, Ryan M - GOV
Ok. Trust you guys on what the numbers say
From: Werwie, Cullen J - GOV
Sent: Tuesday, March 1S, 2011 OS:34 PM
To: Schrimpf, Chris - GOV; Gilkes, Keith - GOV; Schutt, Eric - GOV; Murray, Ryan M - GOV
Cc: Hurlburt, Waylon - GOV
My understanding is that their numbers are in line with ours, we just need to add in the health savings for a complete
analysis, which will be ready tomorrow from our budget shop.
Cullen Werwie
Press Secretary
Press Office: {608} 267-7303
Email:
www. walker. wi.qov
Ok I haven't studied the lfb numbers only hesitation in delaying release is if the stories about lfb numbers are bad, then
it looks like we are responding to it, with stuff we created, rather than setting the record straight before the message is
established
From: Werwie, Cullen J - GOV
To: Schrimpf, Chris - GOV; Gilkes, Keith - GOV; Schutt, Eric- GOV; Murray, Ryan M - GOV
Ryan and I discussed, we're going to have a fantastic breakdown tomorrow from our budget shop that compares LFB's
numbers+ health savings. I think we should do that tomorrow. I think our general comment should get any quotes in
stories about it over the night.
Cullen Werwie
Press Secretary
Press Office: {608} 267-7303
1
www. walker. wi.qov
Should we send out our numbers?
Got it, sending out momentarily.
Cullen Werwie
Press Secretary
Press Office: {608) 267-7303
Email:
www. walker. wi. qov
Sent: Tuesday, March 15, 2011
To: Werwie, Cullen J -
I'm not sure if stagnant unemployment is the right term. I would say unemployment that is still too high. Stagnant is a
technical term
To: Schrimpf, Chris -
Subject: release draft for tonight
Let me know what you think oft his, ASAP if possible. I'm running it by Ryan and Keith at the same time to see
if anyone has any edits. It hink we should get it out this afternoon to try and get in the paper tomorrow.
March 15, 2011
For Immediate Release
Contact: Cullen Werwie, {608) 267-7303
Governor Walker's Budget Protects Education and Local Government Jobs
2
Madison-Today the nonpartisan Legislative Fiscal Bureau (LFB) released numbers confirming what Governor
Walker has been saying all along regarding the amount of savings realized from the budget repair bill.
According to LFB the savings realized from the pension reforms alone in the budget repair bill will account for
a majority ofthe school aid reductions in proposed 2011-13 biennial budget. When $68 million of savings is
factored in for school districts switching from the expensive WEA Trust health insurance program to the state
plan, the proportion of savings to reductions improves-and that is before an increase in the amount of
money employees pay toward their health insurance is factored in.
The main reason school aids are declining is because in the previous biennial budget, $789 million was used
from the federal stimulus to backfill general fund aid shortfalls to K-12 education. Governor Walker's budget
addresses the hole left from the use of one-time money without widespread layoffs or massive tax increases
by enacting modest pension and health insurance reforms.
Additionally, LFB's numbers show the savings that will materialize from the pension reforms at the local levels
of government.
Below is a statement from Governor Walker commenting on LFB's release:
With the state facing a massive budget deficit, stagnant unemployment, and an ever growing government that
taxpayers can no longer afford to support, I stood up to the status quo and introduced a bold set of reforms
that improve services and control costs.
The numbers released by the Legislative Fiscal Bureau today show that the reforms contained in the budget will
avoid layoffs and protect midd!eclass taxpayers all across Wisconsin, in addition to the changes to collective
bargaining which will ultimately improve education.
Below is a link to the LFB document estimating these savings: http://legis.wisconsin.gov/lfb/2011-
13%20Budget/Governor/2011 03 15 Retirement%20Savings.pdf
###
3
Oling, Lane - GOV
Sent:
To:
Friday, March 18, 2011 11:30 AM
Fiocchi, Tim - LEGIS
Cc: Murray, Ryan M - GOV; Polzin, Cindy M - GOV
Subject: RE: Represented vs. Non-Represented Police and Fire
Jason Culotta informed me DOT is working on the transit information we talked about. Jason will be in charge of that.
On the email below, there is no restriction on asking the represented police and fire for the same contributions as
everyone else. If collective bargaining didn't have a cost and wasn't the hurdle to doing this before the bill passed, than
it shouldn't be now either.
If Mr. Bliven wants non reps to be exempt as well, than the savings will be further reduced making it even harder for
locals to deal with the cuts.
Wish I had an easier answer for you.
Waylon Hurlburt
State of Wisconsin
(608)266-9709
From: Fiocchi, Tim [mailto:Tim.Fiocchi@legis.wisconsin.gov]
Sent: Friday, March 18, 201111:13 AM
To: Hurlburt, Waylon- GOV
Subject: FW: Represented vs. Non-Represented Police and Fire
Hey,
I forgot to ask about this when you stopped in. Any thoughts?
Tim
From: ben bliven @ill.!!<;!;
Sent: Friday, March 18, 2011 7:37AM
To: Sen. Fitzgerald; Sen.Miller; Sen.Galloway; Rep. Barca; Rep.Suder; Rep. Petrowski; Rep.Seidel
Subject: Represented vs. Non-Represented Police and Fire
1
I am writing this email to communicate an obvious oversight in the recent collective bargaining legislation. I am a police
lieutenant at the Wausau Police Department. My union represented co-workers (who are both friends and
subordinates) are exempt from the 5.8% pension employee contribution mandate in the recent bill. Police and fire
supervisors, however, are NOT union represented and, therefore, are required by the new law to pay the 5.8%
employee contribution.
Over the past month while our state has seen thousands of protestors on both sides of this controversial bill, I have been
at work defending this legislation. I found I was one of very few supporters of this legislation in my line of work. Of
course, there are parts of the bill I have issues with, but largely, I recognize the need to help solve the budget crisis.
My issue, though, is the dichotomy that has b e e ~ created between management in the protective services and line level
employees. Prior to the legislation, many police officers did not want to pursue supervisory positions because of the
demand, liability, and expectations placed on these positions. When promoted five years ago, I earned less money for
the first year and a half due to loss of overtime and a modest 5% base pay increase. Overtime, of course, is much more
available to union members.
Now, with the recent collective bargaining legislation, officers who seek a promotion to a non-represented, supervisory
position, will certainly earn less take home money because of the discrepancy in employee pension contributions. We
have excellent employees I am proud to work with at the Wausau Police Department. But, I fear we may not get the
best employees to seek a promotion to supervisor because of this law. I am sure this was an unintended consequence
of the legislation as written, however, it needs to be corrected.
Thank you for your efforts to do what you believe is right regardless of your political affiliation. This bill has created
great debate and public involvement in the political process that is necessary in our democracy. I look forward to your
response.
Ben Bliven
2
Oling, Lane - GOV
From:
Sent:
To:
Subject:
Attachments:
Waylon,
Quinn, Brian D - DOA
Monday, March 07, 2011 3:00 PM
RE: Second Milw. Teacher Pension?
MPS CAFR- 2010.pdf
I'm still trying to verify the 4.2% contribution amount. In the attached CAFR, the amount on page 67 (1 01 of the PDF)
would suggest a contribution rate at about 1.25% for the Supplemental Early Retirement Plan (SERP). However, the
annual contributions made appear to be far below what is the required contribution. You will see that the required
contribution is $15,641,408 (about 4.4% of covered payroll) and that the actual contribution made was $4,365,123 (right
around 1.25%). The covered payroll amount is not the same as it is for the WRS portion as the eligibility is somewhat
different. In any case, the plan is only about 44% funded, largely due to consistently lower than required contributions,
which is a problem highlighted in this WPRI report: http://www.wpri.org/ReportsNolume22Noi22No8Noi22NoB.html
As for the higher WRS share (the 13% mentioned in the article, I think that is because the required contribution rates used
to be higher than they are now. According to page 60 of the CAFR (94 of the PDF), the total contribution was 10.4% of
covered payroll for 2009 (which is increasing to 11.6% this year).
Let me know if you have questions while I try to verify the amount in the article.
-Brian
Sent: Monday, March 07, 2011 12:43 PM
To: Quinn, Brian D - DOA
Cc: Hanle, Bob - DOA
Subject: Second Milw. Teacher Pension?
http://online.wsj.com/article/SB 100014240527 4870340860457 6164290717724956.html
Teachers' Supplemental Pension. In addition to the state pension, Milwaukee public-school teachers
receive an additional pension under a 1982 collective-bargaining agreement. The distdct contributes
an additiona/4.2% of teacher sa/aries to cover this second pension. Teachers contribute nothing.
Here is a link to the contract. I think this provision is on page 83 and 84.
http://www.mtea.org/User/MimlitzaffEACHER0709.pdf
Thanks for letting me know if this claim in a WSJ article is true.
Waylon Hurlburt
1
State of Wisconsin
{608)266-9709
2

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