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PPS-5. VFTF.RANs PRFFENENCE AND MILITARY LRAVF.S (B) (cont'd) <br />The law should provide for a selection of a single hearing procedure and <br />eliminate any requirement for salary payment pending the hearing when the <br />veteran does not request a hearing within ten days or when an impartial hearing <br />body determines that the dismissal was for Just cause. <br />This pay differential should apply for a period of 30 calendar days. When <br />an employee is ordered to report for duty for a period longer than 30 calendar <br />days per year, no additional seniority status, efficiency rating, vacation, sick <br />leave, or other benefits shall accrue during the period of active duty. Unless <br />there exists, at the time of an order to report for duty, a war or declared <br />emergency, the employee shall not be entitled to a leave of absence without pay <br />and the employee's public employment shall be considered terminated. <br />PPS-6. MINNESOTA PUBLIC EMPLOYMENT LABOR RELATIONS ACT (B) <br />The history of bargaining in the public sector has indicated that if <br />properly prepared for, even strikes by "essential employees" do not unduly <br />threaten public health and safety. In contrast, the prohibition of the right to <br />strike has forced undue reliance on arbitration, which usually has resulted in <br />large compensation awards to essential employees. For these reasons the League <br />recommends that legislation he enacted that gives public employers the option of <br />either cequesttng arbitration within a specific time or allowing essential <br />employees to legally strike. <br />The 1963 legislature reduced the period of time part-time employees must be <br />employed before they are considered employees covered by PELRA. This has <br />resulted in higher wages for some part-time employees but, more significantly, <br />has resulted in cities hiring fewer part -rime employees. Additionally, many <br />employees who view their work as temporary or transitory in nature, have been <br />asked to pay their fair share of union dues, evon though they receive no benefit <br />from union membership. Experience with the law over the last two years has <br />dluted general dissatisfaction with the law by every affected party except <br />unions representing primarily lull -time employees. <br />16- <br />