Opinion ID: 6494060
Heading Depth: 3
Heading Rank: 1

Heading: The HLRB had jurisdiction to determine disputes over the selection of the neutral arbitrator

Text: Chapter 89, entitled “Collective Bargaining in Public Employment,” sets forth a specific statutory scheme that granted the HLRB jurisdiction over the impasse process in the instant case, including disputes regarding the selection of the neutral arbitrator. Chapter 89 provides that “it is the public policy of the State to promote harmonious and cooperative relations between government and its employees and to protect the public by assuring effective and orderly operations of government.” HRS § 89—1(b) (2012). One purpose of chapter 89 is “to provide a rational method for dealing with disputes and work stoppages[.]” HRS § 89-1(a) (2012). “[T]o administer the provisions of chapters 89 and 377,” and effectuate their policies, the legislature created the HLRB. HRS § 89—1(b)(3) (2012); see also Hawai'i Gov’t Emps. Ass’n v. Lingle (HGEA), 124 Hawai'i 197, 204, 239 P.3d 1, 8 (2010) (citing S. Stand. Comm. Rep. No. 597-82, in 1982 Senate Journal, at 1202), and granted it express powers to: “[rjesolve controversies under this chapter”; and “[cjonduct proceedings on complaints of prohibited practices by employers, employees, and employee organizations and take such actions with respect thereto as it deems necessary and proper[.]” HRS § 89—5(i) (2012). Under HRS § 89-14, the legislature also granted the HLRB “exclusive original jurisdiction” over “[a]ny controversy concerning prohibited practices[.]” Pursuant to HRS § 89-13, “It shall be a prohibited practice for a public employer [or bargaining unit representative] wilfully to: [rjefuse to participate in good faith in the mediation and arbitration procedures set forth in section 89-11; [r]e-fuse or fail to comply with any provision of this chapter; [or] [violate the terms of a collective bargaining agreement[.]” HRS § 89—13(a)(6)—(8); id. § 89-13(b)(3)-(5). The legislature also set forth a specific procedure to be followed in the circumstances of this case, namely, an impasse 14 between a public employer and bargaining unit representative. If the impasse involves critical bargaining units, 15 as it does here, HRS § 89-11 mandates that the HLRB “shall assist in the resolution of the impasse” through mediation during the first twenty days of impasse. HRS § 89-11(e) (2012). If the impasse continues beyond twenty days of the date of impasse, the parties are statutorily required to enter into arbitration pursuant to HRS § 89-11(e)(2). Section 89—11(a) further provides that parties “may enter, at any time, into a written agreement setting forth an alternate impasse procedure culminating in an arbitration decision pursuant to subsection (f)[.]” 16 In addition, “the alternate impasse procedure shall specify whether the parties desire an arbitrator or arbitration panel, how the neutral arbitrator is to be selected or the name of the person whom the parties desire to be appointed as the neutral arbitrator, and other details regarding the issuance of an arbitration decision.” HRS § 89-ll(a). HRS § 89-ll(a) further provides that the “[HLRB] shall permit the parties to proceed with their procedure and assist at times and to the extent requested by the parties in their procedure.” In summary, although HRS § 89-11 permits an alternate impasse procedure, the procedure still must culminate in arbitration consistent with subsection (f), with the HLRB specifically tasked with overseeing and assisting this process. Here, the parties set forth an alternate impasse procedure in their March 3, 2009 MOA, more than twenty days after the February 1, 2009 date of impasse. By the time the parties entered into the MOA, they were mandated by HRS § 89-ll(e) to enter into an impasse procedure that culminated in interest arbitration. The MOA reflects this fact, indicating that it was entered into “[p]ursuant to subsection 89-ll(a), Hawaii Revised Statutes[.]” The MOA further provided that the arbitration would be conducted according to HRS § 89—11(f), which requires the arbitration panel to expressly consider ten factors in reaching its decision. 17 Moreover, whereas the parties were mandated to enter into an impasse procedure, the HLRB had the authority and responsibility of overseeing the entire alternate impasse process, under HRS § 89-ll(e) and the HLRB’s general powers, granted by HRS § 89-5. See HRS § 89-5(i) (“In addition to the powers and functions provided in other sections of this chapter, the board shall: ... (3) [r]e-solve controversies under this chapter; (4) [c]onduet proceedings on complaints of prohibited practices by employers, employees, and employee organizations and take such actions with respect thereto as it deems necessary and proper[.]”). When the parties in the instant case brought prohibited practice complaints alleging that the other party had wilfully violated the alternate impasse procedure in the MOA, the HLRB then had exclusive original jurisdiction over the parties’ dispute pursuant to HRS § 89-14. Under HRS § 89-14, the HLRB has “exclusive original jurisdiction” over “[a]ny controversy concerning prohibited practices[.]” According to HRS § 89-13, “[i]t shall be a prohibited practice for a public employer [or bargaining unit representative] wilfully to: [r]efuse to participate in good faith in the mediation and arbitration procedures set forth in section 89-11; [r]efuse or fail to comply with any provision of this chapter; [or] [violate the terms of a collective bargaining agreement[.]” HRS §§ 89-13(a)(6)-(8) and 89—13(b)(3)—(5). Each party alleged in its prohibited practice complaint that the other party wilfully violated HRS § 89-13 by refusing to comply with HRS § 89-11. The HLRB therefore had exclusive original jurisdiction over the issues regarding the selection of the neutral arbitrator, pursuant to HRS § 89-14.