Asma Masri v. State of Wisconsin Labor and Industry Review

2014 WI 81

SUPREME COURT OF WISCONSIN
CASE NO.: 2012AP1047
COMPLETE TITLE: Asma Masri,
Petitioner-Appellant-Petitioner,
v.
State of Wisconsin Labor and Industry Review
Commission,
Respondent-Respondent,
Medical College of Wisconsin, Inc.,
Interested Person-Respondent.

REVIEW OF A DECISION OF THE COURT OF APPEALS
348 Wis. 2d 1, 832 N.W.2d 139
(Ct. App. 2013 – Published)
PDC No: 2013 WI App 62

OPINION FILED: July 22, 2014
SUBMITTED ON BRIEFS:
ORAL ARGUMENT: March 13, 2014

SOURCE OF APPEAL:
COURT: Circuit
COUNTY: Milwaukee
JUDGE: William S. Pocan

JUSTICES:
CONCURRED:
DISSENTED: BRADLEY, J., ABRAHAMSON, C.J., dissent. (Opinion
filed.)
NOT PARTICIPATING:

ATTORNEYS:
For the petitioner-appellant-petitioner, there were briefs
by Lawrence G. Albrecht, Aaron P. McCann, Katie S. Lonze and
First, Albrecht & Blondis, S.C., Milwaukee, and oral argument by
Lawrence G. Albrecht.

For the respondent-respondent, the cause was argued by
Steven C. Kilpatrick, assistant attorney general, with whom on
the brief was J.B. Van Hollen, attorney general.
 For the interested person-respondent, there was a brief by
Amy Schmidt Jones, Kirk A. Pelikan, and Michael Best & Friedrich
LLP, Milwaukee, and oral argument by Amy Schmidt Jones.

An amicus curiae brief was filed by Timothy W. Feeley, Sara
J. MacCarthy, and Hall, Render, Killian, Heath & Lyman, P.C.,
Milwaukee, on behalf of the Wisconsin Hospital Association.

2
 2014 WI 81
NOTICE
This opinion is subject to further
editing and modification. The final
version will appear in the bound
volume of the official reports.
No. 2012AP1047
(L.C. No. 2011CV15410)

STATE OF WISCONSIN : IN SUPREME COURT

Asma Masri,

Petitioner-Appellant-Petitioner,

v.

State of Wisconsin Labor and Industry Review
FILED
Commission,
JUL 22, 2014
Respondent-Respondent,
Diane M. Fremgen
Clerk of Supreme Court
Medical College of Wisconsin, Inc.,

Interested Person-Respondent.

REVIEW of a decision of the Court of Appeals. Affirmed.

¶1 DAVID T. PROSSER, J. This is a review of a

published decision of the court of appeals1 affirming a circuit

court order that affirmed a Labor and Industry Review Commission

(LIRC) determination.

1
Masri v. LIRC, 2013 WI App 62, 348 Wis. 2d 1, 832
N.W.2d 139.
 No. 2012AP1047

¶2 The case requires statutory interpretation to

determine whether uncompensated interns are entitled to the

anti-retaliation protections of Wis. Stat. § 146.997 (2007-08)2——

Wisconsin's health care worker protection statute. Because this

case involves an administrative agency's interpretation of

§ 146.997, we must also determine the level of deference, if

any, to grant LIRC, which, in conjunction with the Department of

Workforce Development (DWD), is charged with administering the

statute.

¶3 Asma Masri (Masri) was a doctoral student at the

University of Wisconsin-Milwaukee (UWM) when she began work as a

"Psychologist Intern" in the Division of Transplant Surgery at

the Medical College of Wisconsin (MCW). MCW assigned Masri to

the transplant surgery unit at Froedtert Hospital. MCW ended

Masri's internship after she met with an MCW administrator to

report "clinical/ethical" concerns. Masri contends that the

termination of the internship violated Wis. Stat. § 146.997,

which provides that certain health care employers and their
employees may not take "disciplinary action against . . . any

person" who in good faith reports violations of state or federal

laws, regulations, or standards. Wis. Stat. § 146.997(3)(a).

Wisconsin Stat. § 146.997(1)(b) adopts the definition of

"disciplinary action" given in Wis. Stat. § 230.80(2), namely,

"any action taken with respect to an employee." Wis. Stat.

2
All subsequent references to the Wisconsin Statutes are to
the 2007-08 version unless otherwise indicated.

2
 No. 2012AP1047

§ 230.80(2) (emphasis added). Thus, the pivotal question in

this case is whether Masri, as an unpaid intern, is an employee

and therefore protected by Wis. Stat. § 146.997(3)(a).

¶4 LIRC determined that § 146.997 applies only to an

employee, and that as an unpaid intern, Masri was not an

employee. Granting due weight deference to LIRC's decision, the

circuit court and the court of appeals both affirmed.

¶5 We conclude the following.

¶6 First, we accord LIRC's decision due weight deference

because LIRC has experience interpreting the meaning of

"employee" under various statutes and is charged with

administering Wis. Stat. § 146.997. The fact that LIRC had not

previously considered the specific question whether an unpaid

intern is an employee is not enough to abate the due weight

deference owed to the agency. See Jamerson v. Dep't of Children

& Families, 2013 WI 7, ¶47, 345 Wis. 2d 205, 824 N.W.2d 822.

¶7 Second, we agree with LIRC that Wis. Stat. § 146.997

applies only to employees, a category that does not include
interns who do not receive compensation or tangible benefits.

See Masri v. Med. Coll. of Wis., ERD No. CR200902766 (LIRC, Aug.

31, 2011). As Wis. Stat. § 146.997 does not define "employee,"

3
 No. 2012AP1047

we must give the term its ordinary meaning.3 State ex rel. Kalal

v. Circuit Court for Dane Cnty., 2004 WI 58, ¶45, 271

Wis. 2d 633, 681 N.W.2d 110. After consulting the language,

context, and structure of the statute, we conclude that LIRC's

interpretation is reasonable, and there is no more reasonable

interpretation. Because Masri received no compensation or

tangible benefits, she was not an employee of MCW and was

therefore not entitled to anti-retaliation protection under

§ 146.997(3)(a).

I. FACTUAL BACKGROUND AND PROCEDURAL HISTORY

¶8 Masri was a doctoral candidate at UWM when she began

working as an unpaid "Psychologist Intern" in MCW's Division of

Transplant Surgery on August 27, 2008. Masri worked 40 hours a

week and was introduced as a "Psychologist Intern." She

received an "all-access" badge for MCW and Froedtert Memorial

Lutheran Hospital (Froedtert)4 and had complete access to patient

3
Wisconsin Stat. § 230.80, which lends its definition of
"disciplinary action" to Wis. Stat. § 146.997, does define the
term "employee." Wis. Stat. § 230.80(3). Under Wis. Stat.
§ 230.80(3), "'Employee' means any person employed by any
governmental unit . . . " with some exceptions. The definition
in § 230.80(3) is not helpful in the present case because it
fails to define "employed," which it uses in the definition of
"employee." Thus, even if we were to apply the § 230.80(3)
definition of "employee" to Masri, we would still have to define
"employed" according to its ordinary meaning.
4
According to Froedtert's letter to the Equal Rights
Supervisor, "Froedtert Hospital is a teaching and research
hospital providing tertiary-level health care services on both
an inpatient and outpatient basis. The physicians who provide
patient care at Froedtert Hospital are employees of the Medical
College of Wisconsin."

4
 No. 2012AP1047

records. On November 19, 2008, Masri met with MCW Department of

Surgery Administrator Jon Mayer (Mayer) to report

"clinical/ethical concerns." Masri alleges that after she

reported a few complaints, Mayer ended the meeting so that he

could discuss the report with Masri's supervisor, Dr. Rebecca

Anderson (Dr. Anderson), MCW's Director of Transplant

Psychological Services.5

¶9 Effective November 24, 2008, Dr. Anderson ended

Masri's internship. On August 6, 2009, Masri filed a standard-

form retaliation complaint against MCW and Froedtert with the

Equal Rights Division (ERD) of DWD. ERD matched the complaint

with Wis. Stat. § 146.997 as the anti-retaliation law under

which Masri might be protected.

¶10 On August 19, 2009, MCW responded to the complaint and

argued that Masri was not covered by Wis. Stat. § 146.997

because she was not an employee. MCW noted that Masri was a

student at UWM and was allowed to gain clinical experience at

MCW only as part of UWM's educational program. Moreover, MCW

5
When she talked with Mayer, Masri alleged that Dr.
Anderson's assistant told Masri to work as a social worker
(rather than a "Psychologist Intern") while the social worker in
the transplant unit was on vacation.

She alleged Dr. Anderson's assistant told her to prepare
two separate patient evaluations, which Masri refused to do.

Finally, Masri alleged that Dr. Anderson told her to create
a "borderline personality" diagnosis for a patient who had
received a possibly negligent breast cancer operation in order
to discredit the patient if she filed a malpractice suit. Masri
refused. Masri claims that Mayer cut her off but that she would
have continued with more complaints.

5
 No. 2012AP1047

claimed that it terminated Masri's internship due to concerns

with her performance and that these alleged concerns began

before Masri made her complaints to Mayer.6 MCW attached its

policy on whistleblowing to its letter responding to the

complaint. The MCW policy stated, "Wisconsin law (Wisconsin

Statue [sic] 146.977) prohibits retaliatory action by a health

provider against an employee who in good faith reports

[violations of state or federal law or standards or violations

of ethical standards]." (Emphasis added.) MCW also attached to

its response letter a series of Dr. Anderson's notes about

Masri's allegedly unsatisfactory performance beginning on

October 28, 2008.

¶11 On September 11, 2009, in a letter to Equal Rights

Supervisor James Drinan, Masri laid out the facts underlying her

complaint. Masri claimed that Dr. Anderson applied for grants

to obtain funding for Masri's position and that Dr. Anderson

promised her health insurance and parking. Masri eventually

received free parking at MCW but did not receive any
compensation or health insurance. Masri also contended that Dr.

6
MCW attached a document drafted by Dr. Anderson to a
letter it sent to Equal Rights Supervisor James Drinan. Dr.
Anderson's document is not dated, but it lists a series of
alleged issues with Masri's performance beginning on October 28,
2008. In her response to MCW's letter to the Equal Rights
Supervisor, Masri asked, "When, exactly, was this document
created, and where is the full chain of email and correspondence
relevant to this document's creation?" The record does not
indicate when Dr. Anderson drafted the list of alleged issues
with Masri's performance. In any event, because we conclude
that Masri is not protected under Wis. Stat. § 146.997, the
alleged issues with her performance are not at issue.

6
 No. 2012AP1047

Anderson was supposed to prepare an "Affiliation Agreement"

contract that would be executed between MCW and UWM,7 but Dr.

Anderson did not prepare that contract.

¶12 On September 15, 2009, an Equal Rights Officer issued

a Preliminary Determination and Order (Preliminary

Determination) that dismissed Masri's complaint. The

Preliminary Determination concluded that ERD did not have

jurisdiction under Wis. Stat. § 146.997 because Masri was an

unpaid intern, and therefore she was not an employee of either

MCW or Froedtert.

¶13 Masri appealed the Preliminary Determination as it

related to MCW on September 23, 2009.8 On appeal, Masri argued
7
UWM has a document called, "Internship in Counseling
Psychology[,] Department of Educational Psychology at The
University of Wisconsin-Milwaukee: A Handbook for Faculty,
Supervisors, and Students" (Internship Handbook). Under a
section titled "Personnel Arrangements," the Internship Handbook
states:

The intern should be employed under a contract
comparable to the psychological services staff
contracts within the internship setting. Salary,
fringe benefits, and travel allowances (if applicable)
should be specified in the contract. Office space,
equipment, and secretarial services should be provided
by the internship setting as well as some released
time for professional development.

There is also a section in the Internship Handbook titled
"Credits/Intern Status" that provides, "The student should have
a title such as 'intern,' 'resident,' or other similar
designation of trainee status. Full-time Ph.D. interns do not
need to register for intern credits, though they need to
maintain dissertator status."
8
Masri did not appeal the Preliminary Determination as it
related to Froedtert.

7
 No. 2012AP1047

that the investigator failed to properly investigate the

complaint and that the investigator's summary dismissal on

jurisdictional grounds was improper. She sent a letter dated

December 4, 2009, to the ERD Hearing & Mediation Section Chief

in which she argued that even if an "employee" must be someone

who receives compensation, that compensation may come in the

form of "tangible benefits." She argued that her all-access

badge, office space, support staff, and networking opportunities

constituted tangible benefits that made her an employee. She

also asserted that "Dr. Anderson had promised her health

insurance, employee parking, and financial grants-in-aid."

¶14 On January 14, 2010, an administrative law judge (ALJ)

for ERD affirmed the Preliminary Determination. The ALJ

determined that Wis. Stat. § 146.997 is limited to employees and

that Masri was not an employee because she received no financial

compensation.

¶15 Masri filed a petition for review with LIRC on

February 4, 2010. On August 31, 2011, LIRC issued a decision
affirming the ALJ's decision and adopting his findings and

conclusion as its own. Masri v. Med. Coll. of Wis., ERD No.

CR200902766 (LIRC, Aug. 31, 2011). In its decision, LIRC cited

Ratsch v. Mem'l Med. Ctr., ERD No. CR200504192 (LIRC, Mar. 10,

2006), for the proposition that Wis. Stat. § 146.997 applies

exclusively to employees. Masri v. Med. Coll. of Wis., ERD No.

CR200902766 (LIRC, Aug. 31, 2011). LIRC said that it had

previously looked at compensation to determine employment status
and noted that it is possible that a worker could be an employee
8
 No. 2012AP1047

based on tangible benefits other than salary. Id. However,

LIRC rejected Masri's argument that she received tangible

benefits that would make her an employee. Id. LIRC determined

that Masri's alleged tangible benefits——the security badge,

office space, parking, and support staff——all related to her

duties and had no independent value. Id. In addition,

networking opportunities were not tangible and could not be

assigned value. Id.

¶16 LIRC also determined that the fact that Masri's

supervisor told her she would have health insurance and had

applied for grants was not enough to confer employee status on

Masri since she never received those benefits. Id. Masri

suggested that the university's internship handbook evidenced an

employment relationship when it said that interns are supposed

to be paid and should receive a contract similar to the staff

with whom the intern worked. Id. LIRC rejected this argument

because Masri never entered into such a contract. Id. Finally,

LIRC rejected Masri's public policy argument that she should be
protected from retaliation because she was in an ideal position

to report illegal or unethical conduct. Id. LIRC declined to

extend coverage under Wis. Stat. § 146.997 where the legislature

did not, and it stated that "there is no authority to consider

an unpaid activity employment simply because of the importance

of the activity." Id. (citing Langer v. City of Mequon, ERD No.

199904168 (ERD, Oct. 30, 2000), aff'd Langer v. City of Mequon,

ERD No. 199904168 (LIRC, Mar. 19, 2001)).

9
 No. 2012AP1047

¶17 Masri filed a petition for review with the Milwaukee

County Circuit Court on September 27, 2011.9 Circuit Judge

William S. Pocan afforded due weight deference to LIRC's

interpretation of Wis. Stat. § 146.997 and determined that

LIRC's interpretation was reasonable and that there was not a

more reasonable interpretation. The circuit court concluded

that § 146.997 applies only to employees, and Masri was not an

employee. Consequently, the circuit court affirmed the LIRC

decision on April 2, 2012. Masri appealed.

¶18 In a published decision, a divided court of appeals

affirmed the circuit court. Masri v. LIRC, 2013 WI App 62, 348

Wis. 2d 1, 832 N.W.2d 139. Also affording due weight deference

to LIRC's decision, the court of appeals agreed with LIRC that

§ 146.997 applies only to employees and that Masri was not an

employee. Id., ¶8. In a passionate, policy-oriented dissent,

Judge Ralph Adam Fine argued that the purpose of § 146.997 is to

protect patients and that even uncompensated interns should be

protected from retaliation when they report illegal or unethical

9
MCW joined the action in the circuit court as an
interested person pursuant to Wis. Stat. § 227.53(2), which
reads in part:

Every person served with the petition for review
as provided in this section and who desires to
participate in the proceedings for review thereby
instituted shall serve upon the petitioner, within 20
days after service of the petition upon such person, a
notice of appearance clearly stating the person's
position with reference to each material allegation in
the petition and to the affirmance, vacation or
modification of the order or decision under review.

10
 No. 2012AP1047

conduct contemplated by § 146.997. See id., ¶44 (Fine, J.,

dissenting).

¶19 Masri petitioned this court for review, which we

granted on November 13, 2013.

II. STANDARD OF REVIEW

¶20 When there is an appeal from a LIRC determination, we

review LIRC's decision rather than the decision of the circuit

court. See Beecher v. LIRC, 2004 WI 88, ¶22, 273 Wis. 2d 136,

682 N.W.2d 29. Although statutory interpretation is a question

of law that this court generally reviews de novo, we may give

some deference to LIRC's decision. See UFE Inc. v. LIRC, 201

Wis. 2d 274, 284, 548 N.W.2d 57 (1996). We generally assign one

of three levels of deference to agency interpretations: great

weight deference, due weight deference, or de novo review. Keup

v. DHFS, 2004 WI 16, ¶12, 269 Wis. 2d 59, 675 N.W.2d 755. The

parties in this case dispute the appropriate level of deference.

As will be discussed below, we accord due weight deference to

LIRC's decision.10
III. DISCUSSION

¶21 DWD is the agency charged with administering Wis.

Stat. § 146.997. Wis. Stat. § 146.997(1)(a). LIRC is an

10
"[D]ue weight shall be accorded the experience, technical
competence, and specialized knowledge of the agency involved, as
well as discretionary authority conferred upon it." Wis. Stat.
§ 227.57(10).

11
 No. 2012AP1047

independent agency attached to DWD for administrative purposes,11

and if deference is appropriate, it goes to the decision of

LIRC. Wis. Stat. § 15.225(1); see DILHR v. LIRC, 193

Wis. 2d 391, 397, 535 N.W.2d 6 (Ct. App. 1995) ("Where deference

to an agency decision is appropriate, we are to accord that

deference to LIRC, not to the department.") (citing DILHR v.

LIRC, 161 Wis. 2d 231, 245, 467 N.W.2d 545 (1991)). Thus, in

this case, we review LIRC's interpretation of Wis. Stat.

§ 146.997. We grant one of three levels of deference to

administrative agency decisions: great weight, due weight, or de

novo review. Keup, 269 Wis. 2d 59, ¶12.

¶22 An agency's decision receives great weight deference

when all the following criteria are met:

(1) the agency [is] charged by the legislature with
the duty of administering the statute; (2) . . . the
interpretation of the agency is one of long-standing;
(3) . . . the agency employed its expertise or
specialized knowledge in forming the interpretation
[at issue]; and (4) . . . the agency's interpretation
will provide uniformity and consistency in the
application of the statute.
UFE Inc., 201 Wis. 2d at 284 (quoting Harnischfeger Corp. v.

LIRC, 196 Wis. 2d 650, 660, 539 N.W.2d 98 (1995)). Under great

weight deference, the reviewing court will not overturn an

agency's reasonable interpretation that does not conflict with

the statute's clear meaning even if the court believes there is

a more reasonable interpretation. Id. at 287.

11
A Brief History of LIRC, Wisconsin.gov,
http://dwd.wisconsin.gov/lirc/lrc_about.htm (last visited July
2, 2014).

12
 No. 2012AP1047

¶23 Reviewing courts apply due weight deference to agency

interpretations "when the agency has some experience in an area,

but has not developed the expertise which necessarily places it

in a better position to make judgments regarding the

interpretation of the statute than a court." Id. at 286. The

decision to apply due weight deference is based more on the fact

that the legislature charged the agency with administering the

statute than on the agency's specialized knowledge or expertise.

Id. Under due weight deference, a reviewing court will not

interfere with the agency's reasonable interpretation if it fits

within the purpose of the statute unless there is a more

reasonable interpretation available. Id. at 286-87.

¶24 Finally, reviewing courts use a de novo standard of

review "when the issue before the agency is clearly one of first

impression, or when an agency's position on an issue has been so

inconsistent so as to provide no real guidance." Id. at 285

(internal citations omitted). However, a reviewing court may

grant due weight deference to an agency's decision on an issue
of first impression if the agency is charged with administering

the statute and has experience with issues that the statute

addresses, even if the agency has not interpreted the particular

statutory provision at issue. See Jamerson, 345 Wis. 2d 205,

¶¶46-47. When a court uses a de novo standard of review, it

gives no deference to the agency's decision. Keup, 269

Wis. 2d 59, ¶16.

¶25 No party suggests that great weight deference is
appropriate in this case. Instead, the dispute is whether this
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 No. 2012AP1047

court should give LIRC's interpretation due weight deference or

no deference.

¶26 Masri argues that this court should interpret Wis.

Stat. § 146.997 de novo in part because the meaning of

"employee" in § 146.997 is a matter of first impression.

Although Masri is correct that LIRC has not yet determined

whether an unpaid intern is an "employee" under Wis. Stat.

§ 146.997, DWD and LIRC have experience interpreting statutes

relating to employment relationships. See, e.g., Langer v. City

of Mequon, ERD No. 199904168 (ERD, Oct. 30, 2000), aff'd Langer

v. City of Mequon, ERD No. 199904168 (LIRC, Mar. 19, 2001)

(stating that unpaid board of zoning appeals appointee was not

an employee under the Wisconsin Fair Employment Act); Ficken v.

Harmon Solutions Grp., ERD No. CR200003282 (LIRC, Feb. 7, 2003)

(stating that uncompensated volunteers are not "employees" and

therefore are not covered under the Wisconsin Fair Employment

Act).

¶27 Moreover, LIRC has considered the scope of "employee"
under § 146.997 and determined that the statutory reference to

any "person" did not extend protections to a former employee.

See Ratsch v. Mem'l Med. Cntr., ERD No. CR200504192 (LIRC, Mar.

10, 2006) ("The commission concludes that § 146.997 pertains

only to employees in spite of the reference in

§ 146.997(3) . . . to the prohibition against a health care

facility or health care provider taking 'disciplinary action'

against 'any person' . . . ."). Thus, even though LIRC has not
determined whether an unpaid intern is an "employee," it has
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 No. 2012AP1047

experience interpreting the scope of "employee" in several

contexts. The fact that an agency is deciding an issue of first

impression does not necessarily preclude the agency's decision

from receiving due weight deference if the agency is charged

with administering the statute at issue and has relevant

experience. See Jamerson, 345 Wis. 2d 205, ¶47.

¶28 Masri contends that LIRC's interpretation should not

receive due weight deference because it contravenes what she

argues are § 146.997's two related purposes: expanding

retaliation protection for health care workers and protecting

patients and public health by encouraging people to report

misconduct. However, the decision to accord due weight

deference to an agency's interpretation depends on whether the

agency is charged with administering the statute and whether it

has some expertise in the area involved, UFE Inc., 201

Wis. 2d at 286, not on purposes allegedly contained in the

statute. After the reviewing court determines that due weight

deference is appropriate, the court upholds an agency's
reasonable interpretation if it comports with the statute's

purpose and if no more reasonable interpretation is available.

Id. at 286-87. Thus, consideration of whether LIRC's decision

comports with the statute's purpose comes after we determine the

appropriate level of deference.

¶29 In sum, because the legislature charged LIRC with

administering § 146.997 and LIRC has experience analyzing

employment relationships, we give due weight deference to LIRC's
decision. We turn now to the language of the statute to
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 No. 2012AP1047

determine whether LIRC's interpretation is reasonable and

whether there is a more reasonable interpretation.

A. Interpretation of Wis. Stat. § 146.997

¶30 We begin our analysis with the language of the

statute, and we assume that the legislature's intent is

expressed therein. Kalal, 271 Wis. 2d 633, ¶¶44-45. "Statutory

language is given its common, ordinary, and accepted meaning,

except that technical or specially-defined words or phrases are

given their technical or special definitional meaning." Id.,

¶45 (citations omitted). In addition to the language, the

context and structure of the statute are important, and we

interpret the statute in light of "surrounding or closely-

related statutes." Id., ¶46. If the statute's meaning is

plain, the analysis ordinarily ends. Id., ¶45.

¶31 Because the subsections of Wis. Stat. § 146.997 are

closely related, we consider each subsection in turn. As will

be discussed, the statute demonstrates that it applies

exclusively to employees, and the ordinary meaning of "employee"
is someone who works for compensation or tangible benefits.

1. Language, Structure, and Context

¶32 Wisconsin Stat. § 146.997 lays out the health care

worker protection law. Subsection (1) of the statute begins

with several definitions but, important for this case,

§ 146.997(1) does not define "employee." Thus, as we interpret

the statute, we must attempt to give the word "employee" its

"common, ordinary, and accepted meaning." Kalal, 271
Wis. 2d 633, ¶45 (citations omitted).
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 No. 2012AP1047

¶33 Subsection (2) describes who may report violations of

state and federal laws and regulations:

Any employee of a health care facility or of a
health care provider who is aware of any information,
the disclosure of which is not expressly prohibited by
any state law or rule or any federal law or
regulation, that would lead a reasonable person to
believe any of the following may report that
information [to any of the enumerated
authorities] . . . .
Wis. Stat. § 146.997(2)(a) (emphasis added). The statute goes

on to list the kinds of violations that employees may report.

Subsection (2) also states that "[a]ny employee of a health care

facility or health care provider may initiate, participate in or

testify in any action or proceeding in which a violation

specified in par. (a)1. or 2. is alleged." Wis. Stat.

§ 146.997(2)(c) (emphasis added). Finally, subsec. (2)

provides, "Any employee of a health care facility or health care

provider may provide any information relating to an alleged

violation specified in par. (a)1. or 2. to any legislator or

legislative committee." Wis. Stat. § 146.997(2)(d) (emphasis

added). Thus, the statute addresses only one category of people

bringing complaints: employees.

¶34 Subsection (3) contains the anti-retaliation provision

at issue in this case:

No health care facility or health care provider
and no employee of a health care facility or health
care provider may take disciplinary action against, or
threaten to take disciplinary action against, any
person because the person reported in good faith any
information under sub. (2)(a), in good faith
initiated, participated in or testified in any action

17
 No. 2012AP1047

or proceeding under sub. (2)(c) or provided in good
faith any information under sub. (2)(d) or because the
health care facility, health care provider or employee
believes that the person reported in good faith any
information under sub. (2)(a), in good faith
initiated, participated in or testified in any action
or proceeding under sub. (2)(c) or provided in good
faith any information under sub. (2)(d).
Wis. Stat. § 146.997(3)(a) (emphasis added). As used in the

above-quoted provision, "'[d]isciplinary action' means any

action taken with respect to an employee which has the effect,

in whole or in part, of a penalty . . . ." Wis. Stat.

§ 230.80(2) (emphasis added); see Wis. Stat. § 146.997(1)(b).12

The language of § 146.997(3)(a) makes it clear that the statute

applies only to employees because by definition, only employees

are subject to "disciplinary action." In addition to

"disciplinary action," the term "good faith" is described in

terms of employees. Wisconsin Stat. § 146.997(3)(c) states that

"an employee is not acting in good faith if the employee reports

any information under sub. (2)(a) that the employee knows or

should know is false or misleading . . . ." Wis. Stat.

§ 146.997(3)(c) (emphasis added).

¶35 Subsection (4) discusses the enforcement of the

statute and states in part, "Any employee of a health care

facility or health care provider who is subjected to

disciplinary action, or who is threatened with disciplinary

action, in violation of sub. (3) may file a complaint with the

12
The definition of "disciplinary action" comes from Wis.
Stat. § 230.80, which is part of the statutory chapter relating
to state employment relations. See generally Wis. Stat. ch.
230.

18
 No. 2012AP1047

department under s. 106.54(6)." Wis. Stat. § 146.997(4)(a)

(emphasis added). Wisconsin Stat. § 106.54(6), the statute

under which § 146.997 complaints are filed, refers to

Wisconsin's Fair Employment Act when it states, "The division

shall receive complaints under s. 146.997(4)(a) of disciplinary

action taken in violation of s. 146.997(3) and shall process the

complaints in the same manner that employment discrimination

complaints are processed under s. 111.39." Wis. Stat.

§ 106.54(6) (emphasis added). Thus, only employees may seek a

remedy under § 146.997(4), and the available remedies are found

in Wis. Stat. § 111.39.

¶36 Wisconsin Stat.§ 111.39 is part of the Fair Employment

Act and provides that the hearing examiner may grant remedies to

"effectuate the purpose of this subchapter."13 Wis. Stat.

§ 111.39(4)(c). The remedies mentioned in Wis. Stat.

§ 111.39(4)(c) include back pay and compensation, neither of

13
The purposes of the Fair Employment subchapter include
"protect[ing] by law the rights of all individuals to obtain
gainful employment and to enjoy privileges free from employment
discrimination" and "encourag[ing] and foster[ing] to the
fullest extent practicable the employment of all properly
qualified individuals." Wis. Stat. § 111.31(2)-(3).

19
 No. 2012AP1047

which would be appropriate for an unpaid intern.14 Aggrieved

employees may also receive attorney fees under the Fair

Employment Act. See Watkins v. LIRC, 117 Wis. 2d 753, 765, 345

N.W.2d 482 (1984). However, in light of the lack of other

remedies, it is unlikely that an intern would bring a claim

solely to recover the fees of her attorney. Finally, under Wis.

Stat. § 146.997(5), civil penalties are available for violations

of § 146.997(3), but like attorney fees, a civil penalty would

not make an intern whole. The lack of remedies for unpaid

interns demonstrates that it is highly unlikely that unpaid

interns fall under the anti-retaliation protections of

§ 146.997(3).

¶37 Masri argues that although Wis. Stat. § 146.997

utilizes Wis. Stat. § 111.39, there is no express provision that

"employee" must mean the same thing under both statutes. Masri

14
Wisconsin Stat. § 111.39 also provides for reinstatement
as a potential remedy and states that "the examiner shall award
compensation in lieu of reinstatement if requested by all
parties and may award compensation in lieu of reinstatement if
requested by any party." Wis. Stat. § 111.39(4)(c). The
reinstatement provisions in § 111.39(4)(c) allow the parties to
agree to compensation, which would seemingly prevent discord in
the workplace in the event the parties could not work together
harmoniously. Similarly, the examiner has some discretion to
order compensation instead of reinstatement if one party
requests it. Id. However, in the context of an intern,
compensation is not an option because of the formula in the
statute. Id. (providing that "[c]ompensation in lieu of
reinstatement for a violation of s. 111.322(2m) may not be less
than 500 times nor more than 1,000 times the hourly wage of the
person discriminated against when the violation occurred.").
Thus, having reinstatement as the sole remedy would be
problematic in the event that the retaliatory termination
created ill will and a hostile work environment.

20
 No. 2012AP1047

may be correct that the definition of "employee" under the two

statutes is not required to be identical, but her argument is

unpersuasive because there also is no provision expressly

requiring different treatment for interns. Rather, the

references to the Fair Employment Act and the pervasive use of

the term "employee" more strongly suggest that only employees

who receive compensation or tangible benefits fall under the

statutory protection against retaliation.15

¶38 Subsection (5) of Wis. Stat. § 146.997 provides for

civil penalties for "[a]ny health care facility or health care

provider and any employee of a health care facility or health

care provider who takes disciplinary action against, or who

threatens to take disciplinary action against, any person in

violation of sub. (3)." Wis. Stat. § 146.997(5) (emphasis

added). Again, the statute references "disciplinary action,"

which can be taken only against an employee.

15
Masri highlights the fact that Wis. Stat. § 146.997 does
not incorporate the Fair Employment Act's definition of
"employee." The Fair Employment Act's definition of "employee"
provides, "'Employee' does not include any individual employed
by his or her parents, spouse or child." Wis. Stat.
§ 111.32(5). Thus, the definition in the Fair Employment Act is
unhelpful because it describes only situations in which there is
no employment relationship. It does not define the parameters
of "employee." Instead, LIRC has considered the scope of
"employee" under the Fair Employment Act and has determined that
only workers who receive compensation or tangible benefits are
employees. See Langer v. City of Mequon, ERD No. 199904168
(LIRC, Mar. 19, 2001). Therefore, the fact that the legislature
did not reference the Fair Employment Act's definition of
"employee" in Wis. Stat. § 146.997 does not support Masri's
argument.

21
 No. 2012AP1047

¶39 Subsection (6), the final subsection of § 146.997,

states in relevant part: "Each health care facility and health

care provider shall post, in one or more conspicuous places

where notices to employees are customarily posted, a notice in a

form approved by the department setting forth employees' rights

under this section." Wis. Stat. § 146.997(6) (emphasis added).

Consistent with an interpretation that § 146.997(3) protects

only employees, employers need put only their employees on

notice of their rights.

¶40 Turning from Wis. Stat. § 146.997, Masri points to

Wis. Stat. § 146.89——the volunteer health care program statute——

to argue that the legislature knew that some health care workers

are not paid and that excluding the health care workers in

§ 146.89 from retaliation protection contravenes the purposes of

both § 146.89 and § 146.997. Section 146.89 provides that

volunteers under that section are considered "state agents of

the department of health service" for the purposes of Wis. Stat.

§ 165.25(6) (representation by the attorney general), Wis. Stat.
§ 893.82(3) (notice of claim requirements), and Wis. Stat.

§ 895.46 (indemnification from the state). Wis. Stat.

§ 146.89(4). Masri suggests that volunteer health care

providers might decide not to volunteer or report illegal or

unethical conduct if they are not considered "employees" under

§ 146.997. The statutory text does not support Masri's

argument, and § 146.89 does not classify volunteers as

employees. Rather than supporting Masri's position, § 146.89
undermines her argument because it demonstrates that the
22
 No. 2012AP1047

legislature has made special provisions for volunteers in other

portions of Wis. Stat. ch. 146 but has not done so in § 146.997.

Thus, § 146.89 suggests that the legislature distinguishes

between employees and volunteers.

¶41 Considering Wis. Stat. § 146.997 as a whole, every

subsection of the statute either expressly uses the term

"employee" or refers to "disciplinary action," which can apply

only to employees. Moreover, the enforcement subsection

requires the complaints to be processed in the same manner as

employment discrimination complaints. Taken together, the many

references to "employee" and the references to the Fair

Employment Act and its remedies strongly suggest that § 146.997

applies only to employees who receive compensation or tangible

benefits. This interpretation is further supported by

dictionary definitions of "employee."

2. The Definition of Employee

¶42 In the absence of a statutory definition, we may look

to a dictionary, keeping in mind that our goal is to give
statutory language its common and ordinary meaning. See Cnty.

of Dane v. LIRC, 2009 WI 9, ¶23, 315 Wis. 2d 293, 759

N.W.2d 571. Indeed, in its decision in Langer, ERD noted that

unless it is specially defined, "employee" should be given its

ordinary definition. Langer v. City of Mequon, ERD No.

199904168 (ERD, Oct. 30, 2000) (using Random House Dictionary of

the English Language——Unabridged (2d ed. 1987) to define

"employee" as "a person working for another person or a business
firm for pay").
23
 No. 2012AP1047

¶43 Masri cites to an online dictionary that defines

employee as "one employed by another usually for wages or salary

and in a position below the executive level." Merriam-Webster,

http://www.merriam-webster.com/dictionary/employee (last visited

July 2, 2014) (emphasis added). She argues that because the

definition says an employee usually works for wages or salary,

unpaid interns fall within the definition. However, Masri's

definition could also mean that employees usually work for wages

or salary but sometimes work for some other type of

compensation. Thus, her definition is not necessarily

inconsistent with LIRC's decision, which acknowledged that a

worker could be an employee based on compensation or tangible

benefits other than wages or salary. Masri v. Med. Coll. of

Wis., ERD No. CR200902766 (LIRC, Aug. 31, 2011).

¶44 MCW answered Masri's definition with several

definitions of its own, one of which defines an employee as "[a]

person who works for another in return for financial or other

compensation." The American Heritage Dictionary of the English
Language, http://ahdictionary.com/word/search.html?q=employee

(last visited July 2, 2014). LIRC also offers several

definitions, including one for "employ," which means "to provide

with a job that pays wages or a salary or with a means of

earning a living." Webster's New World Dictionary 743 (3d ed.

1986). All the definitions mentioned would support LIRC's

reading of "employee," which would require a worker to receive

at least some kind of tangible benefit if she is to be deemed an
employee.
24
 No. 2012AP1047

¶45 In addition to offering a dictionary definition, Masri

argued in her brief that "[t]he statute's interchangeable use of

the terms 'person' and 'employee' creates contextual openness

regarding the full class of persons whom the legislature

authorized to file retaliation complaints as employees and

requires a more expansive understanding than LIRC's reflexive

and regressive financial compensation test." Masri appears to

concede that a literal interpretation of "any person" does not

fit within the statute's context and suggests instead that "any

person" refers to an employee, although she contends the

definition of "employee" includes unpaid interns. While context

is important for our statutory analysis, Kalal, 271 Wis. 2d 633,

¶46, we disagree that the use of "any person" creates a

contextual openness regarding the class of people that the

statute covers.

¶46 Given that only employees are subject to "disciplinary

action," it seems more likely that the legislature used the term

"person" to avoid confusion. If Wis. Stat. § 146.997(3)(a) used
only the term "employee," the statute would read, "[N]o employee

of a health care facility or health care provider may take

disciplinary action against . . . any [employee] because the

[employee] reported in good faith . . . ." Wis. Stat.

§ 146.997(3)(a) (emphasis added). Substituting "employee" for

"person" causes confusion because the first reference is to an

employee who retaliates whereas the second and third references

are to an employee who is subject to retaliation. The
legislature wisely chose to refer to retaliating employees and
25
 No. 2012AP1047

employees subject to retaliation differently in order to allay

confusion. Thus, the use of "person" does not affect the

definition of "employee."

¶47 Moreover, if the statute's reference to "any person"

meant that literally "any person" could avail himself, herself,

or itself16 of the protections in Wis. Stat. § 146.997, there

would be no justifiable stopping point. For example, patients,

who have no medical training to recognize ethical violations,

would arguably be protected by § 146.997 if indeed that statute

protected "any person" from retaliation. Interpreting the

statute to protect "any person" also is problematic insofar as

only employees may seek remedies under § 146.997(4)(a), and only

employees may bring a complaint under § 146.997(2)(a). Thus,

even if § 146.997(3) protected "any person" from retaliation,

only "employees" could avail themselves of the statute's

remedies. We refuse to interpret a statute to provide illusory

protections. Instead, we consider the "any person" language in

the context of the statutory scheme and conclude that
§ 146.997(3) protects only employees.

¶48 If, for the sake of argument, we were to disregard

tenets of statutory interpretation and interpret "employee" to

include "any person" for the purposes of who may file complaints

under § 146.997(2)(a) and who may seek remedies under

§ 146.997(4)(a), DWD and LIRC might experience a drastic

16
"'Person' includes all partnerships, associations and
bodies politic or corporate." Wis. Stat. § 990.01(26).

26
 No. 2012AP1047

increase in filings that would be handled more efficiently by

other entities. For example, patients (and others) may file

complaints with the Wisconsin Department of Safety and

Professional Services,17 an agency designed in part to ensure

that licensed professionals provide safe and competent care. In

addition, any person may file a complaint with the Wisconsin

Department of Health Services,18 if the person believes a health

care provider violated state or federal law. Thus, to allow

absolutely anybody to file complaints under Wis. Stat. § 146.997

would not only contradict the statutory language but also

jeopardize the structure and efficiency of administrative

agencies and regulatory boards in this State.

¶49 In addition to her statutory arguments, Masri attempts

to analogize to the "borrowed employee" test in workers'

compensation cases to support her argument that she was an

employee. See Seaman Body Corp. v. Indus. Comm'n of Wis., 204

17
See Forms for Complaints against Professionals, Wis.
Dep't of Safety and Prof'l Servs.,
http://dsps.wi.gov/Complaints-and-Inspections/Professions-
Complaints/Forms-for-Complaints-Against-Professionals/ (last
visited July 2, 2014). The Department of Safety and
Professional Services accepts complaints against psychologists,
physicians, nurses, and many other professionals.
18
See Wis. Dep't of Health Servs.,
http://www.dhs.wisconsin.gov/bqaconsumer/healthcarecomplaints.ht
m (last visited July 2, 2014). The Wisconsin Department of
Health Services Division of Quality Assurance (DQA) "is
responsible for assuring the health, safety, and welfare of the
citizens of Wisconsin. If any individual believes that a
caregiver, agency, or DQA regulated facility has violated State
or Federal laws pertaining to regulated entities, that
individual has the right to file a complaint with DQA." Id.

27
 No. 2012AP1047

Wis. 157, 235 N.W. 433 (1931). The borrowed employee test aids

courts in determining whether there is an employment

relationship between a borrowed employee and an employer so that

the correct entity is responsible for paying for the worker's

injury. See id. at 158. The borrowed employee test asks the

following questions:

(1) Did the employee actually or impliedly
consent to work for a special employer? (2) Whose was
the work he was performing at the time of injury? (3)
Whose was the right to control the details of the work
being performed? (4) For whose benefit primarily was
the work being done?
Id. at 163. Masri contends that this is the proper test to

assess whether she was an employee and points out that it makes

no reference to compensation. However, the borrowed employee

test is inapplicable because it does not ask whether a worker is

an "employee"; it asks which employer must pay for the

employee's injuries. Thus, there is no need for the test to

address compensation, nor is there a need for the test to

consider whether the worker in question falls under the

"employee" category generally. We decline to extend the

borrowed employee test to the facts of this case, as the test

was designed for a different purpose and is not relevant for

determining whether an intern is an employee under § 146.997.

¶50 The statute and the dictionary definitions demonstrate

that an "employee" under Wis. Stat. § 146.997 is someone who

works for some type of compensation or tangible benefits. Thus,

uncompensated interns who receive no tangible benefits do not

28
 No. 2012AP1047

fall under the definition of "employee" and are not protected by

§ 146.997.19

B. Public Policy

¶51 In addition to her statutory interpretation arguments,

Masri makes a variety of policy arguments. She suggests that

the statute's remedial purpose warrants an expansive definition

of "employee." She argues that interns must have retaliation

protection to avoid destroying the statute's purpose to protect

patients.20 Masri advances legitimate policy interests, but the

19
We need not consider what quantity of tangible benefits
or compensation would cause an intern to be considered an
"employee." It is sufficient to note that in this case, Masri's
alleged tangible benefits did not make her an "employee."
20
Masri argues that Wis. Stat. § 146.997 has two related
purposes: expanding retaliation protection for health care
workers and protecting patients and public health by encouraging
people to report misconduct. She points to two pieces of
legislative history as evidence of the statute's purposes. The
first piece of legislative history is a fact sheet from the
Wisconsin Federation of Nurses and Health Professionals that is
written in terms of employees. Drafting File, 1999 Wis. Act
176, Legislative Reference Bureau, Madison, Wis. The second
piece of legislative history is a drafter's note that mentions
that state and private health care workers receive the same
protection under the act. Id. Neither piece of legislative
history demonstrates that the legislature intended to protect
unpaid interns.

29
 No. 2012AP1047

effect of her argument is to engraft purposes onto the statute

that are not embedded in its text. Public policy is not a

panacea for perceived shortcomings in legislative

determinations. Nothing in the statute evinces a purpose to

protect unpaid interns. Implicitly, the statute protects

patients by protecting employees who report violations of health

related state and federal statutes, regulations, and standards.

LIRC's interpretation advances the statute's purpose to protect

patients; it simply is not as broad as Masri would like.

¶52 Masri attempts to support her argument by noting that

this court has recognized public policy interests to protect

patients in the context of nursing home residents. See Hausman

v. St. Croix Care Ctr., 214 Wis. 2d 655, 665, 571 N.W.2d 393

Masri's reliance on legislative history is inapposite
because analysis of a statute's purpose must begin with the
language and context of the statute. State ex rel. Kalal v.
Circuit Court for Dane Cnty., 2004 WI 58, ¶¶45-49, 271
Wis. 2d 633, 681 N.W.2d 110. The language of the statute
suggests that the legislative purpose is to protect employees
from retaliation, which implicitly encourages the reporting of
improper conduct, safeguards the livelihood of paid employees,
and protects patients. Thus, LIRC's interpretation that the
statute applies only to employees advances the statute's
purpose, and excluding interns from the protected group does not
contravene the statutory purpose. Moreover, even if Masri's
interpretation is reasonable, it is not more reasonable than the
interpretation of LIRC.

30
 No. 2012AP1047

(1997).21 In Hausman, a licensed nurse and a licensed social

worker, both employed by St. Croix Care Center, alleged that

they were terminated for reporting abuse at the nursing home.

Id. at 659-63. The plaintiffs alleged that the public policy

exception to the employment-at-will doctrine allowed them to

bring a private right of action. Id. at 661-63. This court

declined to adopt a broad whistleblower exception to the

employment-at-will doctrine despite the fact that it might

advance the public interest. Id. at 666. Instead, we tied the

exception to the fact that plaintiffs had an affirmative

obligation to prevent any suspected abuse of nursing home

residents. Id. at 667-69 (citing Wis. Stat. § 940.295(3) (1993-

94) as one law that creates an obligation to report concerns).

We went on to conclude:

The public policy of protecting nursing home residents
from abuse is fundamental and well-defined. Where the
law imposes an affirmative obligation upon an employee
to prevent abuse or neglect of nursing home residents
and the employee fulfills that obligation by reporting
the abuse, an employer's termination of employment for
fulfillment of the legal obligation exposes the
employer to a wrongful termination action. In such
instances, the employee may pursue a wrongful
termination suit under the public policy exception
regardless of whether the employer has made an initial

21
Hausman v. St. Croix Care Center, 214 Wis. 2d 655, 571
N.W.2d 393 (1997), was decided before the legislature created
Wis. Stat. § 146.997. It appears that § 146.997 was created in
response to the Hausman decision to protect health care
employees who might not otherwise be protected by the public
policy exception to the employment-at-will doctrine. See Daryll
J. Neuser, Wisconsin Health Care Workers: Whistleblower
Protection, 77 Wis. Law. 16, 18 (Mar. 2004).

31
 No. 2012AP1047

request, command, or instruction that the reporting
obligation be violated.
Id. at 669 (emphasis added) (footnote omitted).

¶53 Influencing the Hausman decision was the fact that the

plaintiffs could have been criminally prosecuted if they did not

report the abuse.22 Id. at 665. It is noteworthy that both

plaintiffs in Hausman were employed, and the exception related

to the employment-at-will doctrine. Id. at 666. Nothing in

that decision suggests that the public policy to promote patient

safety warrants a broad protection for unpaid interns,

especially when that broad protection finds little support in

the text. Indeed, Hausman's aversion to creating an expansive

public policy exception suggests that we should avoid broadening

the definition of "employee."

¶54 Declining to broaden the definition of "employee" to

include interns does not contradict the statutory purposes, and

in fact, it might actually protect internships. Amicus Curiae,

the Wisconsin Hospital Association (WHA), points out that health

22
Cf. Bammert v. Don's SuperValu, Inc., 2002 WI 85, ¶39,
254 Wis. 2d 347, 646 N.W.2d 365 (Bablitch, J., dissenting).
Justice Bablitch discussed the apparent rationale for the
Hausman decision:

In Hausman, we gave employees that fulfilled their
legal duty protection from retaliatory firing. The
idea behind the exception is simply that we want
people to fulfill their legal duties. . . . We do not
want people to be afraid to report nursing home abuse
because they are afraid to be fired; therefore, we
protect them.

Id.

32
 No. 2012AP1047

care employees have had training to recognize reportable

conduct, whereas interns may not know what incidents are

reportable. WHA expresses concern that health care providers

might reduce internship opportunities if interns, who might not

have as much training as employees to recognize and report

unethical or illegal conduct, are protected under Wis. Stat.

§ 146.997.

¶55 MCW asserts that if interns fall under the definition

of "employee" in Wis. Stat. § 146.997, there would be no logical

stopping point for people who fall under the protected class.

Ultimately, the law is clear that this court should avoid using

public policy to contradict a statute's plain text, and "[i]f

the result in this case seems harsh, redress should come from

the legislature, not from this court. 'If a statute fails to

cover a particular situation, and the omission should be cured,

the remedy lies with the legislature, not the courts.'" Meriter

Hosp., Inc. v. Dane Cnty., 2004 WI 145, ¶35, 277 Wis. 2d 1, 689

N.W.2d 627 (quoting La Crosse Lutheran Hosp. v. La Crosse Cnty.,
133 Wis. 2d 335, 338, 395 N.W.2d 612 (Ct. App. 1986)). LIRC's

interpretation that § 146.997 applies only to compensated

employees is reasonable, and we conclude that there is no

interpretation that is more reasonable.

C. Application to Masri

¶56 Having determined that Wis. Stat. § 146.997 applies

only to compensated employees, we must consider whether LIRC

properly determined that Masri was not an employee. Masri
suggests that her all-access security badge, office space,
33
 No. 2012AP1047

parking, and support staff were tangible benefits that made her

an employee. Yet, as LIRC properly determined, these alleged

tangible benefits all related to Masri's work as a "Psychologist

Intern" and had no independent value. If these benefits were

enough to confer employee status on Masri, it seems that almost

any unpaid worker would be considered an employee. Similarly,

Masri's networking opportunities were not tangible benefits

because such opportunities are not tangible, nor do they have

any ascertainable value. Finally, absent a contractual

guarantee, promises of health insurance or grant money do not

constitute tangible benefits if those promises never come to

fruition. Thus, we agree with LIRC's determination that Masri

was not an employee because she received no compensation and no

tangible benefits.

¶57 We are not oblivious to the importance of internships

and the often mutually beneficial relationship between interns

and their supervising entity. The purpose of this opinion is

not to impair that relationship but to implement the
legislature's statutory scheme. Interns often provide valuable

services to their supervising entities and receive vital

training in return. An internship might provide students with

their first opportunity to apply their hard-earned knowledge in

a real and practical setting. Although we recognize the

importance of internships, this court will not interlope to

advance a policy not advanced by the legislature. Should the

legislature disagree with our decision and the five decisions
below in the administrative and judicial proceedings, it may
34
 No. 2012AP1047

clarify the breadth of "employee" as it is used in § 146.997.

Absent a legislative clarification, we are bound by the

statute's text.

IV. CONCLUSION

¶58 We conclude the following.

¶59 First, we accord LIRC's decision due weight deference

because LIRC has experience interpreting the meaning of

"employee" under various statutes and is charged with

administering Wis. Stat. § 146.997. The fact that LIRC had not

previously considered the specific question whether an unpaid

intern is an employee is not enough to abate the due weight

deference owed to the agency. See Jamerson, 345 Wis. 2d 205,

¶47.

¶60 Second, we agree with LIRC that Wis. Stat. § 146.997

applies only to employees, a category that does not include

interns who do not receive compensation or tangible benefits.

See Masri v. Med. Coll. of Wis., ERD No. CR200902766 (LIRC, Aug.

31, 2011). As Wis. Stat. § 146.997 does not define "employee,"
we must give the term its ordinary meaning. Kalal, 271

Wis. 2d 633, ¶45. After consulting the language, context, and

structure of the statute, we conclude that LIRC's interpretation

is reasonable, and there is no more reasonable interpretation.

Because Masri received no compensation or tangible benefits, she

was not an employee of MCW and was therefore not entitled to

anti-retaliation protection under § 146.997(3)(a).

¶By the Court.—The decision of the court of appeals is
affirmed.
35
 No. 2012AP1047

36
 No. 2012AP1047.awb

¶61 ANN WALSH BRADLEY, J. (dissenting). The Health

Care Worker Protection Act protects whistleblowers who are

health care workers and who report unethical or illegal behavior

that threatens the health and safety of patients. Masri, a

full-time health care worker at the Medical College of Wisconsin

(MCW), did everything she was supposed to do under the Act. She

reported what she observed as unethical and potentially illegal

behavior. There is nothing to suggest that her reporting was

anything other than good faith reporting.

¶62 She asserts that as a result of her good faith

reporting, her internship was terminated, her educational career

has been disrupted, and she has been stigmatized with a black

mark on her professional career. She asks for vindication that

what she did was right, and payment of her attorney fees in

seeking that vindication.

¶63 Even though she did what was asked under the Act, the

majority denies her any vindication. It leaves Masri and other
health care workers like her without protection and without a

remedy. The result is that these health care workers who are in

a position to witness and report problems with patient care may

now be silent, resulting in lower quality patient care.

¶64 This case is about statutory construction. I part

ways with the majority because in reaching its conclusion it

discards our time-tested canons of statutory construction. In

doing so, the majority rewrites the statute, limits application
of the Health Care Worker Protection Act beyond what is required

1
 No. 2012AP1047.awb

by its terms, and undermines the Act's purpose of protecting

patients.

¶65 Contrary to the majority, I conclude that the Health

Care Worker Protection Act means what it expressly provides: its

coverage extends to "any person." Further, even if the Act's

coverage were limited to employees only, the canons of statutory

construction mandate that "employee" be interpreted broadly in

order to fulfill the remedial purpose of the Act. Under either

approach, Masri should be afforded coverage. Accordingly, I

respectfully dissent.

I

¶66 The majority downplays certain facts relevant to this

case. Because there is more to the story, I begin with an

overview of the events preceding this action.

¶67 Masri was a doctoral candidate in the University of

Wisconsin-Milwaukee School of Education (UWM), Department of

Education Psychology. UWM placed Masri as a full-time intern at

MCW as part of her educational program. Prior to the start of
her internship, Masri's future supervisor, Dr. Anderson, e-

mailed her stating: "I have found some funding for you for a

research project. And actually have a commitment. Still

working on the amount but think at least 500 per month."

¶68 In August 2008 Masri started working as a

"Psychologist Intern" in MCW's transplant surgery unit at

Froedtert Hospital. She worked 40 regularly scheduled hours per

week. Her duties included interviewing patients and staff,
reviewing and assessing medical records, signing psychological

2
 No. 2012AP1047.awb

reports, preparing patient progress notes, and attending staff

meetings. As part of her internship, Masri received full access

to patient records otherwise protected by HIPAA1

and the hospital's facilities.

¶69 Some ethical concerns arose during Masri's internship

and she was directed by MCW staff to report them to John Mayer,

the official designated to receive employee complaints. Masri

met with Mayer on November 19, 2008, and reported that Dr.

Anderson ordered her to create a borderline personality

diagnosis to discredit a patient who may have been contemplating

a medical malpractice suit. She also reported that she was

directed to perform professional duties outside the authorized

parameters of her intern position. Specifically, she was

ordered to work as a professional social worker——not as a

Psychologist Intern——while the transplant unit social worker was

away on vacation. She was also directed to complete evaluations

in the role of an authorized social worker for patients.

Although Masri had more incidents to report,2 Mayer cut her off,

1
The Health Insurance Portability and Accountability Act of
1996, Pub. L. No. 104-191, 110 U.S. Stat. 1936 (codified as
amended in scattered sections of Titles 18, 26, 29 and 42 of the
U.S. Code).

Masri asserts that had Mayer not cut her off, she would
2

have reported the following additional incidents:

1) Dr. Anderson ordering her not to speak to anyone about an
"off-list” organ transplant recipient who paid $25,000.00
for a kidney harvested from Pakistan;

2) A social worker on the transplant unit making an
unethical recommendation to eliminate a transplant
candidate based on a subjective moral judgment of the
candidate's personal life and educational background; and
3
 No. 2012AP1047.awb

stating that he needed to discuss her allegations with Dr.

Anderson. Two days later, Dr. Anderson called UWM from

Washington, D.C. to terminate Masri's internship.

¶70 Masri filed a complaint with the Equal Rights Division

of the Department of Workforce Development (DWD) about the

termination of her internship. In response to inquiries from

the Equal Rights Division, MCW stated that Masri was not an

employee and that her internship was discontinued due to her

unsatisfactory performance. In support, MCW attached a letter

from Dr. Anderson explaining her decision to terminate Masri's

internship. Dr. Anderson's undated letter, which was drafted

after Masri's internship was terminated, made reference to

incidents in October 2008 and referred to them as being the

grounds for the termination. Other than this undated, post-

termination letter, there are no other notes in the record about

the incidents or any other documentation that would substantiate

a concern that Masri's performance was unsatisfactory.

II
¶71 The majority determines that the Act's protections

apply only to individuals who work in exchange for compensation

or tangible benefits. In reaching this determination, the

majority fails to follow time-tested canons of statutory

construction. Those canons provide that when interpreting a

statute, we look first to the language of the statute. State ex

3) Dr. Anderson's order that Masri interview and assess a
mentally incompetent and semi-conscious ICU patient to
disqualify that patient from the priority transplant
list.
4
 No. 2012AP1047.awb

rel. Kalal v. Circuit Court for Dane Cnty., 2004 WI 58, ¶45, 271

Wis. 2d 633, 681 N.W.2d 110.

¶72 Unlike what the majority suggests, the statute

expressly states who is covered——"any person." Specifically, it

provides:

No health care facility or health care provider and no
employee of a health care facility or health care
provider may take disciplinary action against, or
threaten to take disciplinary action against, any
person because the person reported in good faith any
information under sub. (2)(a), in good faith
initiated, participated in or testified in any action
or proceeding under sub. (2)(c) or provided in good
faith any information under sub. (2)(d) or because the
health care facility, health care provider or employee
believes that the person reported in good faith any
information under sub. (2)(a), in good faith
initiated, participated in or testified in any action
or proceeding under sub. (2)(c) or provided in good
faith any information under sub. (2)(d).
Wis. Stat. § 146.997(3)(a) (emphasis supplied).

¶73 The majority, however, inserts its own word "employee"

for the legislature's chosen words "any person." In doing so,

it violates a cardinal canon of statutory construction. Rather
than adhering to the express language chosen by the legislature,

it discards it.

¶74 The majority attempts to justify its rewriting of the

express language of the Health Care Worker Protection Act by

implying that it was inartfully drafted. It offers the excuse

that the legislature used the words "any person" to

differentiate between the employee retaliating and the employee

being retaliated against in order to allay confusion. Majority
op., ¶45.

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 No. 2012AP1047.awb

¶75 This excuse is without merit. If the legislature had

intended for the statute to apply only to employees, it could

have easily cured the suggested confusion. It takes this writer

mere seconds to provide an example: "No health care facility or

health care provider and no employee of a health care facility

or health care provider may take disciplinary action against, or

threaten to take disciplinary action against, an employee who

reported in good faith. . . ."

¶76 "We have stated time and again that courts must

presume that a legislature says in a statute what it means and

means in a statute what it says there." Kalal, 271 Wis. 2d 633,

¶39 (quoting Connecticut Nat'l Bank v. Germain, 503 U.S. 249,

253-54 (1992)). As this court has previously explained, "[i]t

is not reasonable to presume that the legislature preferred

elegance over precision in its wording of the statute. The more

reasonable presumption is that the legislature chose its terms

carefully and precisely to express its meaning." Ball v. Dist.

No. 4, Area Bd. of Vocational, Technical & Adult Educ., 117 Wis.
2d 529, 539, 345 N.W.2d 389 (1984).

¶77 Further, it is a well-established canon of statutory

construction that each word in a statute should have independent

meaning so that no word is redundant or superfluous. Pawlowski

v. Am. Family Mut. Ins. Co., 2009 WI 105, ¶22, 322 Wis. 2d 21,

777 N.W.2d 67. Thus, "[w]hen the legislature chooses to use two

different words, we generally consider each separately and

presume that different words have different meanings." Id.

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 No. 2012AP1047.awb

¶78 The legislature used both "employee" and "person"

throughout the Health Care Worker Protection Act.3 When it came

to defining the coverage of the Act, the legislature chose to

use the words "any person." Wis. Stat. § 146.997(3)(a). Under

the canons of statutory construction, which the majority

ignores, the express language of the statute referring to "any

person" should not be interpreted as "employee."

¶79 In reading the words "any person" as meaning

"employees," the majority limits the Health Care Worker

3
For example, Wis. Stat. § 146.997 states:

(2) Reporting protected.

(a) Any employee . . . who is aware of any information, . .
. that would lead a reasonable person to believe any of the
following may report that information to . . . any employee
of the health care facility . . ..

(b) An agency [shall], . . . notify the health care
facility or health provider . . .. The notification
and summary may not disclose the identity of the
person who made the report.

(c) Any employee of a health care facility or health
care provider may initiate, . . . any action or
proceeding . . ..

(d) Any employee . . . may provide any information
relating to an alleged violation . . ..

(3) Disciplinary action prohibited.

. . ..

(b) . . . no employee . . . may take disciplinary
action against . . . any person on whose behalf
another person reported in good faith any information
. . . or because the . . . employee believes that
another person reported in good faith any information
. . . on that person's behalf. . . .
7
 No. 2012AP1047.awb

Protection Act beyond its terms. In its analysis, the majority

cites to other provisions in the Act and reasons that the words

"any person" must mean employees working for compensation or

tangible benefit. It asserts that the disciplinary actions the

Act prohibits and the remedies the Act provides could not apply

to unpaid workers. Majority op., ¶¶36, 38, 45. Not only is

this suggestion not supported by the language of the Act, but it

also reads its terms more narrowly than they are written.

¶80 The Health Care Worker Protection Act adopts the

definition of "discipline" provided by Wis. Stat. § 230.80(2),

which includes such actions of the employer that result in a

dismissal, transfer, removal of assigned duty, reprimand, verbal

or physical harassment, denial of education or training, and

reassignment. It is unclear why these employer actions would

not be applicable to unpaid workers.

¶81 Similarly, it is unclear why the whistleblower's

remedies permitted by the statute could not apply to unpaid

workers.4 As explained by the majority, Wis. Stat.
§ 146.997(4)(a) details how employees may report violations to

the DWD.5 If the DWD determines that there have been violations,

it may award remedies as described in Wis. Stat. § 111.39.

4
The majority's analysis in this respect appears circular——
unpaid workers are not covered by the Act because they cannot
seek its remedies, yet they cannot seek the Act's remedies
because they are unpaid workers.
5
Although Wis. Stat. § 146.997(4)(a) uses the term
"employee" in describing how to report violations, as more fully
discussed below, nothing in the Heath Care Worker Protection Act
limits the term "employee" to an individual working in exchange
for compensation.

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 No. 2012AP1047.awb

Majority op., ¶¶35-36. Among the remedies suggested by Wis.

Stat. § 111.39(4)(c) is reinstatement. The court has also

determined that aggrieved workers are entitled to attorney fees.

Watkins v. Labor & Indus. Review Comm'n., 117 Wis. 2d 753, 765,

345 N.W.2d 482 (1984). An unpaid intern whose internship had

been terminated for reporting a violation of the law may find

reinstatement to be a desired remedy. The intern is also likely

to want attorney fees in seeking that reinstatement. Nothing in

the Act limits these remedies to only paid employees. Nothing

in the express language of the Health Care Worker Protection Act

limits its protections only to individuals working for

compensation as the majority suggests.

¶82 In paragraphs 47-48, the majority sets up its own

straw man only to quickly knock it down. In essence, it warns

that the sky is falling if there is a literal translation of the

statutory words "any person." For example, the majority

suggests that a literal translation would mean that anybody in

the world could file a complaint, "absolutely anybody."
Majority op., ¶48. And, if that does not frighten the reader

enough, in a footnote, the majority expounds further to observe

that "person includes all partnerships, associations and bodies

politic or corporate." Id., ¶47 n.17. Having set up the straw

man that "any person" could include a body politic in Timbuktu

filing a complaint, the majority warns "there would be no

stopping point" and that a literal translation would "jeopardize

the structure and efficiency of administrative agencies and
regulatory bodies in the State." Id.

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 No. 2012AP1047.awb

¶83 The problem with the majority's straw man argument,

like all straw men arguments, is that it sets up an argument

that no one is advancing. Instead, I determine that "any

person" includes any person who faces disciplinary action from a

health care facility for reporting possible violations that pose

a risk to public health or safety.

¶84 I acknowledge that ambiguity arises because the Health

Care Worker Protection Act incorporates the definition of

"disciplinary action" found in Wis. Stat. § 230.80. Wis. Stat.

§ 146.997(1)(b). Wisconsin Stat. § 230.80 defines "disciplinary

action" as "any action taken with respect to an employee which

has the effect, in whole or in part, of a penalty, including but

not limited to any of the following. . . ." (emphasis supplied).

Where this definition conflicts with the language in the Health

Care Worker Protection Act, it creates ambiguity.

¶85 However, "[w]hen a statute is ambiguous, the

legislature is presumed to have intended an interpretation that

advances the purposes of the statute." Belleville State Bank v.
Steele, 117 Wis. 2d 563, 570, 345 N.W.2d 405 (1984). The

purpose of the Health Care Worker Protection Act is evident from

its language. It protects workers who report that "the quality

of any health care service provided by the health care facility

or health care provider . . . violates any standard . . . and

poses a potential risk to public health or safety." Wis. Stat.

§ 146.997(2)(a). If the law protects workers who report patient

quality of care problems, necessarily it is meant to encourage

10
 No. 2012AP1047.awb

those workers to do so. Thus, on its face, the statute is aimed

at protecting patients.

¶86 The majority's approach undermines this purpose.

Although the majority acknowledges that the purpose of the

statute is to protect patients, it simultaneously chastises

Masri for "engraft[ing] purposes onto the statute that are not

embedded in its text." Majority op., ¶51. Then, without

explanation, the majority states that "[d]eclining to broaden

the definition of 'employee' to include unpaid interns does not

contradict the statutory purposes." Majority op., ¶54. It is

hard to conceive how a limited reading of the Health Care Worker

Protection Act would not run counter to its goal of patient

protection. If fewer health care workers report problems with

patient care, there will be fewer opportunities for those

problems to be fixed and patients will be left at risk.

¶87 Due to the remedial purpose of the Health Care Worker

Protection Act, our canons of statutory construction dictate

that its provisions be liberally construed. Watkins, 117
Wis. 2d at 762 (statutes containing broad remedial language

shall be liberally construed). Courts generally construe

whistleblower protection laws broadly to achieve their

protective goals. See, e.g., Passaic Valley Sewerage Comm'rs v.

U.S. Dep't of Labor, 992 F.2d 474, 478-79 (3d Cir. 1993) (terms

used in whistleblower protection law, which was aimed at

encouraging workers to aid in enforcement of Clean Water Act and

nuclear safety statutes, broadly construed to achieve that
goal); Rayner v. Smirl, 873 F.2d 60, 64 (4th Cir. 1989)

11
 No. 2012AP1047.awb

(determining that a more inclusive interpretation of "employee"

is warranted for the whistleblower provisions in the Federal

Railway Safety Act, aimed at promoting rail safety); Phillips v.

Interior Bd. of Mine Operations Appeals, 500 F.2d 772, 781 (D.C.

Cir. 1974) (narrow construction of the whistleblower provision

in Mining Safety Act would be contrary to its purpose of

increasing safety in mines). A similar liberal construction of

the Act's scope would support the Health Care Worker Protection

Act's purpose of protecting patients.

¶88 When liberally construed, the conflict between the

Act's scope as dictated by the "any person" language and the

definition of "disciplinary action" should be cured by deferring

to the language defining the scope of the Act. The Health Care

Worker Protection Act incorporates the definition of

"disciplinary action" from a statute on state employee

protection. Wis. Stat. §§ 146.997(1)(b), 230.80(2). In the

context of defining state employee protection, the language in

the definition referring to employees is appropriate. Wis.
Stat. § 230.80(2) ("Disciplinary action" means any action taken

with respect to an employee . . ."). However, the use of the

term "employee" in Wis. Stat. § 230.80(2) was not intended to

delineate the scope of the Health Care Worker Protection Act.

That function is served by the specific language in Wis. Stat.

§ 146.997(3)(a).

¶89 Wisconsin Stat. § 146.997(3)(a) more specifically

addresses the scope of the Health Care Worker Protection Act,
therefore its provisions should govern. This is consistent with

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 No. 2012AP1047.awb

the canon of statutory construction that "[w]here a general

statute and a specific statute relate to the same subject matter

the specific statute controls." Wauwatosa v. Grunewald, 18

Wis. 2d 83, 87, 118 N.W.2d 128 (1962).

¶90 The language of the Health Care Worker Protection Act

indicates its remedial purpose of protecting patients. This is

best achieved by interpreting the words "any person" to mean

what they say. See Kalal, 271 Wis. 2d 633, ¶39. Accordingly, I

conclude that the Act protects any person from facing

disciplinary action for reporting quality of care issues. This

includes Masri.

III

¶91 Even if the majority were correct that "any person,"

as used in the Health Care Worker Protection Act, refers only to

"employees," that does not mean that "employee" should be

accorded a narrow definition centered on compensation. It is

worth noting again that statutes should be construed liberally

to effectuate their purpose. State v. Zielke, 137 Wis. 2d 39,
47, 403 N.W.2d 427 (1987). Accordingly, "employee" should be

read broadly to meet the purpose of protecting patients.

¶92 The majority suggests that the Labor and Industry

Review Commission (LIRC) has always construed "employee" as an

individual working for an employer in exchange for wage or

compensation. Majority op., ¶¶26, 37 n.14. That is incorrect.

¶93 LIRC decides appeals in three administrative areas:

workers compensation law, unemployment compensation law, and
equal rights law (which includes the Health Care Worker

13
 No. 2012AP1047.awb

Protection Act). In the context of both worker compensation and

unemployment compensation, LIRC has concluded that an individual

can be considered a statutory employee to effectuate the

purposes of the statute even when the individual has not

received a dime from the employer and has never set foot on the

employer's premise.

¶94 The appeals that LIRC review arise from the decisions

of the Department of Workforce Development (DWD). Here, the DWD

dismissed Masri's complaint without further investigation,

concluding that because she was not compensated by MCW for her

work, Masri was not a covered employee under the Act.

¶95 Yet, the DWD has previously explained that the

definitions of "employee" in the different statutes that LIRC

administers will vary depending on the purpose of the statute.

It notes that the definitions "are likely to be similar, but

rarely will they be identical. The Legislature has determined

that there are different policy considerations for each program,

that in turn require slightly different definitions [of
'employee']." Department of Workforce Development, "Independent

Contractors and Worker's Compensation in Wisconsin" at 6 (June

2003), available at http://dwd.wisconsin.gov/dwd/publications/

wc/WKC_13324_P.pdf (emphasis supplied).

¶96 For example, in Green Bay Packaging, Inc. v. Dep't of

Indus., Labor & Human Relations, 72 Wis. 2d 26, 36, 240 N.W.2d

422 (1976), the court determined that for purposes of the

Worker's Compensation Act an employee of a subcontractor
qualifies as a statutory employee of the general contractor when

14
 No. 2012AP1047.awb

the subcontractor regularly furnishes to a principal employer

materials or services which are integrally related to the

finished product or service. It explained that "the workmens'

compensation law of this state must be liberally construed to

reach the objectives of that law," and that "the purpose of this

legislation was to protect employees of irresponsible and

uninsured subcontractors." Id. at 37.

¶97 Similarly, as noted in Sears, Roebuck & Co. v. Dep't

of Indus., Labor, & Human Relations, 90 Wis. 2d 736, 280 N.W.2d

240 (1979), the definition of "employee" for purposes of the

unemployment compensation law "mean[t] any individual who is or

has been performing services for an employing unit, in an

employment, whether or not he is paid directly by such employing

unit." Id. at 742 (quoting Wis. Stat. § 108.02(3)(a) (1971)).

The court explained that although an individual may be an

independent contractor, "this does not necessarily bar him from

being an employee under the act. His status under the act must

be determined from the act itself in view of the purpose of the
act as declared therein." Id. at 743 (quoting Moorman Mfg. Co.

v. Indus. Comm'n, 241 Wis. 200, 203, 5 N.W.2d 743 (1942)).

¶98 In this case we are presented with an issue of first

impression. The Health Care Worker Protection Act does not

define "employee." We are asked to determine if it is more

reasonable to liberally construe the term "employee" in the

Health Care Worker Protection Act to effectuate the Act's

purpose, as the court has done with the Workers' Compensation
Law and Unemployment Compensation Law, or to use a limiting

15
 No. 2012AP1047.awb

test, narrowly focusing only on compensation between the

employer and employee. Both LIRC and the majority have opted

for a narrow interpretation.

¶99 Contrary to the majority, I conclude that it is more

reasonable to construe "employee" liberally to effectuate the

remedial purpose of the Act. In doing so, I would apply the

test for a master-servant relationship as found in our common

law. The broad definition of employee from the master-servant

test is more consistent with the remedial purpose of the Health

Care Worker Protection Act because it enables more workers to

report quality of care issues and meets the statute's purpose of

protecting patients.

¶100 Use of the master-servant test is also consistent with

our caselaw. Where a term in a statute is undefined or not

helpfully defined, the Wisconsin Supreme Court has referred to

the common law definition of the term to aid in interpretation.

For example, it utilized this approach in interpreting

"employee" as used in the Unemployment Compensation Act.
Wisconsin Bridge & Iron Co. v. Indus. Comm'n, 233 Wis. 467, 478,

290 N.W. 199 (1940). At the time, the statutory definition of

"employee" was "any individual employed by an 'employer' and in

an 'employment.'" Id. at 477. The court stated that this

implies that the term "employee" and "employer" are to be given

their common-law meaning. Id. The court explained that "there

is nothing in the definition there given to indicate anything

different from the common-law concept," and that if the
legislature "had intended to change the ordinary and commonly

16
 No. 2012AP1047.awb

understood meaning of the words 'employer' and 'employee' they

would have used language expressly so declaring." Id. at 478.

¶101 Likewise, the United States Supreme Court has

explained that "[w]here Congress uses terms that have

accumulated settled meaning under . . . the common law, a court

must infer, unless the statute otherwise dictates, that Congress

means to incorporate the established meaning of these terms."

Community for Creative Non-Violence v. Reid, 490 U.S. 730, 739

(1989) (quoting NLRB v. Amax Coal Co., 453 U.S. 322, 329

(1981)).

¶102 Accordingly, when interpreting federal statutes that

use the term "employee" without helpfully defining it, the

Supreme Court construes that term as descriptive of "the

conventional master-servant relationship as understood by

common-law agency doctrine." Id. at 740. It has consistently

used this approach to interpret a number of federal statutes.

See, e.g., Clackamas Gastroenterology Assocs. v. Wells, 538 U.S.

440, 448 (2003) (using the common-law definition of master-
servant relationship when interpreting the meaning of employee

under the Americans with Disabilities Act); Nationwide Mut. Ins.

Co. v. Darden, 503 U.S. 318, 323 (1992) (construing "employee"

under Employee Retirement Income Security Act based on common

law principles of agency); Reid, 490 U.S. at 739 (construing

"employee" as used in the Copyright Act); Kelley v. Southern

Pac. Co., 419 U.S. 318, 323-24 (1974) (using common-law

principle of master-servant relationship to determine employment
statutes under the Federal Employers' Liability Act); NLRB v.

17
 No. 2012AP1047.awb

United Ins. Co., 390 U.S. 254, 258 (1968) (construing "employee"

under the National Labor Relations Act based on common-law

agency principles).

¶103 In a similar vein, the Wisconsin Court of Appeals has

determined that "the factors relevant to a master/servant

relationship are relevant to deciding whether [the defendant]

was a state employee" for purposes of Wis. Stat. § 893.82.

Lamoreux v. Oreck, 2004 WI App 160, ¶22, 275 Wis. 2d 801, 686

N.W.2d 722.

¶104 The common law definition of a master-servant

relationship is much broader than the definition that the

majority applies here, which is limited to whether or not a

worker receives compensation or tangible benefits. At federal

common law, a determination of whether a master-servant

relationship exists takes into account a number of factors,

including:

the hiring party's right to control the manner and
means by which the product is accomplished. . . . the
skill required; the source of the instrumentalities
and tools; the location of the work; the duration of
the relationship between the parties; whether the
hiring party has the right to assign additional
projects to the hired party; the extent of the hired
party's discretion over when and how long to work; the
method of payment; the hired party's role in hiring
and paying assistants; whether the work is part of the
regular business of the hiring party; whether the
hiring party is in business; the provision of employee
benefits; and the tax treatment of the hired party.
Darden, 503 U.S. at 323-24 (quoting Reid, 490 U.S. at 751-52).

"[A]ll of the incidents of the relationship must be assessed and
weighed with no one factor being decisive." NLRB v. United Ins.

18
 No. 2012AP1047.awb

Co. of America, 390 U.S. at 258. Consistent therewith the

Restatement (Third) of Agency, § 7.07(2)(b) states: "the fact

that work is performed gratuitously does not relieve a principal

of liability."

¶105 Wisconsin courts use almost identical factors in

determining whether a master-servant relationship exists in the

context of tort liability. As explained in Pamperin v. Trinity

Mem'l Hosp., 144 Wis. 2d 188, 199, 423 N.W.2d 848 (1988), the

dominant test in determining whether an individual is a servant

is "[t]he right to control."

¶106 Other factors to consider include: "the place of work,

the time of the employment, the method of payment, the nature of

the business or occupation, which party furnishes the

instrumentalities or tools, the intent of the parties to the

contract, and the right of summary discharge of employees." Id.

at 199. As with the federal cases, no one factor is

determinative and "[a] servant need not be under formal contract

to perform work for a master, nor is it necessary for a person
to be paid in order to occupy the position of servant." Kerl v.

Rasmussen, Inc., 2004 WI 86, ¶22, 273 Wis. 2d 106, 682 N.W.2d

328; Petzel v. Valley Orthopedics Ltd., 2009 WI App 106, ¶16,

320 Wis. 2d 621, 770 N.W.2d 787 (same).

¶107 Contrary to the majority, I determine that it is more

reasonable to interpret the Health Care Worker Protection Act

with the broad master-servant test from our common law than a

dictionary definition of the term "employee." This broad test
is consistent with the statute's purpose. Further, Wisconsin

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 No. 2012AP1047.awb

and United States Supreme Court caselaw establishes that it is

the appropriate test to apply when a statute uses the term

"employee" without providing a helpful definition.

¶108 Applying the master-servant factors to the case at

hand reveals that Masri qualifies as an employee. Throughout

Masri's internship, MCW had the right to control her actions.

Masri was placed in MCW's transplant surgery unit at Froedtert

Hospital. She worked 40 regularly scheduled hours per week as a

psychology intern. Dr. Anderson had obtained a grant to fund

Masri's work. Masri's duties included interviewing patients and

staff, reviewing and assessing medical records, signing

psychological reports, preparing patient progress notes, and

attending staff meetings. In that role, MCW granted Masri full

access to HIPAA protected patient records and MCW's facilities.

This suggests the intent to have an employee-employer

relationship. Further, MCW had the right to summarily discharge

Masri at any time. These factors outweigh the fact that Masri

was not paid for her services and suggest that she should be
considered an employee for purposes of the Health Care Worker

Protection Act. Accordingly, I would reverse the court of

appeals and remand the case for an investigation and

determination of whether MCW unlawfully terminated Masri's

internship in retaliation for the complaints she made about

clinical and ethical concerns.

IV

¶109 The parties dispute whether due weight or no weight
should be accorded to LIRC's interpretation of the Health Care

20
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Worker Protection Act limiting coverage to paid employees.

These levels of deference are analytically equivalent as both

require the court to independently interpret a statute. Racine

Harley-Davidson v. State Div. of Hearings & Appeals, 2006 WI 86,

¶20, 292 Wis. 2d 549, 717 N.W.2d 184. Even under due weight

deference, the agency's interpretation will not be adopted if

the court determines an alternate interpretation is more

reasonable. Id.

¶110 As discussed above, I conclude that there is a more

reasonable interpretation of the Health Care Worker Protection

Act than the limited one accorded by LIRC. The Health Care

Worker Protection Act should be interpreted as meaning what it

expressly provides: its coverage extends to "any person."

Further, even if the Act's coverage was limited to employees

only, the canons of statutory construction mandate that

"employee" be liberally construed in order to fulfill the

remedial purpose of the Act. Under either approach, Masri

should be afforded coverage. Accordingly, I respectfully
dissent.

¶111 I am authorized to state that Chief Justice SHIRLEY S.

ABRAHAMSON joins this dissent.

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1