deputy sheriff position under civil service and thereby limit the power of the sheriff to hire and fire deputies and regulate hours of employment and tours of duty. Consistent with Cross, he contends that sec. 59.21(8)(b), Stats., indicates that the sheriff cannot fire at will a deputy appointed under sec. 59.21(1), but must retain the deputy if the deputy exhibits good behavior. Such limit on the sheriffs power to dismiss, he maintains, exists regardless of whether the sheriffs present two-year term is complete. In fact, Heitkemper contends that because he is afforded civil service protection under sec. 59.21(8) and is a party to the collective bargaining agreement, he is not an at-will employee, see Vorwald v. School Dist. of River Falls, 167 Wis. 2d 549, 557, 482 N.W.2d 93 (1992) (<HOLDING>), but retains a property interest in his or her
holding that an employee may sue for breach of a collective bargaining agreement without the union holding county employee with unenforceable contract was atwill employee holding that absent a law or collective bargaining agreement a municipal employee is an employee atwill holding that a union employee protected by a collective bargaining agreement was in no different position than an atwill employee and could similarly maintain an action for wrongful discharge for reporting workplace safety violations holding that an atwill employee may not be discharged for refusal to violate the law