Labor & Employment (Collective Bargaining)

This bill amends Massachusetts law (Chapter 150E) to allow employers to refuse payroll deductions for union dues, even if employees have authorized the deduction. It directly affects public sector employees represented by a union in Massachusetts, as it removes the requirement for employers to process these dues through payroll. The key provision inserts a new subsection (7) into existing law, explicitly permitting employers to decline this service. The change alters the existing process for union dues collection but does not affect the right to join a union or the authorization of dues payments.

HD 667 prohibits the Commonwealth from using state funds to pay non-employee attorneys or management consultants for services related to collective bargaining negotiations or disputes arising from collective bargaining contracts. This bill directly affects state agencies and the Commonwealth by banning taxpayer funding for these specific external services. The key provision is a spending restriction that overrides any existing law allowing such expenditures. The bill does not change collective bargaining procedures but limits the types of external support state agencies can fund with public money.

This bill (HD 3746) requires Massachusetts public school districts to maintain established school schedules and structured learning time during teacher strikes. It directly affects school districts and teachers by mandating that districts cannot reduce instructional hours or eliminate required learning time under state education regulations (603 CMR 27.03 and 27.04) when public school employees strike. The key provision adds a specific requirement to labor law, ensuring schools continue operating under their standard academic calendar during strikes. This policy change focuses on maintaining educational continuity for students during labor disputes.

HD 1367 amends unemployment compensation rules for workers affected by labor disputes. It states that workers lose benefits for 30 days if unemployment stems from a labor dispute, unless the employer hires a permanent replacement (which must be certified as permanent). Key exceptions include disputes over unmet contract terms or laws on wages/hours, workers unemployed during contract negotiations (benefits until strike begins), and workers not recalled within one week after a dispute ends. The bill also clarifies that lockouts cannot deny benefits if workers are ready to work under existing terms, unless the lockout responds to union-caused property damage despite employer safety efforts. (HD 1367, An Act relative to unemployment compensation and labor disputes)

This bill (SD 1029) changes rules for strikes by most public employees in Massachusetts. It requires 6 months of mandatory negotiation before non-public-safety employees (like teachers or clerical staff) can strike, replacing vague "reasonable period" language with a specific timeframe. It also limits mediation to no more than 6 months and clarifies that public safety employees (police, firefighters) remain permanently barred from striking under any circumstances. The bill directly affects non-public-safety public employees' ability to engage in work stoppages during initial contract negotiations.