Repeals the law that prevents a collective bargaining agreement covering state employees, public school teachers and municipal employees from specifying a particular healthcare provider in it.
Requires all certified independent or district charter schools upon application for a renewal of said charter or an application for a new charter school to provide a union neutrality clause in the charter.
SB 2410 sets a maximum 8-hour workday for most state peace officers (and 10 hours for correctional officer stewards) in the Department of Corrections, prohibiting mandatory overtime beyond these hours. Exceptions allow overtime only during unforeseeable emergencies like riots, but only after the state exhausts reasonable efforts to secure staff from available qualified employees. If the state violates the law by requiring unauthorized overtime, it must pay affected employees double time and a half for the overtime worked. The bill does not affect voluntary overtime or existing collective bargaining agreements.
Ensures that more developmentally disabled adults can self-direct the care they need and want, by incorporating collective bargaining rights into the self-directed supports program.
HB 7440 allows workers who are on strike or locked out during a labor dispute to receive unemployment benefits, which they were previously denied. It directly affects employees involved in strikes or employer lockouts, removing the prior bar to benefits unless specific exceptions apply. Key provisions state workers qualify if the lockout aims to resist collective bargaining or gain concessions, but not if it responds to a strike at another company in a multi-employer group or if the employer offered a 3-day extension of current terms that was refused. The bill takes effect upon passage and clarifies that benefits continue if unemployment lasts more than a week after the dispute ends.
SB 2319 requires all public meetings involving collective bargaining agreements for school teachers to be open to the public. This overrides the standard exception allowing closed meetings for collective bargaining discussions, as specified in Section 1(e) of the bill. The law directly affects public school districts, school committees, and teachers' unions during contract negotiations. It takes effect immediately upon passage, ensuring transparency in school employment negotiations.
HB 7291 allows non-union employees to form a collective bargaining group with their employer. To establish this group, employees must show majority support by either gathering signed cards from 30% of the unit requesting an election (where a majority must vote for representation) or 50% of the unit agreeing to skip an election. The bill prohibits employers from interfering with this process and requires neutrality from management. It also creates new rules for deducting union dues from paychecks and sharing confidential employee lists with bargaining representatives.
SB 2170 would allow workers who are on strike or locked out by their employer during a labor dispute to receive unemployment benefits. This directly affects employees participating in strikes or facing workplace lockouts due to labor disagreements. The bill changes current rules by expanding eligibility for unemployment benefits to cover these specific situations. It aims to provide financial support to workers during active labor disputes, rather than requiring them to exhaust other options first.
Extends provisions of an existing collective bargaining agreement for municipal police arbitration purposes until a successor agreement is reached or an interest arbitration award is rendered.
HB 7039 sets a maximum 8-hour workday for most state peace officers (defined under §12-7-21) and a 10-hour limit for correctional officer stewards, prohibiting forced overtime except during unforeseeable emergencies like riots. It requires the state to pay affected officers double time and a half if they are compelled to work beyond these limits, with exceptions for true emergencies after exhausting reasonable staffing efforts. The bill directly affects Rhode Island Department of Corrections peace officers, aiming to protect their health and safety while ensuring emergency response flexibility. This policy change takes effect upon passage, with no impact on existing collective bargaining agreements.
