University of California: employees: collective bargaining agreements.
Impact
If enacted, AB 1926 would have a significant impact on collective bargaining practices within the University of California system. It underscores the legal protections for employees' rights to advocate for changes and to seek assistance from government bodies without fear of reprisal or coercion as defined in union agreements. The retroactive application of this law to January 1, 2020, emphasizes the importance of protecting these rights and ensuring that past and present agreements comply with this mandate.
Summary
Assembly Bill 1926, introduced by Assembly Member Gonzalez, aims to enhance the rights of employees within the University of California system regarding collective bargaining agreements. This piece of legislation proposes the addition of Section 3571.4 to the Government Code. The key provision of the bill explicitly prohibits the Regents of the University of California or their representatives from demanding that university employees or their exclusive representatives waive their rights to petition the government or voters for grievance redress as part of any collective bargaining contract.
Contention
The proposal may face scrutiny or opposition from some university administrators who could argue that the bill undermines their ability to negotiate certain terms in collective bargaining agreements. Proponents of employee rights and labor unions are likely to advocate strongly for the passage of this bill, seeing it as a necessary evolution of worker protections in higher education. The balance between maintaining academic integrity and protecting employee rights will be a central point of discussion as the bill progresses through legislative channels.