Requires the employers of unionized public school teachers, municipal employees and state employees, to provide the union, at least once every 120 days, a list of all their employees in their union, as well as their personal and demographic information.
Impact
The enactment of this bill would introduce standardized protocols for employer communication with unions, significantly impacting how public-sector unions organize and negotiate on behalf of their members. It emphasizes the need for regular and updated records of union members, enabling unions to effectively manage grievances and negotiations. By safeguarding demographic information, the act also seeks to balance transparency with privacy, attempting to alleviate potential concerns regarding data misuse.
Summary
S0127 is a legislative act aimed at regulating labor relations concerning certified public school teachers, municipal employees, and state employees in Rhode Island. Specifically, the bill mandates that employers provide unions with a comprehensive list of employees within their bargaining units at least once every 120 days. This list must include sensitive personal and demographic information such as names, job classifications, and contacts, while ensuring confidentiality under existing public records laws. The bill's introduction suggests a significant move towards enhancing union transparency and representation in the state.
Contention
There are potential points of contention surrounding S0127, particularly relating to the privacy of the demographic information required. Critics might argue that such regulations could lead to misuse or overreach in handling personal employee data. Additionally, the requirement for continuous updates may be viewed by some as an administrative burden, potentially creating conflict between union leaders and employers. Supporters may counter that this measure could ultimately strengthen labor rights by ensuring that unions have the necessary tools to adequately represent their members.
Protects bullying/psychological abuse in workplace inflicted upon employees by employers/co-employees/provides civil remedies to affected employees/fines against employers/imprisonment/fines against co-employees.
Protects bullying/psychological abuse in workplace inflicted upon employees by employers/co-employees/provides civil remedies to affected employees/fines against employers/imprisonment/fines against co-employees.
Protects bullying/psychological abuse in workplace inflicted upon employees by employers/co-employees/provides civil remedies to affected employees/fines against employers/imprisonment/fines against co-employees.
Repeals the law that allowed employers to pay some of their minor employees and employees who are full time students and not attained the age of nineteen (19), less than minimum hourly wages, requiring them to be paid a minimum hourly wage.
Recognizes that municipal employees have the opportunity to utilize interest arbitration and would establish new factors for the arbitrators to consider. These factors include comparisons of wages/hourly conditions of employment in similarly skilled jobs.
Recognizes that municipal employees have the opportunity to utilize interest arbitration and would establish new factors for the arbitrators to consider. These factors include comparisons of wages/hourly conditions of employment in similarly skilled jobs.