Unions and collective bargaining laws by state

AB 1818: California State University: employer-employee relations: meeting and conferring.

The Public Employment Relations Board must make a written determination to the parties regarding whether a memorandum requires legislative action and whether the Legislature or Governor has fully funded it or taken requisite curative action. If funding or action is insufficient, the entire memorandum must be referred back to the parties for further meeting and conferring unless they agree nonbudgetary provisions take effect.

Takes effect 1 January 2027

SB 1012: Employment of inmates.

The joint advisory committee must facilitate admission of California Conservation Camp program graduates into state-approved apprenticeship programs in building and construction trades after release. The Department of Corrections and Rehabilitation must partner with the Department of Forestry and Fire Protection to ensure graduates receive certification acknowledging their training and work experience.

Takes effect 1 January 2027

AB 2682: Transportation network company drivers: labor relations: appeals.

Any charging party, respondent, or intervenor aggrieved by a final board decision or order in an unfair practice case may petition for a writ of extraordinary relief in district court of appeal within 30 days after issuance of the board's final order or order denying reconsideration.

Takes effect 1 January 2027

SB 1166: Alameda-Contra Costa Transit District: employee relations.

The Alameda-Contra Costa Transit District must give reasonable written notice to an exclusive representative before making changes to matters within the scope of representation, allowing time to negotiate. The Public Employment Relations Board gains jurisdiction over unfair practice charges for represented district employees if an exclusive representative selects PERB jurisdiction.

Takes effect 1 January 2027

AB 187: Employment.

This bill expresses the Legislature's intent to enact statutory changes relating to the Budget Act of 2025.

Takes effect 1 January 2027

AB 2078: Employees: meal periods: stationary engineers.

An employer shall not employ an employee for a work period of more than five hours per day without providing a meal period of not less than 30 minutes. This prohibition does not apply to employees who perform building maintenance work as a stationary engineer if covered by a valid collective bargaining agreement meeting specified conditions.

Takes effect 1 January 2027

SB 1227: Department of Industrial Relations: apprenticeship pilot program.

The Department of Industrial Relations and the Department of Human Resources must partner with bargaining units representing DIR employees to design and develop an apprenticeship pilot program addressing DIR's staffing challenges by January 1, 2028. The program must be consistent with the constitutional merit principle and have pay scales determined by collective bargaining.

Takes effect 1 January 2027

AB 339: Local public employee organizations: notice requirements.

The governing body of a public agency and designated boards and commissions must give recognized employee organizations no less than 45 days' written notice before issuing a request for proposals, request for quotes, or renewing or extending an existing contract to perform services within the scope of work of represented job classifications. The notice must include anticipated duration, scope of work, anticipated cost, draft solicitation, and reason for necessity.

AB 845: Employment: complaints: agricultural employees.

Upon appropriation by the Legislature, the Agricultural Labor Relations Board, Department of Industrial Relations, Division of Labor Standards Enforcement, or Division of Occupational Safety and Health must collaborate and take all reasonable efforts to transmit complaints from agricultural employees to the appropriate entity for processing and investigation. The transmitting entity must not disclose the complainant's identity and personal information without consent to the extent prohibited by law.

AB 889: Prevailing wage: per diem wages.

Employers must compute credit for employer payments on an annualized basis when seeking credit for payments higher on public works than private construction, with limited exceptions. Employers must prove proper calculation and produce employee hour and payment records upon request from the Labor Commissioner. Defined contribution pension plans with immediate participation and essentially immediate vesting are excepted from annualization requirements.

AB 1510: Santa Clara Valley Transportation Authority: employee relations.

Authorizes parties aggrieved by Public Employment Relations Board decisions in unfair practice cases involving Santa Clara Valley Transportation Authority employees to petition for writs of extraordinary relief in district court within 30 days, and allows PERB to seek enforcement of final orders in court.

AB 1340: Transportation network company drivers: labor relations.

Covered transportation network companies must submit quarterly rideshare volume data and driver information lists to the Public Employment Relations Board. TNCs must bargain in good faith with certified driver bargaining organizations regarding driver earnings, benefits, deactivations, and other terms and conditions of work. TNCs must process voluntary membership dues deductions and provide driver contact information to certified organizations.

AB 288: Employment: labor organization and unfair practices.

Employers must bargain with exclusive bargaining representatives certified by the Public Employment Relations Board and comply with PERB orders. Workers meeting specified conditions may petition PERB to enforce rights to organize, form labor organizations, and engage in collective bargaining. PERB must process unfair labor practice cases on prescribed timelines.

Took effect 1 January 2026

AB 138: State employment: state bargaining units.

The state employer and state bargaining units must implement memoranda of understanding for compensation and benefits effective on specified dates. State employees in bargaining units 1-7, 11, 13-17, 19-21 must participate in Personal Leave Program 2025 from July 1, 2025 to June 30, 2027, receiving pay reductions not exceeding specified percentages in exchange for leave credits.

SB 140: State Bargaining Unit 6.

State employees in Bargaining Unit 6 must participate in the Personal Leave Program 2025 from July 1, 2025, to June 30, 2027, receiving a 3% pay reduction in exchange for up to 5 hours of PLP 2025 leave credits monthly (7 hours for specified Fire Captains). The state employer and State Bargaining Unit 6 may reopen negotiations if funds for memorandum provisions are not specifically appropriated by the Legislature.

SB 139: State Bargaining Unit 9 and State Bargaining Unit 12.

The state employer and State Bargaining Unit 9 and State Bargaining Unit 12 must implement memoranda of understanding dated June 19, 2025 and June 20, 2025. State employees in Bargaining Units 9 and 12 must participate in Personal Leave Program 2025 from July 1, 2025 to June 30, 2027, receiving a 3% pay reduction in exchange for 5 hours of leave credits monthly.

SB 193: Local Ordinances & State Employees

SB 263: An act to amend title 19 of the delaware code relating to labor.

Amends Delaware labor law to exempt minor league baseball players compensated under a collective bargaining agreement from state minimum wage and recordkeeping standards.

SB 24: An act to amend titles 14 and 19 of the delaware code relating to the public school employment relations act and the public employment relations act.

Employee organizations must file petitions with the Board accompanied by uncoerced signatures of at least 30% of employees in the claimed appropriate bargaining unit to be certified as exclusive representative. The Board may certify an employee organization without holding an election if over 50% of employees in the bargaining unit provide dated authorization signatures designating that organization.

HB 130: An act to amend titles 14 and 19 of the delaware code relating to bargaining units.

Public employers must provide exclusive representatives with bargaining unit employee contact information within 14 calendar days of hire and in January and October annually beginning January 2026. Public employers must allow exclusive representatives to communicate with bargaining unit members via employer-issued email and to meet in public facilities for collective bargaining and related purposes, provided meetings do not interfere with governmental operations or support partisan political candidates.

SB 1296: Public Employees Relations Commission

Employee organizations must include specific disclosures in membership authorization forms, including right-to-work statements and officer compensation information. Public employees may revoke membership at any time, and organizations must cease dues collection within 30 days. Employee organizations must register with the commission and renew annually with financial statements.

Took effect 1 July 2026

SB 2504: Collective Bargaining

Resolves collective bargaining impasses between the state and certified bargaining units for state employees during the 2025-2026 fiscal year by directing resolution pursuant to the General Appropriations Act and related implementing legislation.

Took effect 1 July 2025

HB 1033: Relating to public employment cost items.

Appropriates funds for fiscal years 2025-2026 and 2026-2027 to pay collective bargaining cost items for bargaining unit (7) and salary increases for excluded state officers and employees in the same compensation plans, from general, special, federal, trust, revolving, and American Rescue Plan funds.

HB 1027: Relating to public employment cost items.

Appropriates and authorizes funds for fiscal biennium 2025-2027 to cover collective bargaining cost items and salary adjustments for bargaining unit (1) employees and excluded state officers across multiple departments, with all amounts shown as zero.

HB 1031: Relating to public employment cost items.

Appropriates funds for collective bargaining cost items for bargaining unit (5) and salary increases for excluded state officers and employees in the same compensation plans for fiscal years 2025-2026 and 2026-2027, with all amounts shown as zero.

H 516: EDUCATION – Amends and adds to existing law to establish provisions regarding the prohibition of taxpayer funding of teachers unions.

School districts must prohibit use of taxpayer funds to support teachers unions or affiliates, including deducting dues, providing employee information without authorization, requiring interaction with unions, distributing union communications, or compensating employees for union activities. Exceptions allow unpaid leave, use of personal leave, or compensated representational activities if unions reimburse districts within thirty days.

Took effect 1 July 2026

HB 3309: Edu labor relations-notice

Employers shall provide exclusive representatives with employee information including names, job titles, worksites, addresses, phone numbers, hire dates, and email addresses within specified timeframes in editable digital format. Employers shall also provide the State labor organization with copies of this information. Employers must not disclose home addresses, dates of birth, personal phone numbers, personal email addresses, labor organization membership information, or communications between labor organizations and members.

SB 405: Labor organization membership.

A governmental entity may not require or consider, as a provision of a contract or as a condition of entering into a contract to manage or lease an asset owned by the governmental entity, that employees of the private entity are members or nonmembers of a labor organization.

Took effect 1 July 2025

HB 1558: Employment of minor league baseball players.

Employers must exclude from the definition of employee any person who has entered into a contract to play baseball at the minor league level and is compensated under the terms of a collective bargaining agreement that expressly provides for wages and working conditions. Employers are not required to keep records of daily and weekly hours worked or wages paid for such persons.

Took effect 1 July 2025

SF 472: A bill for an act relating to retention and recertification elections for public employee collective bargaining units and including effective date and applicability provisions.

Public employers must submit to the employment appeal board a list of employees in a bargaining unit within ten days of receiving written notice of intent to conduct a retention and recertification election. The board must conduct elections according to specified timelines and publish lists of non-compliant public employers on its internet site.

HB 131: AN ACT relating to firefighters' work schedules.

Fire departments in cities and urban-county governments listed on the registry must divide firefighters into three platoons working either twenty-four consecutive hours followed by forty-eight hours off, or forty-eight consecutive hours followed by ninety-six hours off, unless a collective bargaining agreement provides otherwise. All fire department employees must receive at least two weeks annual leave with full pay.

SB 15: AN ACT relating to minimum wage exceptions and declaring an emergency.

Amends Kentucky wage law to clarify that franchisees and their employees are not employees of franchisors, and vice versa, regardless of voluntary agreements with the U.S. Department of Labor, and adds baseball players under collective bargaining agreements to the list of minimum wage exceptions.

SB 312: EMPLOYMENT: Provides relative to union dues and fees for certain public employees. (8/1/26)

LD 2245: An Act To Reauthorize Funding Of Collective Bargaining Agreements With Executive Branch Employees

The Governor must adjust salary schedules for executive branch employees in specified bargaining units consistent with collective bargaining agreements ratified by December 31, 2025, or December 1, 2026 for the Maine Service Employees Association. The Governor is authorized to grant similar and equitable treatment to excluded and confidential employees.

LD 1986: An Act To Fund Collective Bargaining Agreements With Judicial Branch Employees

The Judicial Department must adjust salaries and stipends for employees in four bargaining units consistent with collective bargaining agreements ratified by December 31, 2025. The State Court Administrator must grant similar and equitable treatment to excluded Judicial Department employees.

LD 1987: An Act To Fund Collective Bargaining Agreements With Executive Branch Employees And Continue The Voluntary Employee Incentive Program

This amendment changes the deadline for adjusting salary schedules consistent with collective bargaining agreements for executive branch employees from 2023 to October 31, 2025.

HB 141: State Personnel - Collective Bargaining - Graduate Assistants

Each system institution, Morgan State University, St. Mary's College of Maryland, and Baltimore City Community College must establish a separate collective bargaining unit for graduate assistants. Graduate assistants are defined as graduate students at these institutions who work as teaching, administrative, or research assistants, fellows, or postdoctoral interns.

Took effect 1 July 2026

HB 388: Baltimore County Public Library - Collective Bargaining - Supervisory Employees

Supervisory employees of the Baltimore County Public Library may form, join, and participate in an employee organization and engage in collective bargaining. There may not be more than two bargaining units: one for nonsupervisory employees and one for supervisory employees. An employee who may effectively recommend supervisory actions may be deemed a management employee if the exercise requires independent judgment and is not routine or clerical.

Took effect 1 July 2026

SB 253: Baltimore County Public Library - Collective Bargaining - Supervisory Employees

The Baltimore County Public Library Board may establish up to two bargaining units: one for non-supervisory employees and one for supervisory employees. Supervisory employees of the Baltimore County Public Library are authorized to form, join, and participate in employee organizations and engage in collective bargaining activities.

Took effect 1 July 2026

SB 6: State Personnel - Collective Bargaining - Nontenure Track Faculty

Each system institution, Morgan State University, St. Mary's College of Maryland, and Baltimore City Community College must establish a separate collective bargaining unit for nontenure track faculty. Nontenure track faculty at these institutions whose primary assignments involve academic instruction are granted collective bargaining rights, except those employed at fully online institutions.

Took effect 1 July 2026

HB 503: Baltimore City Sheriff's Office - Collective Bargaining - Compensation

Full-time sworn law enforcement officers at the rank of lieutenant or below and court security officers in the Baltimore City Sheriff's Office may collectively bargain in good faith with the Sheriff or the Sheriff's designee and Baltimore City concerning compensation including salary, wages, and merit step increases, in addition to leave, holidays, vacations, hours, working conditions, and job security.

Took effect 1 June 2026

SB 831: Labor Law - Child Labor Penalties, Private Sector Employee Labor Relations, and State Employee Labor Standards

Employers in Maryland may not allow formation of workplace organizations that are employer-initiated, include supervisors, address working conditions, are unilaterally dissolvable by the employer, and are expressly exempt from or not subject to the federal National Labor Relations Act. Units in the Executive Branch may not petition the federal government for Fair Labor Standards Act waivers. The Commissioner may assess civil penalties for child labor violations.

Took effect 1 June 2026

SB 136: Collective Bargaining - Alcohol, Tobacco, and Cannabis Commission - Police Officers

Collective bargaining provisions of Maryland State Personnel and Pensions law now apply to police officers of the Alcohol, Tobacco, and Cannabis Commission who are authorized to make arrests. Supervisory, managerial, or confidential employees of the Commission are excluded from these provisions.

HB 599: State Personnel - BWI Airport Fire and Rescue Department - Collective Bargaining and Arbitration Processes

The State and the exclusive representative of uniformed fire employees of the BWI Airport Fire and Rescue Department must reach a collective bargaining agreement by September 30 of the year a collective bargaining agreement expires. If an impasse occurs by October 1, each party must submit its last, best, and final offer within 48 hours, and the parties must select a binding arbitrator within 5 business days.

Took effect 1 July 2025

SB 373: State Personnel - BWI Airport Fire and Rescue Department - Collective Bargaining and Arbitration Processes

The State and the exclusive representative of uniformed fire employees of the BWI Airport Fire and Rescue Department must reach a collective bargaining agreement by September 30 of the year a collective bargaining agreement will expire. If an impasse is reached by October 1, each party must submit its last, best, and final offer within 48 hours, and the parties must select an arbitrator within 5 business days to resolve the dispute.

Took effect 1 July 2025

AB 356: Revises provisions relating to collective bargaining agreements. (BDR 23-935)

The Governor shall, to the extent practicable, include in the biennial proposed executive budget any amount of money to be paid as agreed upon in a collective bargaining agreement, and must submit a report to the Legislature stating reasons if deemed impracticable. Negotiations between the Governor's representative and exclusive representatives must begin on or before April 1 of each even-numbered year.

AB 596: Makes appropriations and authorizations for certain compensation and benefits for state employees represented by a bargaining unit. (BDR S-1247)

Appropriates and authorizes funds totaling approximately $40 million from the State General Fund and State Highway Fund for fiscal years 2025-2026 and 2026-2027 to pay retention incentives of $1,000 and implement collective bargaining agreement provisions for various state employee bargaining units, and provides 1 percent salary increases for those employees.

Took effect 1 July 2025

AB 547: Revises provisions relating to public employment. (BDR 23-994)

Appointing authorities for classified and unclassified service positions must recognize relevant Federal Government employment experience as equivalent to state government employment experience in recruitment, evaluation, selection, management, and pay determinations. Appointing authorities must not require a bachelor's degree as a condition of employment unless the knowledge, skills, or abilities required may only be obtained through a course of study culminating in a bachelor's degree.

S 10643: Relates to labor peace agreements and the cannabis industry wage board; repealer

The commissioner shall convene a cannabis industry wage board comprised of three members to conduct public hearings and make recommendations regarding minimum hourly wages for cannabis workers in cultivation, processing and packaging, distribution, and retail and delivery, with a report due no later than December 31, 2027. Cannabis licensees must provide ownership structure, management agreements, and salary and hours data to the board.

A 11534: Provides for compensation and other terms and conditions of employment of certain state officers and employees; appropriation

The state must increase basic annual salaries for officers and employees in the administrative services unit, institutional services unit, operational services unit, and division of military and naval affairs unit by specified percentages on designated dates between March 2026 and April 2030. The director of employee relations must certify that collectively negotiated agreements are in effect before implementation.

S 10648: Implements an agreement between the state and an employee organization; providing for the adjustment of salaries of certain incumbents in the professional service in the state university; appropriation

The state must increase basic annual salaries of incumbents in the professional services unit at the state university by 4.5 percent effective July 2, 2026, 4 percent effective July 1, 2027, 3.5 percent effective July 1, 2028, and 3 percent effective July 1, 2029 and 2030, adjusted to nearest whole dollar. The state must also provide location pay, lump sum payments, service awards, and other compensation as specified.

S 8795: Extends paid family leave benefits to certain construction employees

Covered employers must maintain existing health benefits for construction employees during family leave as if they continued working. Construction employees become eligible for family leave benefits with a covered employer if they worked that employer's normal work week for at least twenty-six of the last thirty-nine weeks with any covered employer signatory to a collective bargaining agreement.

Takes effect 1 January 2027

S 8034: Relates to disputes between employers and recognized employee organizations

The board shall promptly certify the exclusive bargaining representative of any bargaining unit previously certified by another state or federal agency upon application and verification. All existing terms and conditions of employment between a certified exclusive bargaining representative and an employer shall remain in full force and effect through the board's verification process.

S 8383: Relates to terms and conditions of employment for members of certain collective negotiating units; appropriates funds

The state university of New York must increase stipends for members of the state university graduate student negotiating unit by three percent for academic years 2023-2024, 2024-2025, and 2025-2026, with minimum stipends of $11,102, $11,435, and $11,778 respectively for full assistantships at University Centers and Health Science Centers. Effective July 1, 2026, minimum stipends become $18,000 and $7,500 depending on campus type.

S 822: Relates to the disclosure of automated employment decision-making tools and maintaining an artificial intelligence inventory

State agencies that utilize automated employment decision-making tools must publish a list of such tools on their website by December 30 next succeeding the effective date and annually thereafter, including a description, start date, purpose and use summary, and other relevant information. The office must maintain an inventory of state agency artificial intelligence systems and post it on the New York state open data website by December 30 next succeeding the effective date and annually thereafter.

Took effect 1 July 2025

HB 4066: Relating to education; and declaring an emergency.

District school boards and education service district boards may provide voting directors with monthly stipends not exceeding $500, adjusted annually by Consumer Price Index. If stipends are provided, boards must allow individual directors to decline them and may reimburse actual expenses. If no stipend, boards must reimburse actual necessary expenses.

HB 4162: Relating to cannabis worker unionization.

SB 916: Relating to unemployment insurance benefits for employees unemployed due to a labor dispute.

Individuals unemployed due to strikes must repay unemployment benefits received after the first three weeks as a debt to the Unemployment Compensation Trust Fund, accruing interest at 0.1346 percent per week unless repaid within one year. Labor organizations representing striking workers must remit repayment on behalf of members. School district employees receiving lockout benefits must have those amounts deducted from future wages.

Took effect 1 January 2026

HB 3789: Relating to union misrepresentation.

Any person is prohibited from falsely impersonating a union representative through fraud or misrepresentation to undermine a labor organization. Union representatives are prohibited from knowingly using misrepresentation to mislead public employees about mandatory membership or their right to decline or withdraw from labor organization membership.

Took effect 1 January 2026

HB 2944: Relating to penalties for failure to comply with certain requirements under the laws governing public employee collective bargaining.

The act imposes no new duties; it modifies penalties for public employers that violate ORS 243.804(4) or 243.806(7) by establishing civil penalty ranges based on violation history and allowing consideration of extenuating circumstances, with exceptions for violations caused by natural disasters, computer crimes, or catastrophic events.

Took effect 1 January 2026

HB 3550: Relating to an exemption for certain minor league baseball players from certain laws governing employment conditions.

Amends Oregon employment law to exempt minor league baseball players who are subject to a collective bargaining agreement from laws governing employment conditions.

HB 8524: An act relating to labor and labor relations -- workers' compensation--general provisions

Employers must promptly provide injured employees reasonable medical, surgical, dental, optical, and other treatment, nursing, hospital services, medicines, crutches, and apparatus as necessary to cure, rehabilitate, or relieve effects of injury. Employers must bear expenses of court-approved rehabilitation services and reasonable travel and lodging costs.

HB 7040: An act relating to labor and labor relations -- municipal police arbitration

Contractual provisions in a municipal police collective bargaining agreement continue into the next agreement unless either the bargaining agent or corporate authority proposes changes in writing within thirty days as specified in section 28-9.2-7, and provisions remain in effect until a successor agreement is reached or an interest arbitration award is rendered.

HB 7962: An act relating to labor and labor relations -- employment security

Extends the sunset date from June 30, 2026 to June 30, 2029 for provisions allowing partial unemployment claimants to earn up to 150% of their weekly benefit rate before disqualification and disregarding 50% of weekly benefit rate when calculating benefits.

HB 7041: An act relating to labor and labor relations -- firefighters' arbitration

Bargaining agents and corporate authorities must continue all contractual provisions from a collective bargaining agreement into the successor agreement unless either party proposes changes in writing within thirty days. Parties may agree in writing to continue all contractual provisions until a successor agreement is reached or an interest arbitration award is rendered.

HB 7290: An act relating to labor and labor relations -- restrictions on self-service checkout stations act

Grocery stores with self-service checkout stations must maintain a minimum of one manual checkout station in operation for every three self-service checkout stations, with at least one compliant with the Americans with Disabilities Act. Employees monitoring self-service checkout stations must be relieved of all other duties.

Takes effect 1 January 2027

HB 7364: An act relating to labor and labor relations -- warehouse worker protection act

Employers with 100 or more employees at a single warehouse distribution center or 1,000 or more employees statewide must provide written quota descriptions to employees upon hire and disclose any changes at least two days in advance. Employers must not require quotas that prevent compliance with meal and rest periods or occupational health and safety laws.

Takes effect 1 January 2027

HB 8504: An act relating to labor and labor relations -- fair employment practices

Amends the Fair Employment Practices Act definitions to include individuals employed in domestic service as employees covered by the law, and clarifies definitions related to sex discrimination, disability, gender identity, protective hairstyles, and race.

HB 5187: An act relating to labor and labor relations -- labor relations act

Employers must not deny employees the right to organize, bargain collectively, or designate representatives of their choosing free from interference, restraint, or coercion. The labor relations board must certify labor organizations based on cards of interest signed by at least thirty percent of employees in the bargaining unit and must hear unfair labor practice charges within specified timeframes.

HB 5506: An act relating to labor and labor relations -- labor relations act -- employee free speech rights

Employers and their agents, representatives or designees shall not discharge, discipline, penalize, threaten, or take adverse employment action against employees because they refuse to attend employer-sponsored meetings or listen to communications whose primary purpose is communicating the employer's opinion on religious or political matters.

HB 5679: An act relating to labor and labor relations -- payment of wages

Every employer shall keep true and accurate records of hours worked and wages paid for at least three years. At the start of employment, employers must provide each employee a written notice in English containing nine specified categories of employment information including pay rates, allowances, leave policies, deductions, pay period details, and employer identifying information. Employers must retain signed copies acknowledging employee receipt.

Took effect 1 January 2026

HB 6065: An act relating to labor and labor relations -- temporary disability insurance--benefits

Employers must maintain health benefits during caregiver leave and restore employees to their original position upon return. Employees may take temporary caregiver benefits for bonding with newborns, caring for seriously ill family members, or participating as bone marrow or living organ donors, with maximum benefits of eight weeks annually beginning January 1, 2026.

Took effect 1 January 2026

HB 5227: An act relating to education -- council on elementary and secondary education

The act requires that nothing in the section limiting the commissioner's personnel authority shall be deemed to limit or interfere with the rights of professional, administrative and secretarial employees of the department of elementary and secondary education to collectively bargain pursuant to chapters 11 of title 36 and chapter 7 of title 28 over all terms and conditions of employment including salaries, terms of service, and dismissal.

HB 5266: An act relating to labor and labor relations -- certified school teachers' arbitration

Employers of certified public school teachers, municipal employees, and state employees must provide the exclusive bargaining representative organization with a list of all bargaining unit employees once every one hundred twenty days, including employee ID, name, work location, job title, hire date, birth date, sex, race/ethnicity, contact information, and dues deduction authorization status.

HB 5448: An act relating to labor and labor relations -- employment security --general provisions

Extends through June 30, 2026 the temporary provisions allowing partial unemployment claimants to earn up to 150% of their weekly benefit rate and disregarding 50% of weekly earnings when calculating benefits, provisions previously set to expire June 30, 2025.

HB 6066: An act relating to labor and labor relations -- temporary disability insurance -- general provisions

Employees must contribute to temporary disability insurance at a rate equal to the fund cost rate times wages up to the taxable wage base, which increases to one hundred thousand dollars or the annual earnings needed to qualify for maximum benefits. Employers must maintain health benefits during caregiver leave and restore employees to equivalent positions upon leave expiration.

Took effect 1 January 2026

HB 5029: An act relating to labor and labor relations -- minimum wages

Every employer shall pay each employee a minimum wage that increases on specified dates, reaching fifteen dollars per hour commencing January 1, 2025, sixteen dollars per hour commencing January 1, 2026, and seventeen dollars per hour commencing January 1, 2027.

HB 6161: An act relating to labor and labor relations -- fair employment practices

Employers must reasonably accommodate employees' and prospective employees' conditions related to pregnancy, childbirth, menopause, or related medical conditions unless doing so would pose undue hardship. Employers must not refuse accommodation, require leave when other accommodation is available, deny employment based on refusal to accommodate, or fail to provide written notice of these rights to new employees, existing employees within 120 days, and employees who notify the employer of pregnancy or menopause within 10 days.

HB 6319: An act relating to labor and labor relations -- workers' compensation -- general provisions

Special employers must require general employers to provide insurer-generated insurance coverage certification demonstrating Rhode Island workers' compensation and employer's liability coverage with no indebtedness before contracting for employee services. If the special employer fails to obtain and maintain this certification, the special employer becomes the employer for workers' compensation purposes.

Took effect 1 July 2025

SB 777: Relating to compensation and employment condition standards by municipal charter or collective bargaining agreement and to impasse resolution in collective bargaining with certain political subdivisions.

A public employer and bargaining agent for fire fighters in a municipality with a charter or collective bargaining agreement providing impasse resolution must submit to that mechanism if parties reach impasse or fail to settle within 61 days after the lawmaking body rejects a contract. In municipalities with population between 950,000 and 1,050,000, parties must submit to binding interest arbitration upon impasse.

SB 327: Public Sector Labor Organization Amendments

Defines terms related to public sector labor organizations and amends the state labor code. Provides that private employees have a right to collectively bargain with their employers through labor unions or organizations.

HB 267: Public Sector Labor Union Amendments

Public employers must prohibit labor organizations from serving as bargaining agents and may not enter into collective bargaining contracts. Public employers must not use public money or property to assist union activity. Labor organizations receiving union dues through payroll deduction must report annually to members and the Labor Commission on spending for representation, lobbying, political activities, and affiliate payments beginning July 1, 2027.

Took effect 1 July 2025

SB 433: Unemployment insurance; benefit eligibility conditions, etc.

An unemployed individual must meet eligibility conditions to receive unemployment benefits, including earning sufficient wages in the base period, not being unemployed due to a labor dispute, registering for work, being able and available for work, and serving a one-week waiting period. Lockouts are excluded from labor dispute disqualifications except when the collective bargaining representative refuses to meet, is found to have refused to bargain in good faith, or the lockout results from a violation of a collective bargaining agreement.

Took effect 1 July 2026

HB 1069: Allowing collective bargaining over contributions for certain supplemental retirement benefits.

The employer must bargain with exclusive bargaining representatives over contributions for supplemental retirement benefits, including medical plans, for department of corrections employees. These contributions are a mandatory subject of bargaining but are excluded from interest arbitration as an impasse procedure.

HB 2091: Requiring public employers under chapter 41.80 RCW to provide employee information to exclusive bargaining representatives.

Public employers under chapter 41.80 RCW must provide employee information to exclusive bargaining representatives as required by RCW 41.56.065. Until the one Washington enterprise resource management project human resources subproject phase 2 is completed and fully implemented, employers may not be held liable if unable to provide required information due to technological system limitations.

HB 2179: Concerning membership in the public employees' retirement system for port workers who participate in a federal railroad retirement plan, a union-sponsored defined benefit retirement plan, or another employer-funded private pension plan. (REVISED FOR ENGROSSED: Concerning membership in the public employees' retirement system for port workers who participate in a federal railroad retirement plan.)

Persons employed by a port district who participate in a federal railroad retirement plan are excluded from membership in the public employees' retirement system for periods of service covered by that plan. Port districts may not require such employees to participate in the public employees' retirement system for those periods.

HB 2471: Concerning collective bargaining for employees not covered by the national labor relations act.

Employers must engage in collective bargaining with exclusive bargaining representatives of employees not covered by federal labor law. Employers must not make unilateral changes to wages, hours, or working conditions without bargaining. Labor organizations must notify health care institutions and the commission at least 10 days before striking.

HB 1570: Concerning collective bargaining for certain employees who are enrolled in academic programs at public institutions of higher education.

Western Washington University must recognize nonacademic student employees enrolled in academic or certificate programs as an appropriate bargaining unit eligible for collective bargaining under chapter 41.56 RCW. The scope of bargaining excludes termination for unmet academic requirements, tuition or fees amounts, academic calendar, and student admission numbers, though tuition remission and waivers are bargainable.

SB 5944: Concerning language access providers' collective bargaining.

The governor must recognize language access providers as public employees solely for collective bargaining purposes and bargain with their exclusive representative on economic compensation, professional development, training, labor-management committees, grievance procedures, health and welfare benefits, and other economic matters. Departments must provide annual lists of language access providers to requesting labor unions by January 30th.

SB 5503: Concerning public employee collective bargaining processes.

Public employers must not require workers to waive statutory rights arising from state or federal law as a condition of settling grievances under collective bargaining agreements. The Public Employment Relations Commission must require employers and employee organizations to submit offers of proof on challenged employees in new organizing petitions. The commission or presiding officer may set hearing dates without party consent and draw adverse inferences from refusal to comply with subpoenas, except when unions invoke privilege.

HB 1264: Concerning the salaries of ferry system collective bargaining units.

The office of financial management must conduct a comprehensive salary and fringe benefit survey for ferry system maritime employees by contracting with a nationally recognized firm, comparing wages and benefits with public and private sector employees in specified geographical areas. The survey must be available to bargaining parties by April 1st of even-numbered years.

SB 5653: Concerning collective bargaining by fish and wildlife officers.

Amends the definition of 'fish and wildlife officer' to include officers, detectives, sergeants, lieutenants, and captains ranking below deputy chief, making them eligible for collective bargaining. The act is void if not funded by June 30, 2025.

HB 1141: Concerning collective bargaining for agricultural cannabis workers.

Employers operating cannabis producer or processor licenses must engage in collective bargaining with exclusive bargaining representatives of employees who cultivate, grow, harvest, or produce cannabis. Employers must provide employee information to bargaining representatives within 21 business days of hire and every 120 business days thereafter. Employers must deduct and remit membership dues upon employee authorization.

HB 1105: Exempting exclusive bargaining representatives for department of corrections employees from certain provisions related to coalition bargaining.

Exclusive bargaining representatives for department of corrections employees with interest arbitration rights under RCW 41.80.200 are exempted from coalition bargaining requirements. The governor or governor's designee and such exclusive bargaining representatives shall negotiate one master collective bargaining agreement, rather than participating in coalition bargaining with other representatives.

AB 786: Relating to: ratification of the agreement negotiated between the State of Wisconsin and the Wisconsin State Building Trades Negotiating Committee, for the 2025-26 fiscal year, covering employees in the building trades crafts collective bargaining unit, and authorizing an expenditure of funds. (FE)

Ratifies the 2025-26 fiscal year collective bargaining agreement between the State of Wisconsin and the Wisconsin State Building Trades Negotiating Committee covering building trades crafts employees, and authorizes necessary expenditures from appropriations under section 20.865(1).

AB 789: Relating to: ratification of the agreement negotiated between the state of Wisconsin and the Wisconsin Law Enforcement Association, for the 2025-27 biennium, covering employees in the public safety collective bargaining unit, and authorizing an expenditure of funds. (FE)

Ratifies the 2025-27 collective bargaining agreement between Wisconsin and the Wisconsin Law Enforcement Association covering public safety employees, authorizes necessary expenditures from appropriations under section 20.865(1), and requires filing a certified copy with the secretary of state.