Collective Bargaining Bill
SF 213/HSB 84
The bill includes these provisions:
-Public employees will see a large scale gutting of their collective bargaining rights. Public employees will be prohibited from negotiating insurance, leaves of absence, transfer procedures, evaluation procedures, staff reduction, grievance procedures, and benefits of seniority (where you are on the pay scale). These are non-negotiable topics.
Public employees will only be able to negotiate for base wages. If the contract goes to arbitration, the public employee bargaining unit can receive a maximum of a 3 percent raise or a percentage equal to the increase in Consumer Price Index (CPI) for a 12-month period, whichever is less. Since 2008 the CPI has averaged at 1.41 percent, meaning this would be the maximum you could receive. You would never be allowed to move higher than the inflationary index.
-Current law states the public employer has the right to suspend or discharge public employees for proper cause. This bill strikes proper cause, making all public employees at-will employees.
The legislation changes what the arbitrator can consider when making a decision.
-The arbitrator must now consider a wage comparison of public and private (school) employees when making a decision for nonpublic safety employees.
-Bargaining units now face Wisconsin-style re-certification, wherein all employees in the bargaining unit are considered voters. Currently the vote is decided by bargaining unit employees that show up for the election. Under this provision, employees who don’t participate are effectively “no” votes on certification.
-Additionally, a bargaining unit will have to re-certify prior to the expiration of the bargaining units contract. These changes are designed to make it more difficult for a public employee union to stay certified.
-Gives the Governor the authority to veto statewide collective bargaining agreements following a gubernatorial election.
-Under the legislation, any ongoing collective bargaining negotiation not yet completed is void and must begin anew.
Targets Iowa teachers.
Remember, teachers’ working environment is our children’s learning environment. This legislation will make it difficult to retain and attract quality teachers to the State of Iowa.
-Prohibits all discussions on evaluation procedures.
-The only way to contest your termination is to go to court.
-Allows a district to terminate probationary teacher following their two years without cause.
-Takes away our ability to negotiate extracurricular supplemental.
Division III: Personnel Records and Settlements
-This division closely resembles legislation from the last two years. It comes from the “secret settlements” and “hush money” scandals that plagued the Governor at the end of the 2014 legislative session. Organized labor was registered against the bill.
-Requires that any resignation in lieu or termination or demotion of a public employee to become public record. Eliminates any non-disclosure or confidentiality agreements for personal settlement agreements and mandates that decisions for executive bonus pay be made public record. The bill states that no provision of collective bargaining is to supersede the provision of the legislation. The result of this section would mean more lawsuits for people trying to clear their name.
-Public Safety employees are largely exempted from the implications of this legislation providing they are in a bargaining unit made up of a majority of public safety employees. Public Safety employees are now defined under Chapter 20.3, with corrections officers and DOT Motor Vehicle Enforcement Officers and paramedics not considered public safety officers.
-Public employees can no longer deduct membership dues or PAC deductions through their paychecks.