HB1024
To Amend The Law Concerning Public Employees; And To Repeal The Law Prohibiting Collective Bargaining.
AI-Generated Summary
This bill proposes to repeal existing Arkansas law that prohibits collective bargaining for public employees. Specifically, it aims to repeal Title 21, Chapter 1, Subchapter 8, which currently defines public employees, public employers, and strikes, and explicitly prohibits public employers from recognizing labor unions or engaging in collective bargaining. The bill also amends Arkansas Code § 11-4-205 to remove the subsection that states collective bargaining by public employees is prohibited. The existing law defines "public employee" and "public employer" and outlines prohibited activities related to strikes, with termination and a subsequent twelve-month ineligibility for public employment as penalties. While repealing these prohibitions, the bill retains a provision allowing public employees to form associations for promoting their interests.
Potential Impact Analysis
Who Might Benefit?
If this bill becomes law, public employees in Arkansas who are not specifically excluded (such as public safety officers and certain public transit employees) would be the primary beneficiaries. They would gain the legal right to organize, form unions or associations, and engage in collective bargaining with their public employers over wages, benefits, and other working conditions. This could lead to improved employment terms and conditions for these workers. Public employee unions and associations would also benefit, as they would be able to represent their members in negotiations with the state and its various entities.
Who Might Suffer?
The primary entities that could be negatively impacted by this bill are public employers in Arkansas, including state agencies, public school districts, and institutions of higher education. The bill would remove the prohibition on collective bargaining, potentially requiring these employers to negotiate with unions and enter into collective bargaining agreements. This could lead to increased labor costs, administrative complexities, and changes to existing employment policies and practices. Additionally, the state government, as a whole, might face increased budgetary pressures if collective bargaining leads to higher compensation or benefits for public employees.