Posted 6/14
Our current contract ends June 30, 2016, which leads to the basic question: what happens on July 1st and thereafter?
One of the first issues we addressed is your contractual right to attend the Union Picnic (summer outing at Lake Compounce). This became a pressing issue, as the picnic is scheduled for July 8, just one week after the contract expires. The concern was justified, as some agencies had been telling members that requests for "union picnic" release time would not be honored. Discussions between the Union and OLR ensued. We are pleased to announce that on June 9th, OLR issued an email to the agencies instructing them to honor requests for "union picnic" release time. The email from OLR follows:
Good evening all:
OLR is in the process of negotiating the Contract Extension Agreements and executing Dues Agreements with the state bargaining units. OLR has received inquiries from agency staff and other representatives into whether picnics under the terms of the existing collective bargaining agreements will be honored beyond June 30, 2016. Although certain provisions remain at issue, this is not one of them.
Therefore, this is to advise that agencies shall continue to permit picnics/summer outings under the terms of the current collective bargaining agreements administered by OLR beyond June 30, 2016.
Additional information regarding the terms of final Extension Agreements will follow.
Thank you.
Lisa Grasso Egan
Undersecretary for Labor Relations
State of Connecticut
Office of Policy and Management
Okay - so members can attend the picnic, as is appropriate. But the picnic is hardly the most important provision in our contract. So what happens to the rest of the contract? This is readily determined by statute: C.G.S. 5-278(a) clearly defines the following items as continuing regardless of contract expiration: (1) salary, excluding annual increments, (2) differentials, (3) overtime, (4) longevity, and (5) allowances for uniforms.
It is the position of A&R that the entire agreement continues in full force (other than items that require new monetary appropriations from the legislature). This is more than conjecture on our part. There is a 35 year history with 30 bargaining units where expired contracts have always continued in force until a successor agreement is approved. In the event the State chooses to ignore the terms of our contract we will immediately file a Prohibited Practice complaint with the State Labor Board. However we don't expect that will be necessary as it is in the State's best interest to avoid further disruption to the work environment by adhering to the provisions of our contract.