As I've already commented elsewhere I'm strongly supportive of your coverage of this issue and of the editorial slant you're taking on it. Thanks again for this prompt update about the call for mediation.
That said, I'm confused by the conclusion here "left without the protection of a union contract". (The implication is that if mediation doesn't succeed before June 30 then the contract will lapse?) I'd expect that as employees of a public agency with membership in a recognized bargaining agent, they're covered by the NY Taylor law including the Triborough Amendment. TCC's coverage of the district's bullying threat about 'reporting work stoppage talk' seems consistent with this. The way NY union law works for public employees (generally?) is that they aren't allowed to strike (which is why actual 'work stoppage talk' would be reportable), but if the contract term expires without a new bargaining agreement then the terms of the old agreement will remain in place until a new one is ratified.
Unless TCC has reason to believe that the legal framework in this case would be different, I would recommend a clarification?
[Edit log - I seem to hav omitted to type the word 'ratified' at the end of P2 in the original comment.]
I agree and believe it’s true that if the contract is not ratified, they will just revert and continue to work under the terms and conditions of the old contract.
I still wish this unit would inquire about working under a larger agency such as the CSEA, even if it means paying dues or more dues (although I think individuals have a right to not join the Union because of the recent JANUS Decision).
As I've already commented elsewhere I'm strongly supportive of your coverage of this issue and of the editorial slant you're taking on it. Thanks again for this prompt update about the call for mediation.
That said, I'm confused by the conclusion here "left without the protection of a union contract". (The implication is that if mediation doesn't succeed before June 30 then the contract will lapse?) I'd expect that as employees of a public agency with membership in a recognized bargaining agent, they're covered by the NY Taylor law including the Triborough Amendment. TCC's coverage of the district's bullying threat about 'reporting work stoppage talk' seems consistent with this. The way NY union law works for public employees (generally?) is that they aren't allowed to strike (which is why actual 'work stoppage talk' would be reportable), but if the contract term expires without a new bargaining agreement then the terms of the old agreement will remain in place until a new one is ratified.
Unless TCC has reason to believe that the legal framework in this case would be different, I would recommend a clarification?
[Edit log - I seem to hav omitted to type the word 'ratified' at the end of P2 in the original comment.]
Thank you. I will check into this and clarify the language as necessary.
I agree and believe it’s true that if the contract is not ratified, they will just revert and continue to work under the terms and conditions of the old contract.
I still wish this unit would inquire about working under a larger agency such as the CSEA, even if it means paying dues or more dues (although I think individuals have a right to not join the Union because of the recent JANUS Decision).