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SB 1268

An Act amending the act of June 1, 1937 (P.L.1168, No.294), known as the Pennsylvania Labor Relations Act, further providing for definitions; providing for notice and regulations; further providing for unfair labor practices and for representatives and elections; providing for initial collective bargaining agreement; further providing for prevention of unfair labor practices and for penalties; and imposing penalties.

2025-2026 Regular Session Introduced by Amanda Cappelletti and 11 co-sponsors

The bill strengthens and clarifies protections and procedures in Pennsylvania labor relations, expanding definitions, notice requirements, and penalties to improve enforcement of u

Referred to Labor & Industry
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WeVote Research Nonpartisan
Bill Summary · SB 1268

Summary of SB 1268 (Session: 2025-2026) – Pennsylvania

Overview

SB 1268, introduced in the 2025-2026 Pennsylvania legislative session, amends the Pennsylvania Labor Relations Act (the act of June 1, 1937, P.L.1168, No.294). The bill broadens and clarifies definitions, expands notice and regulatory provisions, tightens protections related to unfair labor practices, and adds provisions concerning representatives, elections, and the initial collective bargaining agreement. It also strengthens enforcement and penalties related to unfair labor practices.

Purpose and Intent

  • Strengthen the state’s framework governing labor relations, including union representation and collective bargaining.
  • Clarify definitions to reduce ambiguity in applying the Labor Relations Act.
  • Improve notice requirements and regulatory oversight related to organizing, bargaining, and labor relations activities.
  • Enhance protections against unfair labor practices for employees, unions, and employers.
  • Establish procedures and penalties to deter violations and ensure effective enforcement.

Key Provisions and Changes

1) Definitions

  • Expands or clarifies definitions within the Pennsylvania Labor Relations Act, potentially impacting how terms like “unfair labor practice,” “representative,” “employee,” and related concepts are interpreted for the purposes of labor relations disputes and enforcement.

2) Notice and Regulations

  • Adds or broadens requirements for notice related to organizing, elections, or other labor relations activities.
  • Empowers or requires regulatory bodies to issue rules or guidelines governing these processes, aiming to provide clearer timelines and procedures.

3) Unfair Labor Practices

  • Revisions to what constitutes unfair labor practices by employers, employees, or labor organizations.
  • May introduce new prohibitions or expand existing prohibitions, along with definitions and remedies for violations.
  • Strengthens enforcement mechanisms and may increase remedies or penalties for violations.

4) Representatives and Elections

  • Provisions related to the selection of representatives (likely union representatives) and the procedures surrounding elections for representation.
  • Could include timelines, voting processes, certification of representatives, and handling of challenges or disputes related to elections.

5) Initial Collective Bargaining Agreement (CBA)

  • Establishes or clarifies procedures governing the initial collective bargaining agreement between a represented employee unit and the employer.
  • May set timelines for negotiation, requirements for good-faith bargaining, and potential remedies if negotiations stall.

6) Prevention of Unfair Labor Practices and Penalties

  • Introduces or tightens controls to prevent unfair labor practices.
  • Specifies penalties for violations, which could include fines, penalties, or other sanctions.
  • Enhances oversight and accountability for parties engaging in labor relations activities.

Who Would Be Affected

  • Employees seeking representation and participation in collective bargaining.
  • Employers subject to the Pennsylvania Labor Relations Act.
  • Labor unions and their organizers, representatives, and members.
  • State labor relations boards or agencies responsible for enforcement and rulemaking.
  • Entities involved in bargaining for initial CBAs with employee units.

Procedural and Timeline Aspects

  • As of action history, SB 1268 was referred to the Senate Labor & Industry committee on 2026-04-17.
  • If advanced, it would proceed through committee action, potential amendments, floor votes, and, if passed, constitutional and regulatory implementation processes.
  • Key timelines would likely be established for notice periods, election timelines, bargaining windows for initial CBAs, and enforcement grace periods, subject to final text and rulemaking.

Practical Implications

  • Employers may face clearer standards and increased duties around notice, bargaining, and non-retaliation protections.
  • Employees may gain stronger protections against unfair practices and clearer processes for representation elections.
  • Labor relations processes could become more formalized with defined timelines and regulatory guidance.
  • Penalties for violations may be more explicit and potentially more severe, affecting compliance strategies.

If you’d like, I can tailor this summary to a specific audience (e.g., policymakers, business leaders, labor advocates) or compare SB 1268 to existing provisions of the Pennsylvania Labor Relations Act to highlight material shifts.

Compiled from official sources — confirm details with the bill’s official record.

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