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SB 2501

AN ACT RELATING TO EDUCATION -- COUNCIL ON POSTSECONDARY EDUCATION

2026 Regular Session Introduced by Sam Bell and 10 co-sponsors

Beginning July 1, 2026, state employees may negotiate longevity pay in future collective bargaining agreements.

05/29/2026 Referred to House Finance
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Bill Summary · SB 2501

Summary of SB 2501 (2026) – Rhode Island

Purpose and intent

SB 2501 amends multiple chapters of Rhode Island law to allow state employees and certain education-sector employees to negotiate longevity payments in future collective bargaining agreements (CBAs), starting July 1, 2026. The bill makes retroactive adjustments to existing longevity provisions in several statutory sections and clarifies that longstanding longevity practices remain in place until 2011, after which new increases are generally halted unless addressed in future CBAs.

Key provisions and changes

  • 16-59-7.2 (Council on Postsecondary Education)

    • For non-classified employees of the Board of Governors for Higher Education (excluding faculty and those already receiving longevity), longevity pay would be 5% of base salary after 10 years of service, increasing to 10% after 20 years (for employees under grade 19). Longevity pay is not included in base salary.
    • The Board may promulgate implementing regulations.
    • There shall be no further longevity increases beginning July 1, 2011, except as already provided in collective bargaining agreements in effect as of June 1, 2011. Any accrued longevity payments up to June 30, 2011, would be added to base salary at that time, or upon expiration of the relevant CBA.
    • Beginning July 1, 2026, state employees may negotiate longevity payments in future CBAs.

  • 16-60-7.2 (Council on Elementary and Secondary Education)

    • For non-classified employees of the Board of Regents for Elementary and Secondary Education (excluding those already receiving longevity), longevity pay would be 5% after 10 years, rising to 10% after 20 years (for employees under grade 19). Longevity pay is not included in base salary.
    • The Board may promulgate implementing regulations.
    • There shall be no further longevity increases beginning July 1, 2011, except as provided in CBAs in effect June 1, 2011. Accrued longevity payments shall be added to base salary as of June 30, 2011 (or upon CBA expiration, whichever is later).
    • Beginning July 1, 2026, state employees may negotiate longevity payments in future CBAs.

  • 36-4-17.1 and 36-4-17.2 (Merit System)

    • 36-4-17.1: Retroactive provision maintains aggregate longevity for reemployed state workers (older rule preserved historically).
    • 36-4-17.2: Starting July 1, 2011, no further longevity increases for state employees; exceptions only if a CBA in effect on June 1, 2011 provides otherwise. Previously accrued longevity payments are preserved at their June 30, 2011 levels or as of CBA expiration.
    • Beginning July 1, 2026, state employees may negotiate longevity payments in future CBAs.

  • 36-6-22 (Salaries and Traveling Expenses)

    • For officers, secretaries, and employees of the legislative branch, the judicial branch, the governor’s office, LT Governor, and several state departments, no further longevity increases begin July 1, 2011, with preservation of previously accrued longevity payments as of June 30, 2011. Beginning July 1, 2026, state employees may negotiate longevity payments in future CBAs.

  • 36-16.2-1 (Quasi-public Corporations – Longevity)

    • Beginning July 1, 2011, no further longevity increases for quasi-public corporation employees; exceptions apply to CBAs as of June 1, 2011. Previously accrued longevity payments preserved. Beginning July 1, 2026, state employees may negotiate longevity payments in future CBAs.
    • Defines “quasi-public corporation.”

Affected groups

  • Non-classified employees of:
    • Rhode Island Board of Governors for Higher Education (education sector)
    • Board of Regents for Elementary and Secondary Education (K-12 sector)
    • State employees covered by the Merit System (36-4-17.xx)
    • Officers, staff, and employees in various branches and departments (36-6-22)
    • Quasi-public corporations (36-16.2-1)
  • Collective bargaining units for state employees (beginning July 1, 2026)

Procedural and timeline aspects

  • Immediate effect: The act states it shall take effect upon passage.
  • Historical adjustments: It preserves or adjusts past longevity provisions, particularly the post-2011 framework, and clarifies the handling of accrued longevity up to June 30, 2011.
  • Future change enabled: Beginning July 1, 2026, all covered state employees may negotiate longevity payments in subsequent CBAs.
  • Regulatory authority: Each board (higher education, elementary/secondary, and merit system) is authorized to promulgate implementing regulations.

Potential impact

  • Adds a future pathway for longevity pay to be bargained in CBAs, shifting leverage toward unions in setting longevity terms starting 2026.
  • Maintains existing caps and structures for longevity up to 10% after 20 years, but only in contexts where longevity remains authorized (post-2011 rules and 2016 adjustments).
  • Creates uniform language across multiple sectors (higher ed, K-12, state government, quasi-publics) to harmonize longevity policy but delays broad changes until 2026.
  • Could influence total compensation and budgeting for affected agencies, particularly if CBAs choose to negotiate new longevity structures.

If you’d like, I can provide a side-by-side comparison of current law versus SB 2501 language, or a brief FAQ for legislators and public readers.

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

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