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SB 2924

AN ACT RELATING TO LABOR AND LABOR RELATIONS -- LABOR RELATIONS ACT

2026 Regular Session Introduced by Melissa Murray and 2 co-sponsors

Establishes a pathway for nonrepresented Rhode Island state employees to form a bargaining unit and negotiate through an exclusive representative.

05/29/2026 Referred to House Labor
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Bill Summary · SB 2924

Summary of SB 2924 (Rhode Island, 2026)

Purpose and intent

  • Establishes a framework for employees who are not currently represented by a union to form a bargaining unit and collectively bargain with their employer.
  • Allows such employees to demonstrate majority support to trigger an election or to certify representation without an election.
  • Reaffirms protections for employee rights and neutrality for state/public employers and management.

Key provisions and changes

  • Exclusive representation and bargaining rights (new subsection to 28-7-14)

    • Representatives designated or elected by a majority of employees in a unit (either through a formal election or other process) become the exclusive representatives for collective bargaining on wages, hours, and other terms of employment.
    • Employees retain the right to present grievances to their employer at any time.

  • Mechanisms to demonstrate majority support (new subsection 28-7-14(b))

    • Employees not represented by a labor organization can demonstrate majority support by:
    • (i) Filing signed cards by at least 30% of the appropriate unit requesting an election; or
    • (ii) Filing signed cards by more than 50% of the unit requesting representation and waiving the right to an election.
    • If at least 50% sign in support, the board shall certify the unit for representation.

  • State/public neutrality (new subsection 28-7-14(c))

    • State agents and public agencies may not encourage or discourage employees from exercising their rights under this section.
    • Management and administrative personnel must remain neutral.

  • Discrimination and dues (new/modified provisions in 36-11-2)

    • Prohibits discrimination against state employees for joining or forming a labor organization.
    • Supervisory employees are restricted from endorsing or discriminating against employees based on union membership.
    • Employee membership and dues: dues may be deducted from payroll by the state (biweekly) and remitted to the exclusive bargaining organization.
    • Nonmembers may pay a reasonable charge for grievances/arbitrations initiated at their request.
    • Employers must notify the exclusive bargaining unit of new hires promptly (within five business days of start date).

  • Bargaining unit lists and data (36-11-2 subdivisions)

    • Employers must provide the exclusive representative (and related statewide affiliates) with a list of all unit employees at least every 120 days (or more often if mutually agreed).
    • The list includes details such as employee ID, name, location, title, date of hire, demographic information, contact information, and whether dues deduction is authorized.
    • Information must be organized in an electronic spreadsheet and kept confidential; it is exempt from public records requests.

  • New employee orientation (36-11-2)

    • A representative of the labor organization must have at least 30 minutes to meet and orient new bargaining unit employees during new-hire orientation.
    • Non-union personnel must be excluded during this orientation unless a mutual arrangement ensures coverage for in-person orientation for all new employees.

Who is affected

  • Employees who are in a bargaining unit within Rhode Island state and public employers.
  • Employees not currently represented by a union who wish to form a new bargaining unit.
  • State/state agency employers and management personnel who must maintain neutrality and comply with payroll deductions and data sharing requirements.
  • Exclusive bargaining unit employers and the labor organizations that would represent the unit.

Procedural and timeline aspects

  • Effective date: The act would take effect upon passage.
  • Formation pathway: Employees can initiate representation by either a 30% signatory card drive requesting an election or a 50% signatory card drive opting for representation without an election.
  • Certification trigger: If at least 50% of the unit signs in support, the board must certify the unit for exclusive representation.
  • Regular data sharing: Employers must provide bargaining unit lists every 120 days (or more often if mutually agreed).
  • Dues processing: State controller to deduct dues biweekly once a unit is certified.
  • Orientation requirement: New unit members must have dedicated time with union representatives during onboarding.

Practical impact and considerations

  • Creates a formal mechanism for non-union employees to organize a bargaining unit and negotiate with their employer.
  • Strengthens the role of exclusive bargaining representatives in state employment contexts.
  • Introduces mandatory dues handling and transparency around unit membership and payroll deductions.
  • Increases employer obligations for recordkeeping, confidentiality of unit data, and neutral stance during organizing efforts.
  • Potentially expands union presence within Rhode Island state employment, depending on unit formation and signatory support levels.

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

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