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SB 1667

SB 1667 - This act creates new provisions relating to the bargaining process over labor agreements between public labor organizations and public bodies. Within 30 days after a labor organization has been designated as the exclusive bargaining representative for the public employees in a bargaining unit the bargaining process must begin with representatives of the public body and representatives of the labor organization meeting and bargaining in good faith, as that term is defined in the act, for an agreement covering the wages, benefits, and other terms and conditions of employment for the public employees within the bargaining unit. The labor organization and the public body shall engage in good faith bargaining with each other's designated representatives. In the event that an agreement cannot be reached within 180 days after a labor organization is designated as exclusive bargaining representative for the public employees in a bargaining unit, the dispute shall be referred to mediation. If, after 90 days, mediation has not been successful then the matter shall be referred to arbitration as described below. At any time during the bargaining process, if either the labor organization or the public body determines an impasse has been reached over wages, benefits, hours, or other terms and conditions of employment, the party may submit the matter to interest arbitration. If the parties agree that an impasse has been reached, within seven days of such decision the public body and labor organization shall attempt to agree upon an impartial arbitrator to resolve the impasse. If an arbitrator cannot be agreed upon within such time period then the party that made the initial determination of impasse shall request a panel of seven arbitrators from the Federal Mediation and Conciliation Services or the American Arbitration Association in the event that Federal Mediation and Conciliation Services cannot produce a panel of seven arbitrators. The parties shall alternate striking from the panel one arbitrator at a time until a single arbitrator is left, with the party that made the initial determination of impasse striking first. Once an arbitrator has been selected, the parties shall proceed to present their arguments. Within 45 days the arbitrator shall submit its decision. The decision of the arbitrator shall be binding upon the parties, provided that any provision that would require the enactment of law for its implementation shall not be binding until such time as the law is enacted. If, at any time during the bargaining process for an initial contract or for successor contracts, either the labor organization or public body believes the opposing party has engaged in bad faith bargaining in violation of this act it may submit the matter to the State Board of Mediation for determination. If the Board determines a party has engaged in bad faith bargaining in violation of this act it shall refer the matter to interest arbitration in accordance with this act. At no time after a labor organization has been designated as the exclusive bargaining representative for the public employees in a bargaining unit or after an agreement covering the wages, benefits, and other terms and conditions of employment for public employees within a bargaining unit has expired shall the public body make any unilateral changes to wages, benefits, or other terms and conditions of employment subject to mandatory bargaining. Any such unilateral changes shall be considered a failure to bargain in good faith. In the event that the labor organization believes that the public body has made unilateral changes to wages, benefits, or other terms and conditions of employment subject to mandatory bargaining, the labor organization may seek declaratory relief, injunctive relief, and monetary damages arising from the unlawful unilateral change in an appropriate state or federal court. This act is substantially similar to SB 1529 (2026), SS/SCS/HB 1644, as amended (2026), and the perfected HCS/HBs 3283 & 3306 (2026). SCOTT SVAGERA

2026 Regular Session

Establishes formal, time-bound collective bargaining for public employees, with mediation/arbitration if stalled and strict prohibition on unilateral changes.

Second Read and Referred S General Laws Committee
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Bill Summary · SB 1667

Summary of SB 1667 (2026, Missouri)

Purpose and intent

  • Establishes a formal framework for collective bargaining between public labor organizations (unions) and public bodies (employers) regarding wages, benefits, and other terms and conditions of employment for designated public employees.
  • Creates a process to resolve bargaining deadlocks through mediation and, if needed, arbitration, with specific timelines and procedures.
  • Prohibits unilateral changes by the public body to terms and conditions subject to mandatory bargaining once a bargaining relationship is established or a contract has begun (or expired); provides remedies if unilateral changes occur.
  • Provides mechanisms to detect and address bad-faith bargaining.

Key provisions and changes

  1. Commencement of bargaining

    • Within 30 days of designation of a labor organization as the exclusive bargaining representative, both sides must begin good-faith bargaining.
    • Bargaining topics: wages, benefits, and other terms and conditions of employment for employees in the bargaining unit.

  2. Good-faith bargaining standard

    • Bargaining must occur with each side using its designated representatives.
    • “Good faith” is defined by the act (not reproduced here), and is the basis for dispute resolution if a party alleges bad-faith bargaining.

  3. Mediation and arbitration for unresolved contracts

    • If no agreement is reached within 180 days of designation, the dispute goes to mediation.
    • If mediation fails after 90 days, the matter proceeds to arbitration.
    • Arbitration timeline: once an impasse is recognized, the parties must select an impartial arbitrator within seven days; if unable to agree, they request a seven-arbitrator panel from the Federal Mediation and Conciliation Service (FMCS) or the American Arbitration Association (AAA) if FMCS cannot provide seven.
    • Selection process: parties alternate striking arbitrators from the panel until one remains (the initial impasse party strikes first).
    • Arbitrator decision: due within 45 days of selection; binding on the parties, except provisions requiring new or amended law are binding only when the relevant law is enacted.

  4. Bad-faith bargaining allegations

    • Either party can petition the State Board of Mediation if it believes the other party engaged in bad-faith bargaining during initial or successor bargaining.
    • If the Board finds bad-faith bargaining, the matter is referred to interest arbitration consistent with the act’s rules.

  5. Prohibition on unilateral changes

    • At no time after designation of exclusive representative or after an agreement covering wages, benefits, and terms of employment has expired may the public body make unilateral changes to those terms.
    • Such unilateral changes are considered a failure to bargain in good faith.
    • If the labor organization believes unilateral changes occurred, it may seek declaratory relief, injunctive relief, and monetary damages in appropriate state or federal courts.

  6. Similarity to prior legislation

    • The act is substantially similar to SB 1529 (2026).

Who would be affected

  • Public employees in units where a labor organization is designated as the exclusive bargaining representative.
  • Public bodies (employers) that bargain with those labor organizations.
  • Public labor organizations representing employees, with formal rights to demand and participate in negotiates, mediation, and arbitration.
  • State mediation/arbitration bodies (State Board of Mediation, FMCS, AAA) as mechanisms for dispute resolution.

Procedural and timeline aspects

  • Opening bargaining: within 30 days of exclusive designation.
  • Initial bargaining period: up to 180 days before mediation is triggered if no agreement is reached.
  • Mediation: up to 90 days after referral to mediation if not resolved by then.
  • Arbitration: selected within 7 days after impasse; panel selection if needed; decision due within 45 days of arbitrator’s appointment.
  • Bad-faith determinations: referral to State Board of Mediation; potential escalation to interest arbitration if bad faith is found.
  • Binding effect: arbitration decisions are binding, with a caveat that provisions requiring new/enacted law become binding only when the law is enacted.
  • Unilateral changes prohibited: at any point after designation or contract expiration.

Practical implications

  • Creates a structured, time-bound path from bargaining initiation to resolution (mediation/arbitration) to reduce prolonged impasses.
  • Strong emphasis on prohibiting unilateral changes and enforcing good-faith bargaining.
  • Introduces external arbitration as a central mechanism to settle wage/benefit disputes, with a defined process for selecting arbitrators.
  • Provides enforcement and remedies for bad-faith bargaining.

Note: This summary reflects the bill’s text and stated provisions; it does not reflect potential amendments or fiscal impact analyses that may accompany committee debates or floor amendments.

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

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