The Triborough Amendment to the Taylor Law requires existing or expired contracts to remain in effect while new contracts are being negotiated. This means that employees continue to receive “step” increases based on longevity during contract negotiations.
Those who oppose Triborough say it gives public employee unions little incentive to come to the negotiating table, since the amendment ensures employees still receive annual step raises even if contract negotiations remain at an impasse for several years. Thus, salary costs continue to rise even after a contract has expired – especially troubling to public employers in this time of fiscal crisis across the state.
Those who support Triborough feel it actually levels the bargaining playing field because it prohibits public employers from drastically cutting salaries and crucial benefits for their employees during the contract negotiation period. Thus, employees and management come to the negotiating table with equally balanced power.
As of May 18, five school districts had suggested the governor’s Mandate Relief Council review the Triborough Amendment, making it the mandate most requested for discussion.
And interestingly enough, the Siena Research Institute just released a poll that concludes most New Yorkers want the state to keep the Triborough Amendment, but trash the Taylor Law (probably best known as the law that prohibits the state’s public employees from going on strike).
If the Mandate Relief Council brings Triborough up for debate, the discussion will undoubtedly be fascinating to follow. But right now, we on the Education Speaks team would like to give you a head start.
What do you think about the Triborough Amendment? Do you support or oppose it? Let us know in the comments.