The Collective Relations Act (PELRA) sets out collective bargaining rules between Minnesota public employers and representatives of public sector employees. PELRA grants public officials the right to unite and bargain collectively, defines the criteria for establishing bargaining units, provides procedures for electing exclusive representatives, and provides procedures for resolving deadlocks in negotiations. The organizations and bargaining units representing Minnesota State employees are listed below: The collective agreement (CBA) between the University of Minnesota and the University Association of Education (UEA) was due for this year`s negotiations. The university presented the UEA negotiating team with a final offer, the best and the most definitive, and the UEA negotiating team informed the university that it intended to proceed with a vote to ratify the offer. Read the letter to the UEA faculty regarding the university`s negotiations and offer. Another instrument for resolving deadlocks is mandatory conciliation. Arbitration procedures that set the terms of a contract are called interest rate arbitration procedures. For most workers, an interest rate arbitration procedure is only possible if the employer and the union agree to use it. For workers considered essential, the union may have the matter referred to an arbitration tribunal if the BMS finds that good faith negotiations have been made and that there is a deadlock. PELRA establishes procedures for selecting an arbitrator. When the arbitrator renders a sentence, it is binding on both sides. The duty to meet and negotiate in good faith does not require the employer or the union to accept a proposal. The Commissioner of Management and Budget has been appointed “employer” to negotiate with government employees.
The Act defines “conditions of employment” with respect to working time, allowances (including ancillary benefits) and staff policies that affect working conditions. However, a public employer is not required to negotiate inherent administrative policy issues, such as the employer`s functions and programs, its overall budget, the use of technology, organizational structure, staff selection and management. LE PELRA also prohibits negotiations on pension benefits enshrined in other legislation. Employees of units designated as essential cannot legally strike. Instead, the impasses in the negotiations are resolved by a binding conciliation. State units designated as essential are those that include state agents (state patrols, DNR game controllers and officials of the Office of Criminal Apprehension), registered nurses, prison officers, supervisors, public safety communications officers and professional engineers. At a time when the unprecedented measures of this pandemic have become the norm, we must also recognize the magnitude of Executive Order 20-07, which includes the waiver of certain collective agreement provisions. These provisions represent decades of hard work and progressive governance, and this is a serious step that is being taken at a time when courageous leadership is needed. We will not stand in the way of the state`s powerful response to this crisis, but we will not stand idly by if this power is abused. We have been working with the government to put in place a system to ensure that these changes are only used to respond to COVID-19. Our role as a union is to ensure that during this global crisis, Minnesota workers are always protected and safe in the workplace.
Minnesota State has employees in twelve bargaining units identified by the Public Employees Labor Relation Act. Parliament has set up separate bargaining units for judicial personnel. I also concluded that in order to protect the health and safety of Minnesotans and minimize the impact of the peace emergency on government operations, public authorities need the necessary flexibility p