Connecticut Unions laws & HR compliance analysis

Connecticut Unions: What you need to know

A union is an agent or intermediary between an organization and its employees. A union seeks to “organize” employees, that is, to encourage the employees to authorize the union to represent them. If the union obtains this authorization, then management must bargain with the union with regard to wages, hours, and terms and conditions of employment of its employees. In the absence of a union, the employer may separately establish the terms and conditions for each employee. The right of workers in private employment to form unions and bargain collectively with their employers is guaranteed by the National Labor Relations Act (NLRA) and related federal laws. Connecticut has its own Labor Relations Act (CT Gen. Stat. Sec. 31-101 et seq.). The Connecticut law does not apply to any employer who is subject to the federal law, unless the National Labor Relations Board (NLRB) has declined jurisdiction. The NLRA is preemptive, meaning that it supersedes state law in the areas it covers. However, in areas not covered by the NLRA, such as the rights of public employees and the rights of private employees who are not engaged in interstate commerce, the states are free to make their own provisions. There is more information on the federal labor law.
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The Connecticut Municipal Employee Relations Act gives municipal employees the right to join unions and bargain collectively (CT Gen. Stat. Sec. 7-468). Under the law, municipal employers have the duty to bargain collectively with employee organizations over mandatory subjects of collective bargaining (CT Gen. Stat. Sec. 7-469). It is illegal for municipal employees to strike (CT Gen. Stat. Sec. 7-475).
The State Board of Labor Relations is ...

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