In scope of bargaining, further providing for proper subjects of collective bargaining.
Summary
HB1879 would amend Pennsylvania’s Public Employe Relations Act to narrow what may be negotiated as a “proper subject of collective bargaining.” The bill keeps membership dues deductions and maintenance of membership as bargaining subjects, but adds a new limitation stating that a public employer’s provision of certain employee personal information to a union is not a proper subject of bargaining, unless that disclosure is already required by a collective bargaining agreement entered into before the bill’s effective date.
The bill specifically lists categories of information that could not be bargained over going forward, including Social Security numbers, driver’s license and state ID data, bank account or payment card data, passport numbers, taxpayer identification numbers, health insurance or medical information, and home contact information such as address, telephone numbers, and personal email addresses. The measure would take effect immediately upon enactment.
Impact
HB1879 would amend Section 705 of the Public Employe Relations Act, changing the statutory definition of permissible bargaining topics for public-sector labor relations in Pennsylvania. It would limit unions’ ability to negotiate for access to or disclosure of sensitive employee personal data, while preserving existing contractual obligations already in place before the effective date. The practical effect would be to reduce bargaining leverage over privacy and data-sharing provisions and to restrict future collective bargaining agreements involving public employees and their unions.
Sentiment
Based on the bill text and the absence of recorded committee debate or votes in the provided materials, the available sentiment is best characterized as cautious and privacy-oriented. The sponsors appear to be advancing the bill as a restriction on bargaining over personal data disclosure, suggesting concern about employee privacy and the handling of sensitive information. No contrary or supportive testimony is available in the provided record, so there is no documented bipartisan or partisan floor/committee sentiment to assess beyond the bill’s protective framing.
Contention
The main point of contention is likely whether the disclosure of employee personal information should remain a negotiable labor issue or be removed from collective bargaining altogether. Supporters would likely argue that sensitive identifiers and contact information should not be subject to bargaining because of privacy, security, and identity-theft concerns. Opponents, likely public-sector unions, may argue that the bill unnecessarily narrows bargaining rights and could interfere with established labor-management practices, especially where information-sharing provisions have been part of prior agreements. The grandfather clause for existing contracts may also be a point of discussion because it preserves current arrangements while preventing future negotiation on the same topics.
In definitions, further providing for the definition of "maintenance of membership"; in employee rights, further providing for lawful activities and providing for rights and privileges and for civil actions; and, in scope of bargaining, further providing for proper subjects of bargaining.
In employee rights, providing for reporting of dues and for annual report; in Pennsylvania Labor Relations Board, providing for report availability; and, in collective bargaining agreement, providing for forwarding agreement to board.
In powers and duties of the Department of Public Instruction and its departmental administrative boards and commissions, further providing for collective bargaining.
In powers and duties of the Department of Public Instruction and its departmental administrative boards and commissions, further providing for collective bargaining.