The Taylor Act gives public employees the right to organize and choose their union representatives. It sets limits for public employers when negotiating and reaching agreements with public unions. The law also sets out the conditions for the creation of the Public Employment Relations Board, a public agency that manages law in matters related to public strike negotiations. The Board of Directors is made up of three members appointed by the Governor. Each member must be approved by the Senate and only two can be heard by the same political party. [v] The New York State School Boards Association estimates that 25 percent of contracts will expire each year without immediate succession agreements. In 2017, New York City and the Patrolmen`s Benevolent Association of the City of New York signed a contract with the help of PERB intermediaries. This was only the second voluntary agreement between the city and the PBA since 1994. The amendment expanded the Triborough doctrine by making an employer an inappropriate practice of “not maintaining all terms of an expired contract until a new agreement is negotiated” unless the union violates the no strike provision. This meant that all the provisions of the contract, with the exception of those expressly intended by the parties to sink on a given day, would continue until an estate agreement, unless the union went on strike. There is no doubt that many local governments and school districts have contributed to their current situation because of their own mismanagement, including poorly designed and unsustainable collective agreements. But some of the most expensive elements of local union contracts across the state – such as minimum or non-existent contributions to health insurance contributions – were negotiated by a previous generation of local officials. These provisions will remain in effect decades later, with the help of the Triborough Amendment.
The Triborough Amendment… Undermines the collective bargaining process by preventing unions from offering concessions or concessions, since the terms of the current contract remain in effect until an agreement is reached. Not only is New York the only state in the nation known to have such a requirement, but also in the private sector, where collective bargaining has existed for more than  years under the National Labor Relations Act, employers who are parties to an employment contract are not subject to a similar obligation. [xxxi] Thus, in 1972, the NYS Public Employees Relation Board (PERB) decided that the TBTA could not unilaterally change the terms of employment contained in an expired contract until a new agreement was negotiated, unless the workers` organization struck a strike. It became known as the Triborough Doctrine. But efforts to restructure costly public sector employment contracts in New York State often run into a legal wall known as the Triborough Amendment. [i] The amendment adopted in 1982 stipulates that all provisions of a public workers` union contract – including those providing for automatic annual wage increases – must remain in force after the expiry of the contract, regardless of changes in local priorities and tax conditions. However, the Triborough doctrine allowed employers to amend or refuse to maintain non-binding provisions.
B, such as setting minimum occupancy levels or class sizes, even if these provisions had been included in the previous agreement. As a result, unions have always been encouraged to negotiate, as they may see some non-compulsory positions changed in a longer holdout.