Ever wonder why union members' salary and benefits, workload agreements, and other aspects of their collective bargaining agreements, or "contracts," often remain unchanged and enforced during the all-too-common periods when public employees labor without a contract? In New York, the answer boils down to an understanding of the Public Employees' Fair Employment Act (commonly known as the Taylor Law) and one particular clause in the law, the Triborough Amendment. Together they have provided powerful stability in New York's public union workplaces, while sacrificing public employees' right to strike. This essay provides a brief summary of both measures and argues that this amendment to the Taylor Law be watched over diligently, lest the winds of anti-labor sentiment, which have blown through Wisconsin, Michigan, Illinois, Iowa, and Ohio, end up in New York and elsewhere.