Staff to vote on contract Dec. 1
Tuition remission, 1 percent salary hike included
Michelle Carter
Issue date: 11/17/05 Section: News
- Page 1 of 1
The year and a half wage dispute between the Office and Professional Employees Union, Local 3, and the university came to an end during their last negotiating meeting Nov. 7.
The dispute has been primarily over a wage structure, pay increase and tuition remission, among other issues.
"The dispute is over. We have reached a tentative agreement (with the university)," said Conny Ford, president and general manager of Local 3 in San Francisco.
"The union is happy that we've reached a tentative agreement with the university and, while we regret it took this long to reach an agreement, we look forward to working with the university in the future."
According to Ford, the union feels that the university has given a "respectful contract toward its members" and that now it is "up to the members to approve."
Union members will be having an "informational meeting" Nov. 23 to explain the language in the contract.
Ford said that members will "read over the contract and come back from the weekend and continue to ask questions."
Once the contract language is understood, union members will vote on Dec. 1, with a majority plus one of the voting unit required to approve the contract. If approved, a collective bargaining agreement will be in place.
Ford said that there were no changes in benefits that the university offered; the contract does have "good, strong union security and protection in the contract."
In the new contract, which will set up a minimum wage rate effective March 1, 2006, the union agreed to a 1 percent pay increase.
In addition to the pay increase, the union was able to retain tuition remission and will not have to pay any parking fee for the remainder of the contract.
Moreover, employees who have more than 10 years of service will receive an additional week of vacation time, upping the total to five rather than four.
Though progress has been made, negotiations will resume next summer between the union and the university to discuss medical benefits for union members.
The union also gained a seat at the table "when the university decides on wage and health benefits for our members," Ford said.
This is the first contract for Local 3 on campus, and Ford said, "The first contract is difficult to complete. The union is happy that we were able to fulfill our obligations in this regard."
Mary Haesloop, who is a part of the university's negotiation team, said that the university is looking ahead. "The university is pleased that we've come to an agreement," she said.
The dispute has been primarily over a wage structure, pay increase and tuition remission, among other issues.
"The dispute is over. We have reached a tentative agreement (with the university)," said Conny Ford, president and general manager of Local 3 in San Francisco.
"The union is happy that we've reached a tentative agreement with the university and, while we regret it took this long to reach an agreement, we look forward to working with the university in the future."
According to Ford, the union feels that the university has given a "respectful contract toward its members" and that now it is "up to the members to approve."
Union members will be having an "informational meeting" Nov. 23 to explain the language in the contract.
Ford said that members will "read over the contract and come back from the weekend and continue to ask questions."
Once the contract language is understood, union members will vote on Dec. 1, with a majority plus one of the voting unit required to approve the contract. If approved, a collective bargaining agreement will be in place.
Ford said that there were no changes in benefits that the university offered; the contract does have "good, strong union security and protection in the contract."
In the new contract, which will set up a minimum wage rate effective March 1, 2006, the union agreed to a 1 percent pay increase.
In addition to the pay increase, the union was able to retain tuition remission and will not have to pay any parking fee for the remainder of the contract.
Moreover, employees who have more than 10 years of service will receive an additional week of vacation time, upping the total to five rather than four.
Though progress has been made, negotiations will resume next summer between the union and the university to discuss medical benefits for union members.
The union also gained a seat at the table "when the university decides on wage and health benefits for our members," Ford said.
This is the first contract for Local 3 on campus, and Ford said, "The first contract is difficult to complete. The union is happy that we were able to fulfill our obligations in this regard."
Mary Haesloop, who is a part of the university's negotiation team, said that the university is looking ahead. "The university is pleased that we've come to an agreement," she said.