Bargaining Sessions 16, 17 & 18

February 3rd, 4th and 5th

Last week, we negotiated with CLP in person at CLP Main. Over three sessions, we worked towards agreement on economic subjects of bargaining, including primarily wages and leave.  

On February 3rd, in Union Response to CLP 4, we proposed that rates of pay would increase by 11% as of the first pay period of 2026 for all job grades and that in subsequent years of the agreement, wages would increase by 5.5%. The next day, in CLP Economic Proposal 5, management responded with an increase in their wage proposal to 2.75% plus $0.30 an hour raises for all job grades but 8 (librarians) in 2026, where they proposed 2.75% plus $0.50 an hour raises in 2026. Once you do the math, you can see that management is proposing varying pay increases ranging from 3.4%-4.9% across our wage grades. Management also stuck to 2% pay increases for subsequent years of the agreement. Negotiation continues! See the tracker for the details. 

We also negotiated over paid and unpaid leaves. In CLP Economic Proposal 5, management maintained their “Freedom Bucket” proposal to incorporate sick (6 days), vacation and float time into PTO, with restrictions on the use of 6 days of reserve sick time. Also, for the first time, CLP offered to include “bonding with a newborn” in the list of reasons why we could receive paid leave, which would mean some access to paid leave due to the birth of a child for non-birthing parents, though only for four weeks.

We responded in Union Response to CLP 5 that the twelve days of sick time that full-time employees currently earn needs to stay accessible, that vacation should increase, and that paid leave also should be granted for adoptions or foster care, and to care for immediate family members with serious health conditions. Management responded in CLP Economic Proposal 6 (scroll down past 5) with a revision of their PTO proposal, proposing the limited roll-over of unused PTO, and separating our sick leave from PTO and setting it to current levels for full time employees.

Negotiations will continue this week on Tuesday, Wednesday, and Thursday. Progress is being made, but we need your support to make sure management takes our proposals with the seriousness your needs merit. We can’t wait to see you all wearing your bandanas at Staff Development Day! 

In solidarity,
The Bargaining Committee of USW 9562**