Bargaining Sessions 19, 20, & 21

February 10, 11, & 12

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 10th, in Union Response to CLP 6, we proposed that rates of pay would increase by 10.5% as of the first pay period of 2026 for all job grades and that in subsequent years of the agreement, wages would increase by 5.25%. The next day, in CLP Economic Proposal 7, management pivoted to a straight percentage wage increase across the board of 4.75% in 2026 retroactive to the first pay period of 2026 and 2.25% in subsequent years. In Union Response to CLP 7, we responded with a counter of 9.75% for 2026 and 5% for subsequent years, then in CLP Economic Proposal 8, management countered with a 5% wage increase for 2026 and 2.4% for subsequent years. Negotiation continues! See the tracker for the details. 

We also negotiated over paid and unpaid leaves. In Union Response to CLP 6, we continued to negotiate for an extra float day. Also, we negotiated for full-time, part-time, subpool and occasional employees to accrue sick time at a faster rate and to have a higher cap. We countered to withdraw the 14 day waiting period for paid medical leave, added in language to care for an immediate family member with paid medical leave, and to also reserve 37.5 hours of sick time when using said leave. The following day, in CLP Economic Proposal 7, management proposed a shorter duration of our agreement which would end in 2030. They denied our counter for an additional float day, but they agreed to allow part-time employees to accrue paid time off more quickly. They indicated they were agreeable to the union’s proposal for a higher cap on sick time. Management countered with a 7 day waiting period for paid medical leave and also 4 weeks of paid medical leave for non-birthing parents, or placement of adoption/fostering. In Union Response to CLP 7, we countered by withdrawing our wellness hours and civic leave proposals if management accepted the extra float day. We also continued to push for paid intermittent leave. 

All these proposals are still subject to change by both sides. Oh, and we love the Penguin Tracker at Main more than life itself. Happy Staff Development Day! See you outside!

In solidarity,
The Bargaining Committee of USW 9562**