Bargaining Update #6: Waiting for wages, working on strengthening our union
We had two meetings last week on October 15 and 18, hoping to receive answers regarding the wage proposal. Unfortunately, those answers were not provided. Management continues to refer to the KornFerry report as the basis for their wage proposal, which you can review here. However, we strongly disagree with this approach. The KornFerry report offers only a snapshot of the present and does not provide a future-oriented plan. We have also previously stated our disagreement with their methodology. If you want to read their methodology, you can read it here.
On October 15, we submitted a proposal to remove the wage survey side letter from future contracts, as we believe Management violated the market study's spirit. We need your support at the bargaining table to push for a fair wage proposal. You can help by attending on Thursdays in your UPTE T-shirts or black shirts.
Progress on Noneconomic Proposals:
We are making significant headway on noneconomic issues, including:
We’re close to limiting how long supervisors can work within the bargaining unit.
We're nearing an agreement to strengthen health and safety language.
Management has agreed in principle to establish a Labor-Management Committee to improve communication, although details are still being worked out.
Management has withdrawn several proposals for performance evaluations and successorship, restricting shop steward rights and limiting union staff access.
They have also agreed to a new hire member orientation, giving us an hour with new hires in their first two weeks to encourage active union membership.
To move things along and get “some” tentative agreements:
We “tentatively agreed” to one of their proposals related to tuition repayment,
Striking an expired side letter about flex employees from the back of the contract
Withdrawn our proposal to get rid of the No Strike- No Lockout Clause
Additionally, we’ve begun working on probation periods. Management has agreed to formal check-ins to support probationary employees and ensure their success. They have also agreed to establish a more transparent grievance procedure. You can read all the proposals currently on the table here.
Upcoming Bargaining Session:
Your presence at our next bargaining session is vital:
October 22 at 5 PM
Location: 7575 Southfront Rd, Livermore, CA 94551
If you're unable to attend, please join our bargaining update meetings:
October 24 at Noon
Site 200: Paint Shop Parking Lot
Site 300: Picnic Area
Know Your Rights:
Members requested additional information about the Davis–Bacon Act and related acts. Here you can read when Davis-Bacon is applied.
You can read what is covered under Davis-Bacon here.
Your continued support is crucial as we push forward in negotiations. We hope to see you at the table or at one of our update meetings.
