Once we’ve won our election and our union is certified by the Pennsylvania Labor Relations Board, we’ll begin collective bargaining, the process of negotiating our first contract. Under Pennsylvania law, we have the right to collectively bargain with our employer over the terms and conditions of our work.
What is collective bargaining? Collective bargaining is the legal process for reaching a contract (also known as a Collective Bargaining Agreement) between a labor union and an employer, in this case the University of Pittsburgh. The contract covers the terms and conditions of employment, including pay, sick and family leave, benefits, transparency issues, job security, and protections against unfair treatment or termination.
Both our union and Pitt administration have an obligation to bargain in good faith. That means the administration is obligated to provide the union with needed information, respond to our proposals, and refrain from intimidating or threatening workers. The goal in bargaining is to reach an agreement that will be beneficial to both the administration and staff.
Who negotiates our contract?
Our Bargaining Committee will bargain our contract. Pitt staff from across our campuses--including student-facing staff, research staff, technical support staff, and administrative staff--will make up our bargaining team. We, the staff at Pitt, will vote on our Bargaining Committee so that all our interests will be represented during negotiations.
Our Bargaining Committee represents us in negotiations with support from experienced USW staff, attorneys and technical experts.
The Bargaining Committee will develop our agenda and proposals based on feedback from Pitt staff bargaining surveys and feedback.
What happens in contract negotiations?
During negotiations, our Bargaining Committee and the university’s administration make and discuss proposals, caucus (meet separately), make counter proposals, test ideas, and look for ways to bridge differences.
We don’t start from scratch. We start with the working conditions we already have, and bargain to gain new or improved terms and conditions of work. Our election locks in what we have and ensures future changes to our wages or working conditions can only be made with our input.
What types of issues are discussed in negotiations?
Negotiations cover issues ranging from pay raises to safety conditions. Generally, proposals fall into two categories:
(1) economic proposals such as pay, healthcare, disability, and retirement benefits;
(2) non-economic proposals such as health and safety issues, promotions and transfers, workplace policies, and the grievance and arbitration procedure.
How do we win a fair contract?
In order to reach a fair contract, we must build and use our bargaining power. Bargaining power is our ability to achieve our goals in negotiations. It comes from our solidarity – our determination and willingness to stick together.
Building and displaying unity improves our ability to address our issues in negotiations. The administration is more likely to take us seriously if they see that Pitt staff are united.
Sharing information and participating in solidarity activities sends a message to the administration that we are unified and firmly committed to reach a fair agreement that rewards our work.
What is a Tentative Agreement?
A Tentative Agreement (TA) is when our Bargaining Committee has reached an agreement that they bring back to us, the membership, for a vote. Only Pitt staff who have completed a membership application will be eligible to vote on the TA.
We will have a chance to learn what is in the Tentative Agreement before we vote.
How do we approve our contract?
All union members may vote to ratify (approve) or reject the Tentative Agreement. If a majority of votes favor ratifying the agreement, then the contract is passed and will go into effect as established in the agreement.