32BJ UNION CONTRACT PDF

For full functionality of this site it is necessary to enable JavaScript. Please Allow Javascript and reload this page. The two sides tentatively agreed to wages ahead of the Dec. Union office cleaners and landlords have reached a tentative deal for a new four-year contract — more than a week ahead of the Dec. As part of the deal, the average annual wage and benefit increase will be 2.

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Full Time Work This agreement will create over full time job opportunities with employer-paid health insurance in the 30 largest buildings in Arlington County in In addition to health insurance, full time work will provide covered cleaners with access to more hours—meaning more money to support their families. Sick Days Over the life of the agreement, all cleaners in Northern Virginia will gain three additional paid sick days for a total of seven sick days per year:.

Our union won stronger and clear language regarding sexual harassment and assault that will protect workers at the workplace. Cleaners will have an additional month for a total of days of unpaid leave to resolve immigration-related issues.

The Legal Services Fund provides free legal services to enrollees concerning issues such as immigration, family and matrimonial matters, housing law and some criminal cases. Additionally, we maintained our training benefits, giving cleaners access to vocational, English, and many more classes. Our union won clear language regarding sick day rollover between employers during a contractor transition. All part time and full time cleaners who are shop stewards will get one paid day for shop steward training.

Strong Wage Increases Our agreement guarantees an hourly wage increase of 70 cents in the first year for every employee , followed by 50 each year thereafter.

If your wages or benefits are higher than stated in this document, you will maintain those wages and benefits. Cleaners will have access to 8. Cleaners will also get the following paid days off:. On April , full time cleaners will have access to a fully employer paid health insurance through Kaiser Permanente. On July , part time cleaners will be have access to employer-paid dental insurance. On Jan. Employees can only be fired for just cause.

Additionally, workers have access to a grievance process if they believe their contract rights have been violated. Cleaners maintain their jobs with the same wages and benefits if the employer changes from a union employer to another union employer. Strong Wage Increases Our agreement guarantees an hourly wage increase of 70 cents on April 1, for every employee. On July , part time cleaners will be have access to employer-paid dental insurance and life insurance.

Part time cleaners in Baltimore will have access to 8. Full time cleaners in Baltimore will gain two additional sick days over the life of the contract, for a total of seven sick days per year:. This agreement will create over full time job opportunities with employer-paid health insurance in the 30 largest buildings in Montgomery in Part time cleaners in Montgomery County will have access to 8.

Full time workers maintain their seven sick days per year. Cleaners in Maryland and Virginia will have the same number of sick days and holidays as DC cleaners by the end of this contract. This will maintain our high quality health insurance, with zero contributions by members towards the month premium, for the next four years.

Part time employees maintain their current wrap-around benefits. Our union won improvements to our retirement plans. Additionally, we maintained our training benefits, giving members access to vocational, English, and many more classes. Once the contract is ratified, the union will distribute copies of the agreement to all members that will have the final, legally enforceable language. We won! Employers will pay the full cost and our full time members will pay zero monthly premiums.

More than 20 improvements to our contract language, several of which will finally hold employers accountable for violating the Agreement and not paying members properly. Contract language to protect against sexual harassment, and advance Union rights in the workplace.

Health care for full-time workers will continue to be fully paid by the Employer. The employers agreed to a comprehensive procedure designed to stop sexual harassment of our members at work.

Sexual harassment by supervisors, tenants, and even co-workers has been on the rise, and this procedure provides a mechanism that compels each employer to conduct a thorough investigation of each complaint, involve the Union, and protect the accuser and witnesses against the accused and from any retaliation. Employees can now address their complaint confidentially, without fear of retaliation or involuntary transfer, and each investigation will involve the Union, should result in discipline for a guilty party, and require notice to even a third party tenant, contractor, etc.

Beginning in the employer will pay one 1 Shop Steward from each location to attend Union training each year. This will teach stewards to police the Collective Bargaining Agreement and further Union goals and mobilization in the suburbs.

The Union will now be able to meet with each new employee for 30 minutes on paid time at the job site to help educate the employee about the Union, the Collective Bargaining Agreement and the Benefit Funds.

For the first time, employers will now pay a price for violating certain sections of the Agreement. Going forward, they must:. This Agreement provides:. Wages — wages for all employees will increase as follows:. Building Engineers will decide whether to forego their November wage increase and instead direct the increase into the BOLR pension.

Health care will continue to be fully paid by the Employer! We believe that these Employer contributions should be sufficient to maintain our current level of benefits. BOLR sought to freeze our pension benefits and provide no pension for new members. The Union rejected these demands. On January 1, our future pension accruals will increase by 15 percent! The Employers agreed to a comprehensive procedure designed to stop sexual harassment of our members at work.

Sexual harassment by supervisors, tenants, and even coworkers has been on the rise and this procedure provides a mechanism that compels each Employer to conduct a thorough investigation of each complaint, involve the Union, and protect the accuser and witnesses against the accused, and from any retaliation.

Employees can now address their complaint confidentially, without fear of retaliation or involuntary transfer, and each investigation will involve the Union and should result in discipline for a guilty party, and require notice to even a third party tenant, contractor, etc. Workers will no longer be required to deal with infestations without training or equipment, and the employer is required to pay for vaccines, upon request, when an employee is in contact with certain infectious materials.

For the first time, employers will now pay a financial price for violating certain sections of the agreement. WE WON! Strongest wage gains in the history of our bargaining. More than 16 improvements to our contract language, several of which will finally hold employers accountable for violating the Agreement and not paying members properly.

Contract language on Immigration and contract language to protect against sexual harassment, and advance Union rights in the workplace. The employer must provide new employees with a union packet at time of hire. Maintain pension benefits in the Central Business District by increasing the hourly contribution rate as follows:. Your 32BJ Bargaining Committee has reached a tentative agreement for a new commercial contract!

All other benefit rates are effective January 1 each year. Does not include cost of paid time off, consisting of vacation, holidays and sick days. A member will either receive a 50 cent raise or the minimum hourly wage rate, whichever brings them to a higher rate of pay. The full terms of the new contract and the ratification ballot will be mailed to all commercial members. Check your mail and be sure to vote and return the ballot as soon as you receive it. Nuevo lenguaje para proteger contra el acoso sexual y promover los derechos sindicales en el lugar de trabajo.

En el futuro, deben:. Este Convenio brinda:. Nosotros logramos rechazar la demanda de los empleadores para que se descuenten de nuestros salarios un 20 por ciento para las primas de salud.

Cumplimiento del Contrato, otras mejoras y pago de multas por parte del Empleador. Protegimos nuestros beneficios legales para todos los trabajadores y beneficios de salud para trabajadores a tiempo completo.

El empleador debe proporcionar a los nuevos empleados un paquete sindical junto con su paquete de solicitud de empleo. Are you sure you want to remove your preferences? Get Updates Press Room. Commercial Contract Victories! Capital Area District. North Virginia. Prince George's County. Loudoun County.

Montgomery County. Washington DC. Immigration Cleaners will have an additional month for a total of days of unpaid leave to resolve immigration-related issues. Contractor Transition Protections Our union won clear language regarding sick day rollover between employers during a contractor transition. Shop Steward Training All part time and full time cleaners who are shop stewards will get one paid day for shop steward training.

One Union, One Fight! On July , part time cleaners will be have access to employer-paid dental insurance Legal Benefits On Jan. Sexual Harassment Our union won stronger and clear language regarding sexual harassment and assault that will protect workers at the workplace.

Immigration Workers may request up to days off without pay to resolve issues with immigration status. Job Protections Employees can only be fired for just cause.

Contractor Transition Cleaners maintain their jobs with the same wages and benefits if the employer changes from a union employer to another union employer. Legal Benefits On Jan. Sick Days Part time cleaners in Baltimore will have access to 8. Sick Days Part time cleaners in Montgomery County will have access to 8. Sick Leave and Holiday Equalization Cleaners in Maryland and Virginia will have the same number of sick days and holidays as DC cleaners by the end of this contract.

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Negotiation Updates

The COVID pandemic has changed patterns of life for people across Massachusetts and brought about situations that were previously hard to imagine. Add one more to the list: a labor union and management singing from the same hymn sheet. The influential union 32BJ SEIU and the Maintenance Contractors of New England announced Tuesday morning that the two sides have agreed to a one-year extension of the master contract that includes more than 14, janitors who clean commercial office buildings and public spaces in Massachusetts and Rhode Island. The union called it "a moment of employer and labor unity" and said the contract includes custodians who keep the State House clean.

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32BJ SEIU, office owners avoid strike with tentative labor contract

Full Time Work This agreement will create over full time job opportunities with employer-paid health insurance in the 30 largest buildings in Arlington County in In addition to health insurance, full time work will provide covered cleaners with access to more hours—meaning more money to support their families. Sick Days Over the life of the agreement, all cleaners in Northern Virginia will gain three additional paid sick days for a total of seven sick days per year:. Our union won stronger and clear language regarding sexual harassment and assault that will protect workers at the workplace.

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Commercial Contract Victories!

This executive order, like the previous order, exempts essential workers and those traveling to and from essential work. The RAB asks that its member-employers be as flexible as possible in working with employees to change schedules and shifts to minimize difficulties with commuting and working during the curfew. All building service workers who continue to work during the curfew should be provided with an identification letter, similar to the sample provided here. Please contact the RAB if you have any questions concerning the impact of the curfew order on your operations. These closures will continue every night until the MTA orders otherwise.

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