Building Justice

Fighting For Strong Contracts

Contract Highlights

Strong Wage Increases

Our agreement guarantees a yearly wage increase of 60 cents per hour— a $2.40 hourly increase over the four years of the contract.

A $2.40 hourly increase means that by the end of this agreement, covered cleaners will earn:

  • Over $2,400 over the life of the contract working 20 hours per week
  • Over $4,900 over the life of the contract working 40 hours per week

Future Wage Rates for Currently Working Cleaners

 

7/1/20

7/1/21

7/1/22

7/1/23

Cleaner

$13.20

$13.80

$14.40

$15.00

Porter

$14.00

$14.60

$15.20

$15.80

Full Time Work
This agreement will create over 500 full time job opportunities with employer-paid health insurance in the 30 largest buildings in Arlington County in 2023.

In addition to health insurance, full time work will provide covered cleaners with access to more hours—meaning more money to support their families.

Holidays
Cleaners will have two additional paid holidays: President’s Day and their birthday.

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:

JULY 1, 2020

JULY 1, 2021

JULY 1, 2022

JULY 1, 2023

4 DAYS

5 DAYS

6 DAYS

7 DAYS

Sexual Harassment

Our union won stronger and clear language regarding sexual harassment and assault that will protect workers at the workplace.

Immigration

Cleaners will have an additional month (for a total of 120 days) of unpaid leave to resolve immigration-related issues.

Maintained Training and Legal Benefits

Cleaners will continue to have access to the 32BJ Legal Services Fund. 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.

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!

Over 400 workers in Loudoun and Prince George’s County joined our union and bargained fair wages and benefits with our contract.

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.

The hourly increases mean that by the end of this agreement, covered cleaners will earn:

  • Over $2,200 over the life of the contract working 20 hours per week
  • Over $4,500 over the life of the contract working 40 hours per week

Minimum Wage Rates

 

1/1/20

1/1/21

1/1/22

1/1/23

Cleaner

$12.00

$12.50

$13.25

$14.00

If your wages or benefits are higher than stated in this document, you will maintain those wages and benefits.

 

Additional Vacation, Holidays and Paid Time Off

Cleaners will have access to 8.7 sick days for part time workers and five sick days for full time workers guaranteed by a Maryland law that 32BJ fought for and passed. Cleaners will also get the following paid days off:

 

Jan 2020

Jan 2021

Jan 2022

Jan 2023

Vacation

1 week (after 1 year of service)

 

2 weeks (after 3 years of service

 

Holidays

 

Christmas

Memorial Day

New Year’s Day, Thanksgiving

Health Benefits

On April 2022, full time cleaners will have access to a fully employer paid health insurance through Kaiser Permanente. On July 2023, part time cleaners will be have access to employer-paid dental insurance

Legal Benefits

On Jan. 2021, cleaners will gain access to the 32BJ Legal Services Fund. 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.

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 120 days off without pay to resolve issues with immigration status.

Job Protections

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.

Contractor Transition

Cleaners maintain their jobs with the same wages and benefits if the employer changes from a union employer to another union employer.

One Union, One Fight!

Cleaners in Prince George’s County and Loudoun County joined over 10,000 cleaners in Maryland, Virginia and DC to win a strong contract.

Strong Wage Increases

Our agreement guarantees an hourly wage increase of 70 cents on April 1, 2020 for every employee. Every January after, employees earning below $12.00 per hour will receive 50 cents hourly increase.

The hourly increases mean that by the end of this agreement, covered cleaners will earn:

  • Over $2,200 over the life of the contract working 20 hours per week
  • Over $4,500 over the life of the contract working 40 hours per week

Minimum Wage Rates

 

4/1/20

1/1/21

1/1/22

1/1/23

Cleaner

$10.00

$10.50

$11.00

$11.50

If your wages or benefits are higher than stated in this document, you will maintain those wages and benefits.

 

Additional Vacation, Holidays and Paid Time Off

Cleaners will gain the following paid days off:

 

April 2020

Jan 2021

Jan 2022

Jan 2023

Vacation

1 week (after 1 year of service)

 

2 weeks (after 3 years of service

 

Holidays

 

Christmas,

Memorial Day

 

New Year’s Day, Thanksgiving

Sick Days

2 days (after 1 year of service)

  

4 days (after 1 year of service)

Health Benefits

On April 2022, full time cleaners will have access to a fully employer paid health insurance through Kaiser Permanente. On July 2023, part time cleaners will be have access to employer-paid dental insurance and life insurance.

Legal Benefits

On Jan. 2021, cleaners will gain access to the 32BJ Legal Services Fund. 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.

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 120 days off without pay to resolve issues with immigration status.

Job Protections

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.

Contractor Transition

Cleaners maintain their jobs with the same wages and benefits if the employer changes from a union employer to another union employer.

One Union, One Fight!

Cleaners in Prince George’s County and Loudoun County joined over 10,000 cleaners in Maryland, Virginia and DC to win a strong contract.

Strong Wage Increases

Our agreement guarantees a yearly wage increase of 60 cents per hour— a $2.40 hourly increase over the four years of the contract.

A $2.40 hourly increase means that by the end of this agreement, covered cleaners will earn:

  • Over $2,400 over the life of the contract working 20 hours per week
  • Over $4,900 over the life of the contract working 40 hours per week

Future Wage Rates for Currently Working Cleaners

 

7/1/20

7/1/21

7/1/22

7/1/23

Cleaner

$15.30

$15.90

$16.50

$17.10

Porter

$16.10

$16.70

$17.30

$17.90

Holidays

Cleaners will have two additional paid holidays: President’s Day and their birthday.

Sick Days

Part time cleaners in Baltimore will have access to 8.7 paid sick days per year guaranteed by a Maryland law that 32BJ fought for and passed.

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:

 

Current Days

2020

2021

2022

2023

Part Time

8.7 /year

8.7 /year

8.7 /year

8.7 /year

8.7 /year

Full Time

5/year

6/year

7/year

7/year

7/year

Sexual Harassment

Our union won stronger and clear language regarding sexual harassment and assault that will protect workers at the workplace.

Immigration

Cleaners will have an additional month (for a total of 120 days) of unpaid leave to resolve immigration-related issues.

Maintained Training and Legal Benefits

Cleaners will continue to have access to the 32BJ Legal Services Fund. 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.

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!

Over 400 workers in Loudoun and Prince George’s County joined our union and bargained fair wages and benefits with our contract.

Strong Wage Increases

Our agreement guarantees a yearly wage increase of 60 cents per hour— a $2.40 hourly increase over the four years of the contract.

A $2.40 hourly increase means that by the end of this agreement, covered cleaners will earn:

  • Over $2,400 over the life of the contract working 20 hours per week
  • Over $4,900 over the life of the contract working 40 hours per week

Future Wage Rates for Currently Working Cleaners

 

7/1/20

7/1/21

7/1/22

7/1/23

Cleaner

$15.80

$16.40

$17.00

$17.60

Porter

$16.60

$17.20

$17.80

$18.40

Full Time Work

This agreement will create over 300 full time job opportunities with employer-paid health insurance in the 30 largest buildings in Montgomery in 2022.

In addition to health insurance, full time work will provide covered cleaners with access to more hours—meaning more money to support their families.

Holidays

Cleaners will have two additional paid holidays: President’s Day and their birthday.

Sick Days

Part time cleaners in Montgomery County will have access to 8.7 paid sick days per year guaranteed by a Maryland law that 32BJ fought for and passed. Full time workers maintain their seven sick days per year.

Sexual Harassment

Our union won stronger and clear language regarding sexual harassment and assault that will protect workers at the workplace.

Immigration

Cleaners will have an additional month (for a total of 120 days) of unpaid leave to resolve immigration-related issues.

Maintained Training and Legal Benefits

Cleaners will continue to have access to the 32BJ Legal Services Fund. 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.

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!

Over 400 workers in Loudoun and Prince George’s County joined our union and bargained fair wages and benefits with our contract.

Strong Wage Increases

Our agreement guarantees a yearly wage increase of 60 cents per hour in 2020 and 2021 and 65 cents per hour in 2022 and 2023 — a $2.50 hourly increase over the four years of the contract.

A $2.50 hourly increase means that by the end of this agreement, covered cleaners will earn:

  • Over $3,200! over the life of the contract working 25 hours per week
  • Over $5,000 over the life of the contract working 40 hours per week

Future Wage Rates for Currently Working Cleaners

7/1/20

7/1/21

7/1/22

7/1/23

Cleaner

$16.70

$17.30

$17.95

$18.60

Porter

$17.50

$18.10

$18.75

$19.40

Holidays

Cleaners will have an additional paid holiday: their birthday.

Sexual Harassment

Our union won stronger and clear language regarding sexual harassment and assault that will protect workers at the workplace.

Immigration

Cleaners will have an additional month (for a total of 120 days) of unpaid leave to resolve immigration-related issues.

Maintained Training and Legal Benefits

Cleaners will continue to have access to the 32BJ Legal Services Fund. 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.

Contractor Transition Protections

Our union won clear language regarding sick day rollover between employers during a contractor transition.

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.

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!

Over 400 workers in Loudoun and Prince George’s County joined our union and bargained fair wages and benefits with our contract.

Strong Wage Increases

Our agreement guarantees a yearly wage increase of 50 cents per hour in 2020 and 2021, followed by 55 cents per hour in 2022 and 2023 – a $2.10 hourly increase over the four years of the contract.

A $2.10 hourly increase means that by the end of this agreement, covered cleaners will earn:

  • Over $2,100 over the life of the contract working 20 hours per week
  • Over $4,300 over the life of the contract working 40 hours per week

Future Wage Rates for Currently Working Members

 

7/1/20

7/1/21

7/1/22

7/1/23

All Areas outside Hartford/Suburbs

$14.60

$15.10

$15.65

$16.20

Maintained 100% Employer-Paid Health Insurance Premiums

Over the four years of this contract, the employers will contribute a total of $1.13 more per hour (for a total of $7.68 per hour) towards full time employees’ health insurance premiums. 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.

Holidays and Vacation

Members will maintain their current paid time off.

Sexual Harassment

Our union won stronger and clear language regarding sexual harassment and assault that will protect workers at the workplace.

Maintained Training and Legal Benefits

Members will continue to have access to the 32BJ Legal Services Fund. 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.

Other Highlights

▪ Employers will be required to provide a secure, private, and convenient way for employees to print out a pay stub.

▪ Employers will be required to pay for safety shoes at worksites where they are required.

▪ We won more flexibility in using our bereavement leave benefits.

▪ If members are entitled to more paid sick days under the state law, employees will be provided those extra sick days by the employer.

Strong Wage Increases

Our agreement guarantees a yearly wage increase of 50 cents per hour – a $2.00 hourly increase over the four years of the contract.

A $2.00 hourly increase means that by the end of this agreement, 32BJ members will earn:

  • Over $4,100 over the life of the contract working 40 hours per week

Future Wage Rates for Currently Working Members

 

7/1/20

7/1/21

7/1/22

7/1/23

Light Cleaner

$16.90

$17.40

$17.90

$18.40

Heavy Cleaner

$17.20

$17.70

$18.20

$18.70

Window Cleaners

$21.23

$21.73

$22.23

$22.73

Furniture Handlers

$17.30

$17.80

$18.30

$18.80

 

Improved Pension

Our union won improvements to our retirement plans. Employers will contribute $0.10 more per hour – for a total of $0.80 per hour – toward employee’s pension plan.

Holidays and Vacation

Members will maintain their current paid time off.

Maintained 100% Employer-Paid Health Insurance Premiums

Over the four years of this contract, the employers will contribute a total of $1.13 more per hour (for a total of $7.68 per hour) towards our health insurance premiums. This will maintain our high quality health insurance, with zero contributions by members towards the month premium, for the next four years. 

Sexual Harassment

Our union won stronger and clear language regarding sexual harassment and assault that will protect workers at the workplace.

Maintained Training and Legal Benefits

Members will continue to have access to the 32BJ Legal Services Fund. 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 members access to vocational, English, and many more classes.

Other Highlights

▪ Employers will be required to provide a secure, private, and convenient way for employees to print out a pay stub.

▪ Employers will be required to pay for safety shoes at worksites where they are required.

▪ We won more flexibility in using our bereavement leave benefits.

▪ If members are entitled to more paid sick days under the state law, employees will be provided those extra sick days by the employer.

Strong Wage Increases

Our agreement guarantees a yearly wage increase of 50 cents per hour – a $2.00 hourly increase over the four years of the contract.

A $2.00 hourly increase means that by the end of this agreement, covered cleaners will earn:

  • Over $2000 over the life of the contract working 20 hours per week
  • Over $4,100 over the life of the contract working 40 hours per week

Future Wage Rates for Currently Working Members

 

7/1/20

7/1/21

7/1/22

7/1/23

Cleaner

$15.65

$16.15

$16.65

$17.15

Window Cleaners

$21.23

$21.73

$22.23

$22.73

Furniture Handlers

$17.30

$17.80

$18.30

$18.80

 

Improved Pension

Our union won improvements to our retirement plans. Employers will contribute $0.10 more per hour – for a total of $0.45 per hour – toward employee’s pension plan.

Holidays and Vacation

Members will maintain their current paid time off.

Maintained 100% Employer-Paid Health Insurance Premiums

Over the four years of this contract, the employers will contribute a total of $1.13 more per hour (for a total of $7.68 per hour) towards full time employees’ health insurance premiums. 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.

Sexual Harassment

Our union won stronger and clear language regarding sexual harassment and assault that will protect workers at the workplace.

Maintained Training and Legal Benefits

Members will continue to have access to the 32BJ Legal Services Fund. 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 members access to vocational, English, and many more classes.

Other Highlights

▪ Employers will be required to provide a secure, private, and convenient way for employees to print out a pay stub.

▪ Employers will be required to pay for safety shoes at worksites where they are required.

▪ We won more flexibility in using our bereavement leave benefits.

▪ If members are entitled to more paid sick days under the state law, employees will be provided those extra sick days by the employer.

Strong Wage Increases

  • Our agreement guarantees a wage increase of $0.60 cents per hour each year, a $2.40 hourly increase over the four years of the contract.

Minimum Wage Rates for Currently Working Members

10/1/20

10/1/21

10/1/22

10/1/23

Cleaners

$16.65

$17.25

$17.85

$18.45

Other Improvements

  • 2 additional paid sick days for part time workers. Effective January 1, 2020, all workers will have 7 paid sick days each year
  • New employees can use up to 3 paid sick days after 90 days (3 months) and additional paid sick days after 270 days (9 months)
  • 1 paid day off in the event of the death of a grandchild
  • Job posting language: All vacant positions must be posted within 14 calendar days of vacancy, posting in Spanish and English, vacancy posted for 7 calendar days, position must be filled within 14 calendar days after posting period
  • 14 calendar days advance notice of schedule changes for regularly scheduled employees. No retaliatory or preferential schedule changes
  • Strong and clear language to protect workers against sexual harassment on the job
  • Joint committee to develop a training program for lead persons

We maintained all of our benefits with no cutbacks

  • Employers will pay the increased cost of the health insurance, and continue to pay the cost for the legal, training and other benefits
  • No changes to the contract language on overtime or other reductions to our standards

NOTE:  This is a summary of the major changes to the union contract.  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!

  • Approximately 15% wage increase
  • Protected our health care benefits for full time workers. 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.

 

Highlights of our new contract are provided below:.

Economics

 

  1. Wages. Wages for all employees will increase as follows:

 

 

YEAR 1:    July 1, 2020                        $0.50 per hour increase                     $14.80

YEAR 2     July 1, 2021                        $0.55 per hour increase                     $15.35

YEAR 3     July 1, 2022                        $0.30 per hour increase                     $15.65

                 January 1, 2023                   $0.30 per hour increase                      $15.95

YEAR 4     July 1, 2023                        $0.55 per hour increase                     $16.50

 

TOTAL   $2.20 per hour increase will raise the hourly rate from $14.30 to $16.50

 

 

 

  1. Health and Welfare

 

            Health care for full-time workers will continue to be fully paid by the Employer.  The employers have agreed to increase the contribution rate from $1,116 per month to $1,317 per member per month over the term of the Agreement – an 18% increase. 

 

  1. Legal

 

            We also obtained an increase in contribution to $0.08 per hour in 2021 to help ensure continued legal benefits.

 

Protection in the Workplace/Employee and Union Rights

 

  1. Sexual Harassment

 

            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. of the outcome of these allegations and a recommendation for action to prevent further misconduct.

 

  1. Steward Training

 

            Beginning in 2021 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.

 

  1. Union Interaction with New Employees

 

            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.

 

Contract Enforcement, Improvements and Employer Penalty Payment

 

            For the first time, employers will now pay a price for violating certain sections of the Agreement.  Going forward, they must:

 

  • Provide required employee data sooner so that the Union can ensure that there is no displacement of workers when there is a change of contractors and pay a penalty to the Scholarship Fund if they fail to comply.

 

  • Pay to each employee an amount equal to any delay in providing paychecks (g. base pay due on Friday and not paid until Monday will result in each affected employee receiving eight (8) additional hours pay).

 

  • Under certain circumstances, pay a 35% penalty for a delay in making a complete payment of based pay to an individual (g. 32 hours paid while 40 hours worked).

 

  • Payment to employees of an additional day’s vacation in each instance when payment for a full work week of vacation is not paid on the last work day prior to that vacation.

We also obtained the following improvements:

 

  • A requirement that upon an employee’s request the employer must provide the employee with a written statement as to itemized payroll deductions as soon as practicable, but no later than five (5) business days from the request.

  • Expedited grievance committee and arbitration language when the employer is late paying dues.

 

  • Improved language so that when an employee is removed from a building based on a customer’s request, but without just cause, the employer must place the employee in a similar job in another facility without loss of pay, benefits, or seniority.
  • The Union Grievance Committee must now meet on a monthly basis and ensure grievances are dealt with quickly.

 

  • The list of all other Union markets was updated to ensure that the employer must operate on a Union basis on each.

 

  • Employees taking an unpaid personal leave must use unused personal and vacation time available at the time the leave begins. Employees hired after the date of this Agreement shall be eligible for such leave after working for two (2) years.

 

Management Proposals……. Rejected!

 

            We also rejected all of management’s substantive proposals including:

 

  • Allowing an employer, in certain circumstances, to rebid a building at non-union rates, thereby destroying our wage standards in the suburbs.

 

  • Allowing for the transfer of employees from one location to another without the Union’s consent.

 

  • Allowing lead employees to have super-seniority for purposes of layoff (so that for example, a lead with 30 days of seniority could remain in a building while an employee with 20 years seniority is laid off).

 

Tripling the wage differential for new employees coming into the industry.

We are pleased to unanimously recommend for ratification a new four year Collective Bargaining Agreement with the BOLR.  This Agreement provides:

 

  • Strongest wage gains in the history of our bargaining with BOLR

 

  • a 20% increase of employer contributions to our Health Fund necessary to maintain our superior benefits with no employee contribution to Welfare premium cost

 

  • a 22% increase in employer pension contributions to the BOLR pension fund that will protect our pension and increase pension accrual by 15%

 

  • more than 20 improvements to contract language, several of which will finally hold employers accountable for violating the Agreement, not paying members properly, help keep employees safe in the work place, and curtail sexual harassment.  Highlights of this unprecedented package are provided below.

 

Economics

 

                        Wages – wages for all employees will increase as follows:

                        Effective November 1, 2019                                            2.5%

                        Effective November 1, 2020                                            2.75%

                        Effective November 1, 2021                                            2.75%

                        Effective November 1, 2022                                            2.5%

 

Classification

11/1/2019

11/1/2020

11/1/2021

11/1/2022

Class 1 Cleaner

$18.59   

(+$0.45 )

$19.10   (+$0.51)

$19.63   (+$0.53)

$20.14  

(+$0.51 )

Class 2 Cleaner

$19.72   (+$0.48)

$20.26   (+$0.54)

$20.82   (+$0.56)

$21.34   (+$0.52)

Engineer book rate

$25.80   (+$0.63)

$26.52   (+$0.71)

$27.24   (+$0.73)

$27.92   (+$0.68)

BMCA Cleaners

$17.98   (+$0.44)

$18.47   (+$0.49)

$18.98   (+$0.51)

$19.46   (+$0.48)

 

            These wage adjustments over the term of the Agreement will increase BOLR Class 1 Cleaners pay by $2.00 to $20.14 per hour in the last year of the Agreement.  Class 2 Cleaners pay will increase by $2.10 to $21.34 per hour, Building Engineers pay will increase by at least $2.75 per hour to at least $27.92 per hour (increases will be to individual pay rates) and BMCA cleaners will increase by $1.92 to $19.46 per hour.

 

            Building Engineers will decide whether to forego their November 2020 wage increase and instead direct the increase into the BOLR pension.

 

           

 

Health and Welfare

 

            We rejected the Employers’ demand for deductions from our paycheck to pay 20 percent of health care premiums.  This would have cost each member approximately $4,000 in the final year of the Agreement. 

Health care will continue to be fully paid by the Employer!  They have agreed to increase the contribution rate from $1,331 per month to $1,618.00 per member per month over the term of the Agreement – a 20 percent increase.  We believe that these Employer contributions should be sufficient to maintain our current level of benefits.

 

Pension

 

            BOLR sought to freeze our pension benefits and provide no pension for new members.  The Union rejected these demands.  We won an increase of 32 cents per hour in employer contributions during the agreement – from $1.43 per hour to $1.75 per hour.  On January 1, 2020 our future pension accruals will increase by 15 percent !

 

Other economic gains include:

 

  • Legal – increased contribution to $.08 per hour in 2022 to help ensure continued benefits.            

           

  • Call back pay – a guarantee of four (4) hours pay even if the call back is contiguous with your shift.

           

  • Expansion of BMCA buildings – If a building is expanded to meet the BOLR square footage criteria, the BOLR wages and benefits will immediately replace the BMCA package.            

 

 

Protection in the Workplace/Employee Rights

 

Sexual Harassment

                       

            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. of the outcome of these allegations and a recommendation for action to prevent further misconduct.

 

Safety

            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.

 

Contract Enforcement, Improvements and Employer Penalty Payments

 

For the first time, employers will now pay a financial price for violating certain sections of the agreement.  Going forward, they must:

 

  • Provide required employee data sooner so that the Union can ensure that there is no displacement of workers when there is a change of contractors and pay a penalty to the Scholarship Fund if they fail to comply.

 

  • Pay to each employee an amount equal to any delay in providing paychecks (e.g. base pay due on Friday and not paid until Monday will result in each affected employee receiving eight (8) additional hours pay).

 

  • Under certain circumstances, pay a 35 percent penalty for a delay in making a complete payment of base pay to an individual (e.g. 32 hours paid while 40 hours worked).

 

  • Payment to employees of an additional day’s vacation in each instance when payment for a full work week of vacation is not paid on the last work day prior to that vacation.

 

We also obtained the following improvements:

 

  • Expedited grievance committee and arbitration language when the employer is late paying dues.            

 

  • A requirement that employees who are “dumped” into a location that the employer is losing and who then face job loss are instead returned by the Employer to their previous position with full seniority.            

 

  • Unpaid personal leave of up to 60 days for employees with three or more years of service so that they can deal with personal issues or emergencies.

 

Union rights were also strengthened in this Agreement as follows:

 

  • 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, Collective Bargaining Agreement and Benefit Funds, and so that we can keep track of supplemental workers.

 

  • The Union Grievance Committee must now meet on a monthly basis and ensure

grievances are dealt with quickly. 

 

  • The list of all other Union markets was updated to ensure that the Employer must operate on a Union basis on each.  

 

 

 

 

 

 

 

 

Management Proposals Rejected

 

                        In addition to rejecting the BOLR’s proposals to have members contribute 20 percent of the cost of health care and to freeze of our pension benefits, we also rejected all of management’s substantive proposals including:

 

  • allowing for quicker termination of members during contractor transition.

 

  • eliminating holidays for employees on leave.                    

 

  • restricting the use of personal days to one per month.

 

  • eliminating rug shampooing as a premium duty.

 

  • allowing termination of employees on the sixth occurrence of absence during 12 months.

 

  • allowing easier terminations with discipline to remain in employees’ file for two years and progressive discipline for unrelated offenses.

 

reducing the number of drug and alcohol rehabilitations from two to one (the Union did agree to allow employees returning from rehabilitation to be tested four times monthly to help ensure that tests are negative and that employees stay clean.)

Wages:

 

11/1/19

11/1/20

11/1/21

11/1/22

CBD Increase

$0.50

$0.50

$0.60

$0.60

CBD Rate

$18.07

$18.57

$19.17

$19.77

 

Tier 1 Increase

$0.66

$1.05

$1.17

$1.12

Tier 1 Rate

$14.46

$15.51

$16.68

$17.79

 

Tier 2 Increase

$0.50

$0.50

$0.60

$0.60

Tier 2 Rate

$13.50

$14.00

$14.60

$15.20

 

In 2020, the new hire wage phase-in will be extended to 1 year (beginning at $1.00 below the above rates), and in 2022 it will be extend to 18 months beginning at $1.50 below the rate. IN 2022, the new hire wage phase-in for tier 2 buildings will be increased from $0.50 to $0.75.

 

Health Benefits:

Maintain health coverage through the 32BJ Benefit Funds at no cost to the individual member.

 

2020

2021

2022

2023

CBD Rate

$1,049/mo

$1,087/mo

$1,126/mo

$1,167/mo

CBD Dependent Buy-Up

$250/mo

$250/mo

$250/mo

$250/mo

Tier 1 & 2

$630

$653

$677

$709

 

Pension Benefits

Maintain pension benefits in the Central Business District by increasing the hourly contribution rate as follows:

 

11/1/19

11/1/20

11/1/21

11/1/22

CBD Increase

$0.13

$0.14

$0.15

$0.16

CBD Rate

$1.81

$1.95

$2.10

$2.26

 

 

Sick Days, Holidays and other Improvements

Improvements as follows:

  • Tier 1 will be expanded to cover all buildings within the City of Pittsburgh
  • The Central Business District will be expanded to include the Federal North Medical Office Building (subject to phase-in negotiations with All Purpose)
  • Convert 2 floating holidays to the Day After Thanksgiving and Martin Luther King, Jr.’s Birthday in the CBD
  • Increase the number of sick/PTO Days for ­­­ in Tier 1 buildings from 2 to 5.
  • Allow for new hires in CBD and Tier 1 Buildings to accrue sick days during first year of employment.
  • New hires will have 30 minutes of paid time for new member orientation meetings
  • Phase out Light Cleaner job classification

 

 

Extra System

Strengthen and improve the extra system by:

  • Ensuring that all buildings must maintain an extra list
  • Allowing Extras to access work across multiple buildings
  • Allowing Extras to bid by seniority on bid jobs at any building where they have worked
  • Prioritizing giving work to Extras over assigning additional work to Regular Employees
  • Protecting Regular Employees’ workload if they are assigned additional work

 

 

Sexual Harassment

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. of the outcome of these allegations and a recommendation for action to prevent further misconduct.


Additional Improvements Negotiated

 

Payroll:                              It will be mandatory for all employers to offer Direct Deposit.

 

Medical Marijuana:          Add drug testing protections for anyone with a valid medical marijuana prescription

 

Seniority                            Protect members from unfair displacement based on shift

 

Community Hiring            The Employers will work with the Union to support a community-based training and job placement initiative

Your 32BJ Bargaining Committee has reached a tentative agreement for a

new commercial contract!

STRONG WAGE INCREASES

FOR ALL

PRESERVED HEALTH BENEFITS

NO PREMIUM SHARING

IMPROVED CONTRACT LANGUAGE

   

                                       

WAGE INCREASES EVERY YEAR

 

10/1/2020

10/1/2021

10/1/2022

10/1/2023

Total

Bergen & Mercer

 $                            0.65

 $             0.65

 $             0.65

 $             0.70

 $             2.65

Newark & Waterfront

 $                            0.40

 $             0.60

 $             0.60

 $             0.65

 $             2.25

North Jersey Suburbs

 $                            0.55

 $             0.60

 $             0.60

 $             0.70

 $             2.45

South Jersey

 $                            0.90

 $             0.90

 $             1.00

 $             1.00

 $             3.80

 

     

 

 


OTHER CONTRACT VICTORIES:

  • Stronger language to protect against sexual harassment
  • There is no time limit for filing a grievance over failure to post a vacancy, and backpay is possible up to 90 days
  • More paid time for new member orientation and steward training
  • Extended seniority and layoff protection to 1 year when members are on disability
  • When a building is closed due to a state of emergency, members will get paid if the employers are paid
  • Increased sick time to a minimum of 5 days
  • Increased time to resolve status disputes from 9 months to a year
  • Better wage protection for school workers

 

COME VOTE TO RATIFY YOUR CONTRACT

SATURDAY, DECEMBER 21st

TALK TO YOUR REP ABOUT YOUR LOCAL MEMBERSHIP MEETING

 

 

UPDATED EMPLOYER COSTS FOR OUR WAGES AND BENEFITS

 

Bergen & Mercer County

 

North Jersey Suburbs

 

10/1/20

10/1/21

10/1/22

10/1/23

  

10/1/20

10/1/21

10/1/22

10/1/23

Full Time

 

Full Time

Wages

$16.00

$16.65

$17.30

$18.00

 

Wages

$16.10

$16.70

$17.30

$18.00

Health

$6.76

$7.00

$7.26

$7.60

 

Health

$6.76

$7.00

$7.26

$7.60

Training

$0.08

$0.08

$0.08

$0.08

 

Training

$0.08

$0.08

$0.08

$0.08

Legal

$0.10

$0.10

$0.10

$0.10

 

Legal

$0.10

$0.10

$0.10

$0.10

Total Hourly Costs**

$22.94

$23.83

$24.74

$25.78

 

Total Hourly Costs**

$23.04

$23.88

$24.74

$25.78

Total Annual Costs**

$47,713

$49,569

$51,449

$53,613

 

Total Annual Costs**

$47,921

$49,673

$51,449

$53,613

Part Time

 

Part Time

Wages

$16.00

$16.65

$17.30

$18.00

 

Wages

$16.10

$16.70

$17.30

$18.00

Health

$0.90

$0.90

$0.90

$0.90

 

Health

$0.90

$0.90

$0.90

$0.90

Training

$0.16

$0.16

$0.16

$0.16

 

Training

$0.16

$0.16

$0.16

$0.16

Legal

$0.19

$0.19

$0.19

$0.19

 

Legal

$0.19

$0.19

$0.19

$0.19

Total Hourly Costs**

$17.25

$17.90

$18.55

$19.25

 

Total Hourly Costs**

$17.35

$17.95

$18.55

$19.25

Total Annual Costs**

$17,945

$18,621

$19,297

$20,025

 

Total Annual Costs**

$18,049

$18,673

$19,297

$20,025

           

Newark & Waterfront

 

South Jersey

 

10/1/20

10/1/21

10/1/22

10/1/23

  

10/1/20

10/1/21

10/1/22

10/1/23

Full Time

 

Full Time

Wages

$17.70

$18.30

$18.90

$19.55

 

Wages

$13.10

$14.00

$15.00

$16.00

Health

$6.76

$7.00

$7.26

$7.60

 

Health

$6.76

$7.00

$7.26

$7.60

Pension*

$0.58

$0.58

$0.58

$0.58

 

Training

$0.08

$0.08

$0.08

$0.08

Training

$0.08

$0.08

$0.08

$0.08

 

Legal

$0.10

$0.10

$0.10

$0.10

Legal

$0.10

$0.10

$0.10

$0.10

 

Total Hourly Costs**

$20.04

$21.18

$22.44

$23.78

Total Hourly Costs**

$25.22

$26.06

$26.92

$27.91

 

Total Annual Costs**

$41,681

$44,057

$46,665

$49,453

Total Annual Costs**

$52,456

$54,208

$55,984

$58,044

  

Part Time

 

Part Time

Wages

$17.70

$18.30

$18.90

$19.55

 

Wages

$13.10

$14.00

$15.00

$16.00

Health

$0.90

$0.90

$0.90

$0.90

 

Training

$0.16

$0.16

$0.16

$0.16

Pension*

$0.58

$0.58

$0.58

$0.58

 

Legal

$0.19

$0.19

$0.19

$0.19

Training

$0.16

$0.16

$0.16

$0.16

 

Total Hourly Costs**

$13.45

$14.35

$15.35

$16.35

Legal

$0.19

$0.19

$0.19

$0.19

 

Total Annual Costs**

$13,993

$14,929

$15,969

$17,009

Total Hourly Costs**

$19.53

$20.13

$20.73

$21.38

      

Total Annual Costs**

$20,316

$20,940

$21,564

$22,240

      
           

*Pension increases by $0.20, going from $0.38 to $0.58 on July 1, 2020. All other benefit rates are effective January 1 each year.

 

**Based on year-end rates. Does not include cost of paid time off, consisting of vacation, holidays and sick days.

 

Your 32BJ Bargaining Committee has reached a tentative agreement for a new commercial contract!

 

   

STRONG WAGE INCREASES

FOR ALL

PRESERVED HEALTH BENEFITS

 

IMPROVED CONTRACT LANGUAGE

HOURLY RATES

 

Dec 31, 2019

Dec 31, 2020

Dec 31, 2021

Jan 1, 2023

Hourly Rate Increases

$0.50

$0.50

$.50

$.0

Minimum Hourly Wage Rate

$14.00

$14.75

$15.50

$16.00

 

*Raises and wages are minimum wage rates. A member will either receive a 50 cent raise or the minimum hourly wage rate, whichever brings them to a higher rate of pay.

 

 

OTHER CONTRACT VICTORIES:

  • Additional money needed to maintain current health, training, legal and other benefits
  • 2 weeks advance notice of schedule changes for regular part-time and full-time employees
  • No preferential or retaliatory schedule changes
  • 1 paid shift every other year for steward training, 1 unpaid shift every year for steward training
  • All vacant positions must be posted within 2 weeks, posting up for 1 week, vacancy filled within 2 weeks
  • No discrimination based on union activity
  • Employers and union will cooperate to develop special training program for leadpersons
  • Stronger language to protect against sexual harassment

New York Metro Commercial Contract 2019

 VICTORY! NO GIVEBACKS

STRONG WAGE INCREASES

FOR ALL

PRESERVED HEALTH BENEFITS. NO PREMIUM SHARING.

NO SECOND TIER FOR NEW EMPLOYEES

 

      The Local 32BJ Bargaining Committee has reached a tentative agreement for a new contract.

HOURLY RATES

JAN 2020

JAN 2021

JAN 2022

JAN 2023

Hourly Wage Increase

 $0.65

 $0.70

 $0.70

 $0.825

Hourly Wage Rate

 $27.25

 $27.95

 $28.65

 $29.47

Hourly Benefit Rate

 $13.33

 $13.78

 $14.34

 $14.84

Hourly Total Package

 $40.57

 $41.73

 $42.99

 $44.32

 

WEEKLY INCREASES

per 40 hour work week

JAN 2020

JAN 2021

JAN 2022

JAN 2023

TOTAL

Wages

 $26.00

 $28.00

 $28.00

 $33.00

 $115.00

Health

 $13.56

 $14.31

 $18.23

 $19.38

 $65.48

Pension

 $4.00

 $4.00

 $4.00

 $4.00

 $16.00

TOTAL

 $43.56

 $46.31

 $50.23

 $53.24

 $ 193.34

 

ANNUAL EMPLOYER COSTS FOR OUR WAGES & BENEFITS

JAN 2020

JAN 2021

JAN 2022

JAN 2023

Annual Pay Rate

 $56,676

 $58,132

 $59,588

 $61,304

Health Care

 $20,496

 $21,240

 $22,188

 $23,196

Pension

 $6,175

 $6,383

 $6,591

 $6,799

401(K), Legal, Training

 $1,045

 $1,045

 $1,045

 $882

TOTAL ANNUAL PACKAGE*

 $84,392

 $86,800

 $89,412

 $92,181

      *Excludes paid leave, consisting of vacation, sick leave & holidays

 

 

CONTRACT RATIFICATION:

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.

Strong Wage Increases

  • Our agreement guarantees a wage increase of $0.60 cents per hour each year, a $2.40 hourly increase over the four years of the contract.

Minimum Wage Rates for Currently Working Members

10/1/20

10/1/21

10/1/22

10/1/23

Cleaners

$16.65

$17.25

$17.85

$18.45

Other Improvements

  • 2 additional paid sick days for part time workers. Effective January 1, 2020, all workers will have 7 paid sick days each year
  • New employees can use up to 3 paid sick days after 90 days (3 months) and additional paid sick days after 270 days (9 months)
  • 1 paid day off in the event of the death of a grandchild
  • Job posting language: All vacant positions must be posted within 14 calendar days of vacancy, posting in Spanish and English, vacancy posted for 7 calendar days, position must be filled within 14 calendar days after posting period
  • 14 calendar days advance notice of schedule changes for regularly scheduled employees. No retaliatory or preferential schedule changes
  • Strong and clear language to protect workers against sexual harassment on the job
  • Joint committee to develop a training program for lead persons

We maintained all of our benefits with no cutbacks

  • Employers will pay the increased cost of the health insurance, and continue to pay the cost for the legal, training and other benefits
  • No changes to the contract language on overtime or other reductions to our standards

NOTE:  This is a summary of the major changes to the union contract.  Once the contract is ratified, the union will distribute copies of the agreement to all members that will have the final, legally enforceable language.

Get Regular Updates & Info from 32BJ


We are strong because people like you have stepped up to join the fight. We need your continued support in building stronger, better commercial contracts. Join us and get important union information and updates by signing up below.

 

*By providing your cell phone you are allowing Local 32BJ to call and text you periodically, including by autodialer. Local 32BJ will never charge you, but message and data rates may apply. Text Stop to 787753 to unsubscribe and Help for more info.

**By providing your email address, you are allowing us to email you.

 

You're Signed Up for Updates!

We’ll only send you important 32BJ Union messages. You can unsubscribe at any time.