Building Justice

Mid Atlantic District

Contract Highlights

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.)

 

WE WON!

  • Strongest wage gains in the history of our bargaining.
  • Protected our legal benefits for all workers & health benefits for full time workers. Employers will pay the full cost and our full time members will pay zero monthly premiums.
  • 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.

 

Highlights of our new contract are provided below:.

Economics

 

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

 

 

2/1/2020

1/1/2021

1/1/2022

1/1/2023

WILMINGTON

$13.10  

($0.60)

$13.75 

($0.65)

$14.35  

($0.60)

$15.00

($0.65)

TOTAL   $2.50 per hour increase will raise the hourly rate from $10.50 to $15.00

 

 

2/1/2020

1/1/2021

1/1/2022

1/1/2023

NEW CASTLE

$12.75  

($0.65)

$13.40 

($0.65)

$14.10  

($0.70)

$14.80

($0.70)

TOTAL   $2.70 per hour increase will raise the hourly rate from $10.45 to $14.80

 

 

  1. Legal

 

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

 

  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 $1,386 per month to $1,558 per member per month over the term of the Agreement. 

  1. Vacation

 

            Members at 18 years or more will now get 4 weeks’ vacation.

 

 

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. Immigration

 

            Improve contract language to protect immigrant workers.

           

  1. Union Interaction with New Employees

 

 

            The employer must provide new employees with a union packet at time of hire. 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:

 

  • Progressive discipline steps listed in the contract for non-serious disciplinary issues. Any warning notices will be removed from employee’s files after 13 months.

 

  • 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.

 

  • 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 pre-paid when requested on the last work day prior to that vacation.

 

We also obtained the following improvements:

 

  • A requirement that upon an employee’s request where the employer does not currently provide, the employer must provide the employee with a written statement as to itemized payroll deductions as soon as practicable.

  • Establish a grievance committee with contractors.

 

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

 

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