Labor & Employee Relations

Link to communication

Link to communication

Link to communication

On September 27, the parties met for approximately five-and-a-half (5 ½) hours at Student Dining and Residential Programs (SDRP). After a caucus of approximately thirty (30) minutes, the university presented a proposal to the union via the mediator for a three-year agreement with wage increases of one dollar ($1.00) per hour in year one effective the first pay period following effectuation of the agreement, seventy-five cents ($.75) in year two, and eighty cents ($.80) in year three, along with reducing the contractually required notice of intent to strike for Building Service Workers from fourteen (14) days to ten (10) days,  the waiver of the Paid Leave for All Workers Act (PLFAW), top pay in two(2)  years for Food Service Workers, and a contract expiration date of August 28, 2027. After a caucus of approximately 30 minutes, the parties engaged in a sidebar discussion in an attempt to find a path to resolution. The parties again went to caucus, after which the university presented another proposal via the mediator that included wage increases of one dollar ($1.00) in year one (1), eighty-five cents ($.85) in year two (2), and eighty-five cents ($.85) in year three (3) with all other elements of its previous proposal unchanged. Following a brief caucus, the union presented a proposal to the university via the mediator for a three (3) year agreement with wage increases of one dollar ($1.00) per hour each year with year one (1) retroactive to September 1, 2024, a $500 signing bonus, reducing the contractually required notice of intent to strike for Building Service Workers from fourteen (14) days to ten (10) days,  the waiver of the Paid Leave for All Workers Act (PLFAW), top pay in two (2) years for Food Service Workers, and a contract expiration date of June 30, 2027. In addition, the union agreed that if the university accepted that proposal, the union would vote over the weekend and halt the strike. Following a combined lunch break and caucus of approximately one-and-a-half hours the parties engaged in another sidebar before ending the session for the day.

The parties are next scheduled to meet on September 30 at SDRP.

On September 26, the parties met for approximately two hours and forty-five minutes at Student Dining and Residential Programs (SDRP). After a caucus of approximately one-and-a-half hours, the mediator presented a proposal from the union to the university for a two-year agreement with wage increases of a dollar twenty-five ($1.25) per hour each year retroactive to September 1, 2024.  Additionally, SEIU asked for a $500 signing bonus, reducing the contractually required notice of intent to strike for Building Service Workers from 14 days to 10 days, rejected the waiver of the Paid Leave for All Workers Act (PLFAW), top pay in two years for Food Service Workers, and a contract expiration date of June 30, 2026. The university spent approximately thirty (30) minutes considering the proposal and ultimately rejected the proposal because it was missing three (3) key components important to the university: a three-year agreement, a wage increase consistent with the market, and the PLFAW waiver. Following a caucus of approximately 20 minutes, the union delivered another proposal via the mediator. Modifications from its prior proposal included a three-year agreement with wage increases of one dollar and fifteen cents ($1.15) per hour each year, and the PLFAW waiver. Other elements of the union’s proposal remained unchanged.

The parties are next scheduled to meet on September 27 at SDRP.

On September 23, the parties met for approximately one and a half (1 ½) hours at Student Dining and Residential Programs (SDRP). To begin the session, the university delivered a proposal to the union via the mediator which included wage increases of one dollar ($1) in year one, seventy-five cents ($.75) in year two, and seventy-five cents ($.75) in year three.  The university reiterated that the previous proposal of one dollar ($1) in year one, eighty-five cents ($.85) in year two, and eighty-five cents ($.85) in year three was given with the sole purpose of avoiding a work stoppage.  Since SEIU went on strike, the university presented a proposal that was an increase to the amount the parties agreed to in August. After a caucus of approximately one hour, the mediator notified the university that the union did not have a response to the proposal and would not take the proposal to a vote. The session ended at approximately 3:30pm.

The parties are scheduled to meet on September 26 at SDRP.

On September 20, the parties met for approximately two and a half (2 ½) hours at Student Dining and Residential Programs (SDRP). The parties began with a joint session, where the university started by noting that the parties had spent considerable time negotiating the agreements and had reached tentative agreement on two separate occasions, which the union failed to ratify. The university then asked the union what their current offer is. The union explained that it did not have an offer, but that it had expressed in the past what it would take to settle the agreements. The union noted that, the day prior, the Board of Trustees had approved a significant budget, and that people are supporting them due to the chaos at the beginning of the semester caused by record numbers of student enrollment. The union further explained that it thought the first tentative agreement would pass but claimed it told the university it would be difficult to pass, but they would recommend it for ratification. The union stated that it did its best to ratify the latest tentative agreement. The university asked why it received reports that members of the bargaining team were telling members to vote against ratification. The union stated that the university could implement a best and final offer if it had one, and that it was ready to strike. The university questioned whether the union could ratify any agreement. The union responded that it has told the university what it would take to ratify an agreement. The university reiterated its previous alternative proposal of a wage increase of one dollar ($1) in year one, seventy-give cents ($.75) in year two, and seventy-five cents ($.75) in year three. The union asked if that was the university’s last, best, and final offer.  The university said it has not presented a last, best, and final offer. The university then pointed out that the most recent tentative agreement was for one dollar ($1) in year one, eighty-five cents ($.85) in year two, and eighty-five cents ($.85) in year three, and that it would take 174 workdays to make up the money lost for one (1) day on strike. The university also noted that it was offering 4.6% for food service workers when others on campus received 2%. The parties then went into caucus, after which the union delivered a proposal via the mediator for a two-year (2) agreement with wage increases of $1.50 per year and a $300 signing bonus, among other provisions. The university questioned whether this proposal was regressive, and the union took the position that because there had been a vote that was not successful, the parties were back at “ground zero.” The parties then engaged in a sidebar where the university expressed that it does not want the membership to strike. Following the sidebar, the parties went back to caucus. The parties did not meet again, and the session ended at approximately 2:30pm.

The parties will meet next on September 23 at SDRP.

On September 11, the parties met for approximately three-and-a-half hours at Student Dining and Residential Programs (SDRP). This was the fourteenth (14th) overall bargaining session and the fifth (5th) in mediation. The session started with the parties in a sidebar along with the mediator, where the university noted that the union’s offer in the prior session was too high and was not something that would bring resolution to the negotiations. After a brief caucus, the parties returned to sidebar where the union discussed another potential proposal. The university noted that the potential proposal was still too high and would not move the process forward. After that discussion, the parties returned to caucus. Following the caucus, the parties once again returned to sidebar where the union delivered a proposal that included a three-year agreement with wage increases of one dollar ($1.00) per hour retroactive to September 1, 2024, a modification of the contract expiration date to June 30, and language acknowledging the  benefits provided under the Paid Leave for All Workers Act (PLFAWA) are less than the benefits provided in the collective bargaining agreement. The parties again went into caucus, after which they again returned to sidebar and the university presented the union with two options for resolution. If the union agreed to recommend the proposal for ratification, it would include a three-year agreement with wage increases of one dollar ($1.00) per hour in year one and eighty-five cents ($.85) in years two and three, a modification of the contract expiration date to June 30, and the language regarding the PLFAWA. Otherwise, the university would issue an offer that would be a three-year agreement with wage increases of one dollar ($1.00) per hour in year one and seventy-five cents ($.75) in years two and three, no change to the contract expiration date, and no language regarding the PLFAWA. After another caucus, the parties returned to sidebar where the union accepted the university’s first offer, noting that it would recommend the proposal for ratification. This was the second tentative agreement reached by the parties. Voting began soon after the session and continued through Friday evening, at which time the union notified the university that it had again rejected the tentative agreement.

The parties have agreed to meet again on Friday, September 20 at SDRP. In addition, the parties have agreed to a total of seven mediation sessions, if needed, with the first being Monday, September 23 at SDRP. 

On September 9, the parties met for approximately three hours at the Illinois Street Residence Halls. This was the thirteenth (13th) overall bargaining session and the fourth (4th) in mediation. To start the session, the mediator spent approximately one hour meeting with the union. This was followed by a proposal from the union, delivered by the mediator, that included a three-year agreement with wage increases of $1.75 per year and a $500 signing bonus. The parties then engaged in a sidebar discussion with the mediator present for approximately one hour. Negotiations will continue on September 11 at the Student Dining and Residential Programs (SDRP) building.

On Sept. 13, SEIU Local 73 members voted down a tentative agreement that would have provided raises between 3.5% to 4.5% each of the next three years. This was the second time in two weeks that a tentative agreement had been reached between the university and the union’s bargaining team but rejected by union membership. The union submitted its final notice of intent to strike with the Illinois Educational Labor Relations Board and may do so as early as Sept. 22. SEIU primarily represents building and food service workers.

The university is committed to maintaining the student experience and continuity of essential services for faculty, staff and students. Essential cleaning and dining services will continue across campus for the duration of the strike.

The university values building and food service workers and their contributions to our mission. University representatives will continue to work with union leadership to reach an agreement. While that is happening, the university will continue to work to maintain the student experience.

The most recent tentative agreement offered wage increases of $1.00, $0.85, and $0.85 over the next three years. As percentages, this represents 4.5%, 3.7% and 3.5% for building service workers; and 4.6%, 3.7% and 3.6% for food service workers.

Yes.

A strike by building service workers and food service workers primarily will affect student dining halls and office cleaning. The university has plans in place to maintain essential services in dining halls and cleaning. University employees may notice a reduction in the frequency of office cleaning, but essential services will be maintained.

An emergency declaration allows current employees to work outside of their classification. The university will be seeking volunteers among current employees to temporarily fill roles vacated by striking union members.

Building service workers and food service workers are under two separate contracts, but represented by the same union.

The most recent tentative agreements included wage increases of 4.54%, 3.69% and 3.56% for building service workers over the next three years, respectively. It included increases of 4.61%, 3.61% and 3.48% for food service workers. Both agreements were rejected by union members.

The university desires to be an employer of choice that pays fair and attractive wages consistent with the market. We must do so in ways that are fiscally responsible and equitable. There are a number of departments funded by student fees (i.e., University Housing, Campus Recreation, Illini Union, etc.) that continuously work to maintain affordability for students.

All parking lots and entrances will remain open. In the event of a strike, the university recommends allowing more time to commute to campus. As a public university, Illinois must allow public demonstrations on its property as long as those demonstrations do not disrupt university functions.

Yes. Anyone is welcome in public areas of the university. However, striking employees cannot be in areas that require authorized access, like laboratories or living spaces of residence halls.

Yes. The university is working to maintain the continuity of service in all dining halls.

Yes. All quality standards will be upheld, and a strike does not affect the university’s obligation and commitment to obey all health codes and regulations. University Housing may adjust menu options in dining halls to be flexible to challenges presented during the strike, but students and other dining customers will still enjoy a robust set of options and quality meals.

Many campus units do not directly benefit from additional tuition revenue. In fact, University Housing experienced increased costs this fall related to a record-number of new residents, which created a net negative budget impact on University Housing.

During the emergency declaration, currently employed staff may work outside of their classification to fill positions that are critical to continuing service. This includes current university staff who are members of different unions. Volunteering for one of these roles requires permission from your supervisor. You can submit your interest to volunteer online.

Yes. The university has plans in place to continue all services with existing staff who are not represented by SEIU.

Yes. Participating in a strike is a personal decision. Individual SEIU members can choose whether they want to participate in a strike or not. They are not obligated to participate in a strike.

Yes. Every employee has the right to come to work.

Yes.

No.

The union is prohibited from using violence, threats, or intimidation to coerce employees into joining a strike. Similarly, employees and co-workers are also prohibited from using violence, threats, or intimidation to coerce any employee into joining a strike. Any such conduct should be reported immediately to the police by calling 217-333-8911 or 911, and to your supervisor. Picketing on public property adjacent to the campus is usually lawful so long as the picketing is peaceful, does not create a disturbance, and does not block people from coming or going.

The following principles apply:

· People working in or having any business with the University of Illinois have a right to pass freely in and out.

· Pickets must not block a door, passageway, driveway, crosswalk, or other entrance or exit. University officials, with the assistance of law enforcement agents, should make every effort to permit individuals and vehicles to move into and out of the campus in a normal manner.

· Union officials or picketers have a right to try to talk to people going in or out of campus buildings. However, intimidation, threats and coercion are not permitted, either by verbal remarks or physical behavior.

Employees and co-workers are prohibited from using violence, threats, or intimidation to coerce union members to return to work. Any such conduct should be reported immediately to the police by calling 217-333-8911 or 911, and to your supervisor.

The union may have internal by-laws regarding fining dues-paying union members. If you have any questions about internal union rules, you should call the union or the Illinois Educational Labor Relations Board. The University will not participate in the collection of fines on union members.

Probationary employees have the same rights to strike as non-probationary employees.

No. Employees in other unions are governed by no-strike provisions in their contracts.

Yes.

Yes. Faculty, APs, supervisors, and other staff who are not represented by a union that has called a strike are expected to perform their job duties as usual.

No. The only exception is for employees who have received prior approval for Family or Medical Leave or a similar protected leave, and who are absent for qualifying, approved reasons (e.g., sick with a doctor’s note).

Yes, if there is reason to believe an employee is not actually ill. Normal obligations, policies, and procedures remain in force during the strike. This includes the obligation of supervisors to follow up on situations where there’s reason to believe an employee is abusing sick leave.

Yes. This decision will be made unit-by-unit, based on operational needs.

Supervisors retain all regular authority. Supervisors should document it if someone fails to perform their duties.

No. Supervisors should only keep track of whether or not employees show up for work.

Supervisors should keep track of who shows up for work and who does not. Employees who do not show up for work should be placed on “no pay” status for any hours they miss.

It is the supervisor’s responsibility to document which employees are on duty and which are not. Every individual employee has the obligation under policy and law to report accurately on their time record about whether or not they worked and how many hours they worked.

Yes, if an emergency is declared under the civil service rules, those rules permit reassignment outside of classification, as well as other variations on the civil service system. (In those circumstances, employees who have been reassigned will continue to accrue seniority in their classification and will be returned to their classification following the strike.)

No.

The university will protect and defend employees from any type of harassment. Illinois Human Resources Labor & Employee Relations staff will meet with local union officials and discuss the conduct to ensure that the harassment ends.

If employees experience challenges getting through picket lines at the entrance to their worksite, they should contact the University of Illinois Police Department at 217-333-1216. UIPD is available to take calls 24 hours a day, seven days a week.

Strikes are for an indeterminate time. The last time SEIU went on strike, the strike was for three days. In the event of a strike, the university’s goal would be to continue good-faith negotiations to reach a fair agreement as quickly as possible.

There are 187 employees covered under the dining services contract and 575 employees covered under the building services contract.