The agreement will close the wage gap between professors in the social work program and other units at the university. offer two-year employment and paid parental leave, as well as lower health insurance costs for postdocs; extending paid parental leave and introducing an increase in the life expectancy of long-term part-time teachers; Allow partial retirement of lecturers; and make profits in other areas, including mandates, promotion pathways and funding for professional development. In addition, all members will receive a cumulative increase of 7.5% over the three years of the new contract. After more than 10 months of negotiations, we reached a tentative agreement with the county on most issues and ended the 18-day strike. Two economic issues related to raising the wage floor for low-income workers and changing measures to raise Jubilee wages to reward longevity will be the subject of arbitration that was not an option before the workers` strike. Reset is in touch with Cook County Council President Toni Preckwinkle and seiu Local 73 Chief to discuss the union`s 18-day strike, which ended Monday night with a partial agreement. « Since this is a universal contract, most ministries have won everything they fought for. It was a victory for us at the county jail, » said Shadonna Davis, a rehabilitation worker at the Cook County Jail. « The strike was a sacrifice that many of us made, and it paid off. It is a pity that Preckwinkle forced us to strike for 18 days, when she could have given us the same approval as the other unions.
Local 73 and Faculty Forward, the University of Chicago`s non-tenured faculty association, have reached a preliminary agreement with the uChicago administration on a new contract. We also had productive discussions about equal pay for equal work for CRWs, establishing minimum increases for upgrades and promotions, and rewarding longevity. While there has been conceptual agreement in these discussions, much remains to be done to reach formal agreements that address some of these long-standing issues. The partial preliminary agreement reached by SEIU Local 73 and Cook County includes: We have agreed to make the first offer of shifts in seven years to the archives department, which is expected to take place in the coming weeks. We are pleased to announce that your Unit 2 Bargaining Committee and the City of Chicago have reached a preliminary agreement on our Unit 2 contract after over 2 and a half years of difficult negotiations! The full terms and conditions and changes to the contract will be sent to all members for review shortly. Here are the highlights of the contract: On January 11, we held our bargaining session for the sheriff`s office. The county presented nine points on which it felt that we could reach a preliminary agreement. We will examine these points and discuss them before the next negotiating session. The 8. In January, we held our hearing for the clerk`s office.
We reached preliminary agreements on: In the first two weeks of January, we held four bargaining sessions with the county, with nine more meetings scheduled until February. « For too long, the University of Chicago has said we are worth less than other lecturers on the rest of the campus, reflecting a broader societal problem of undervaluation of the social work profession, » said Dave Lowitski, a part-time lecturer at the Crown Family School of Social Work, Policy and Practice. « We are extremely grateful to the rest of our colleagues in the bargaining unit for being on our side and making ending this inequality a top priority. The bargaining team made it clear that due to unsafe working conditions, there are significant concerns about the health and safety of workers in the vital statistics, taxes, records department and election office. Management said it was investigating and was also deeply concerned. . The county has not responded to the problem of payment in the event of a pandemic. One of the key issues raised by the bargaining team was the culture of bullying and harassment that persists between officers and civilian staff. Management has clarified that bullying will not be tolerated and that all incidents must be reported in as much detail as possible (e.g.B date, time, names of those involved, details of the incident, etc.). On the 12th. In January, we held our first negotiation session for health professionals in Cook County. We have made some progress in the negotiations even though time has elapsed and (a) management has not been able to guide us in their response (and they have not yet sent it to us) and (b) we have not been able to submit our compensation proposal as planned.
For the remaining issues, Local 73 will go through the process of submitting our proposal to an arbitral tribunal to verify the facts of the contracts that District President Toni Preckwinkle and her bargaining team have agreed to with the other unions. By standing firm and striking for 18 days, workers were able to facilitate interest arbitration to resolve these outstanding issues. We are confident that the arbitrators will eventually determine that the workers represented by Local 73 deserve the same contractual benefits that Toni Preckwinkle has agreed to with other unions representing cook County workers. « This struggle gave us courage, taught us to fight and to believe in ourselves. It was never about going to work, it was about the conditions in which we worked, » said Sylvia Kizer, a construction services worker at Stroger Hospital. « We built solidarity across county, job titles and education levels and became a family. I can walk around with my head held high. It`s a movement, not a moment, and we`ll never be the same again. I would like to thank our bargaining team for all their hard work and passion in advocating for members of the City of Chicago`s Public Safety Unit. We look forward to seeing everyone on request and in person.
The more than 2,500 Cook County workers under the offices of the President, County Clerk, County Sheriff and Cook County Health Will Return to Work on Tuesday, July 13 or their next scheduled shift. After 18 days, the longest strike in the history of SEIU Local 73 has finally ended. « This contract fight has led us to believe that we win when we fight. We demanded dignity and respect from leadership and built a stronger union that learned to stand up for what is right. This contract is not perfect, but it is a big step forward from our beginnings and I am proud to be a member of SEIU Local 73. What our bargaining team wanted to say to part-time workers on the University of Chicago campus was, « We see you and we stand up for you. « Longer contracts, higher salaries and parental leave go a long way in making us feel like valuable members of the university community we are committed to through our dedicated teaching, » said Darcy Lear, a part-time lecturer in Spanish. We will hold a series of virtual meetings to explain any contract changes. The dates and times are: « Cook County workers have shown real courage in going on strike to demand respect for the county. This contract has real gains that workers can be proud of, as it opens the door to decades in which the 73 members of the local are considered second-class citizens in the county, » said Dian Palmer, President of SEIU Local 73. It was the essential frontline workers who kept our county running during the worst pandemic of our lives, standing up for themselves, their families, and the communities they serve during this strike to demand better. Together we are building a fighting union and we are determined to build a movement – not just a moment – for better access to public health care and general services for the citizens of Cook County.
Faculty Forward represents more than 300 dedicated and knowledgeable faculty at the University of Chicago who teach approximately 1,500 courses at the college and beyond. For students currently arriving on campus, we will likely be among the first faces of a UChicago education. .