Bargaining update 5/24: negotiations continue on pay, other issues
In our latest round of bargaining, the company began by presenting counters to our probation/termination and drone photography proposals. We feel we’re getting close to finalizing the probation language, which includes a proposed requirement that the company must give an employee still in their six-month probation period written notice of performance concerns at least four weeks before a potential termination date. We initially proposed shortening the probation period from six to three months as well, but the company has said it won’t agree to that.
We still have several concerns about the company’s drone photography proposal, including its continued refusal to include indemnification language, a pay differential to all drone pilots, requirements around a visual observer and promises against retaliation if drone pilots refuse to fly. On the bright side, the company did agree to distribute a handbook on drone safety protocols within a year of contract ratification, which was part of our last proposal.
The rest of yesterday’s session largely focused on ongoing wage discussions. We presented a partial counter to the company’s wage proposal, which included an unimpressive increase to our current wage scales and 3% across-the-board raises in the first year, followed by 2% raises each of the following two years of the contract. We came back today asking for 7% raises in the first year, followed by 4% raises the following two years, in addition to higher minimums in our wage scales. According to the company, it’s still a “tall order.”
Because we have yet to finalize a proposal on new language around grant-funded employees, the company said it’s unlikely to come back with another economic counter at our next session on June 7. We’re continuing outreach to members on that issue.
Things got a little heated near the end of the session, as we went through the rest of our economic counters (vacation, severance, holidays, parental and medical leave and bereavement). While it could take a while to get a counter back, the company said off the bat it’s not interested in bargaining over severance, and balked at the idea of bereavement leave for nontraditional/chosen family. There’s also still some pushback on separating medical and parental leave.
So, we're making progress but there's still a lot to work through. It's time to start turning up the heat. We're asking for reasonable, meaningful investment from the company, and it's going to take all of us to fight for the improvements we're seeking. Stay tuned for opportunities to help.