On Thursday, January 11, 2018, after over 10 months of negotiations, LiUNA Local 1001 reached a Tentative Argeement on a new contract for our members working for the City of Chicago. We would like to thank our members for their patience and support in getting this deal done. Below you will find a brief highlight sheet of the changes and or additons to the current CBA.
- Term: 5 years, from 7/1/17 to 6/30/22
- Prevailing Rate: for members that receive pay based on Prevailing Rate, (CDOT, Aviation, Revenue, etc.) they will receive a $1 per hour raise from 7/1/2017, including retro, and will continue to receive prevailing rate increases on 7/1 of each year of the agreement.
- Non-Prevailing Rate: Sanitation Laborers, All Salaried positions, Tree Trimmers, etc., who have been receiving yearly increases on 1/1 of each year will receive the following increases
- 1/1/18 = 2%
- 1/1/19 = 2.25%
- 1/1/20 = 2%
- 1/1/21 = 2.25%
- 1/1/22 = 2%
- Retro pay going back to 1/1/18 based on your pay scale
- 457b (Deferred Comp): the City will match up to
- $250 in 2020
- $250 in 2021
- $500 in 2022
- Boot Reimbursement: $100 per year for those required to wear safety shoes
- Paid Parental Leave:
- 4 weeks for birth mother for non-surgical delivery
- 6 weeks for birth mother for C-section delivery
- 2 weeks for spouse or domestic partner of birth mother
- 2 weeks for the adoption of a child
- HealthCare Premium Increases:
- 7/1/18 = .5%
- 1/1/19 = .5%
- 1/1/20 = .5%
- Prescription Drug Deductible:
- 2019 = $35 deductible (per household)
- 2020 = $35 deductible (per household)
- 2021 = $75 deductible (per household)
- 2022 = $75 deductible (per household)
- HealthCare Premium Cap: *Does not include overtime
- 2019 = 100k 2020 = 115k 2021 = 130k
- Promotional Bid Lockout: shortened from 12 to 6 months from last promotion
- Promotion out of Bargaining Unit: return extended to 60 months
- Comp Time: payout over 160 hours on June 1 of each year
- Single Vacation Days:
- Can now use 6 VVS (sick) days per year
- Can now use 6 VVF (single vacation) days per year
- Vacation Carryover: Employees with 10 or more years of service can carry over up to 5 days which must be used by June 30, less than 10 years may still carryover until June 30 also
- FMCS Pilot for Discipline Hearings: A mediator from the Federal Mediation and Conciliation Service will hear disciplinary write-ups and make recommendations to the parties, effectively creating an Independent Hearing Officer
- 4 -10’s Pilot: Joint venture with Teamsters Local 700 to operate a one year pilot to eliminating the 4 -10 straight time holiday weeks. All hours worked beyond 8 will be paid at appropriate overtime rate. If we can show efficiencies and cost savings the City will discontinue the 4 -10 straight time holiday weeks indefinitely
- CDOT Specific Issues:
- Supervising Timekeeper converted to Grade 12
- District Asphalt Supervisor converted to hourly position
- Seasonal Asphalt Laborers, Concrete Laborers, Laborers Transportation who have worked or in the future who do work 4,160 consecutive hours in title and in bureau in CDOT will be made Career Service
- One Man Truck Pay
- $3.25 per hour years 2018, 2019, 2020 (all employees including General Laborers)
- $3.50 per hour years 2021, 2022 (all employees including General Laborers)
- General Laborers
- All General Laborers will immediately receive pay raises ranging from $2.23 to $2.50 per hour depending on step and category, plus 3% upon reaching the 2,080 hr steps, equaling an increase of 23% over the term of the agreement
- Probation reduced from 8,320 hours to 5,200 hours
- Bidding restrictions for vacancies reduced from 8,320 hours to 2,080 hours
- Elimination of Forestry duties excluding inoculation and cleanup
- New Title of Tree Trimmer Trainee
- 70% of Tree Trimmer Rate first 2,080 hours
- 80% of Tree Trimmer Rate next 2,080 hours
- 90% of Tree Trimmer Rate next 2,080 hours
- 100% Career Service thereafter
