Key Points: 

• The latest contract proposal from Senate admin did not address any of the main needs employees expressed and instead the contract largely maintained current practice with minor changes like a $2 monthly increase to the internet stipend. 

• The bargaining team made clear that it was a top priority for SDC LA’s to have a third party involved in a grievance process, provide basic safeguards around when an employee can be fired, and meaningfully increase compensation. All of these proposals were rejected by admin.
• After being briefed on the contract and having the language sent to the entire workgroup, SDC LAs overwhelmingly voted to reject the contract.
• We are eager to go back to the bargaining table and hope admin will work with us to actually meet our needs. 

How we got here: 

• We began bargaining in July and eventually found fundamental disagreements on key parts of the contract.
• Admin’s offers largely reflected current practices, new ideas pitched by the bargaining team were mostly rejected despite the team consistently highlighting problems staff have been experiencing for years.
• Some of the key issues include: having a third party involved in a grievance process, basic safeguards around when an employee can be fired, and pay increases.
• After Admin made clear the only contract they would agree to was a reflection of current practice with minor changes, Senate Democratic Legislative Assistants overwhelmingly voted to reject the contract. 

What We Want: 

• Our needs have been made clear to admin repeatedly and reaffirmed by our membership when they voted to reject a contract that did not meet any of our demands.
  1. We need a grievance process that uses a neutral third party to settle disputes over employment and discipline, rather than one unduly slanted towards the employer.
  2. We need a guarantee that admin will work with employees to address performance issues instead of jumping straight to terminating employment. 
  3. We need an economic agreement that meets the basic needs for those at the bottom of the pay scale and clearly values the experience of staff that have dedicated decades of their life to working for the legislature.
• We are happy to work with admin on finding a way to achieve these needs that is implementable for the legislature, but we are not willing to accept a contract that does not address these needs.

What’s next: 

• With an overwhelming majority of our membership rejecting the contract, it’s clear that our members are not going to accept a contract that maintains current practice.
• The bargaining team is ready and eager to go back to the bargaining table and keep working on these issues to reach an agreement that meets these basic reasonable needs. 

Arbitration and Job Security

• Unions should have the right to arbitrate with a neutral party.
• F&O is not considered neutral.
• "At-will" employment status is a major concern.
• A grievance process is necessary for protection against unfair treatment.
  
  

Work Schedule and Compensation

• The interim work schedule is a valuable perk and should be maintained or expanded.
• LAs should be compensated for additional office coverage duties.
• There should be a process for short-term coverage during leave.
  
  

Workplace Longevity and Growth

• Job protections and a grievance process are essential for workplace longevity and growth.
• Reducing stress and improving work-life balance is crucial.
• Increasing demands without adequate support have led to health issues and burnout.