LDRM presented its “Last, Best, & Final Offer” at the end of the day yesterday and stated that they had no room to negotiate any further. Because of this, we did not reach final agreement on all open contract items. This means it’s now up to the members to vote and decide whether to accept or reject the deal.

Prior to their final offer, we came to agreement on a number of significant improvements that are part of the package deal. Here are some of the biggest changes:

  • Ability to waive medical coverage without proof of coverage (unless receiving Medicare/Medicaid due to CMS requirements)
  • No changes to medical without mutual agreement of the Union
  • Prior to changing any other benefits, LDRM must give at least 60 days’ notice and negotiate with the Union
  • Discipline is removed from your record after 1 year
  • New hires receive one week of vacation after six months (and another week after one year)
  • Performance “standards” may not be enforced with disciplinary action (severely poor performance may still be subject to discipline)
  • Two extra days of bereavement for UE members who have to travel overseas to attend a funeral (5 days total)
  • LDRM must now negotiate with the union any time they want to make or change any rules or policies, or any time DOS requires any changes on the contract
  • Paid time to complete eQIP/maintenance of security clearance
  • Overtime pay after 32 hours in a holiday week now permanent for all holidays
  • Teleworking employees can choose vacation, make-up time, or LWOP for system downtime over two hours (need to coordinate with supervisor)
  • LDRM Handbook Attendance Policy eliminated (no “occurrences” and “no fault” discipline). Instead, they have to follow just cause and take into account the circumstances of any absence before deciding if discipline is appropriate

The other parts of LDRM’s package deal we did not reach agreement on. In addition to the above items, here’s what they presented as their best offer:

  • Inclement weather closures
    • Paid for employees who aren’t eligible to telework
    • Choice to use vacation, make-up, leave without pay if eligible but unable to telework
    • Teleworking employees are expected to work (but may be excused if weather interferes with the ability to work from home)
  • Telework
    • No agreement on permanent telework. Maintain current practices (which are subject to the grievance procedure)
  • Wages (effective April 1st each year)
    • 5%, 4%, 3%
    • H&W (current $5.92): $6.07, $6.27, $6.47
    • $1 differential for CSRI employees (TI & CI) while working on the phone
  • The new UE 228 contract would take effect March 1, 2023 and run through October 31, 2025

The Bargaining Committee is giving a neutral recommendation on the contract. No one will be telling you that you should vote one way or the other. The decision will be 100% up to UE 228 members. To hear all of the details and to cast your vote, you MUST register for one of the Zoom meetings by clicking on one of the links below!


  • You must attend meetings outside of your scheduled shift
  • Only UE 228 Members may attend (employees in probation can attend but cannot speak or vote)
  • Register for one meeting only
  • For security, you must use the Zoom app to join (no phone calls)
  • Registration for each meeting will close one hour before the meeting starts
  • The email address you provide will be used for secure, anonymous voting during the meeting

MEETING #1: December 1st, 11:00 AM – 12:30 PM

MEETING #2: December 1st, 1:30 PM – 3:00 PM

MEETING #3: December 1st, 5:00 PM – 6:30 PM

MEETING #4: December 1st, 7:30 PM – 9:00 PM

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