As universities and colleges nationwide prepare to welcome students back to campus, some facilities teams are in the midst of contract negotiations. Here’s a look at some recent and ongoing labor negotiations related to higher education service and trades workers, particularly focusing on the Cornell workers striking as of Sunday.

Why Cornell University Workers Are Striking

Over 1,000 employees represented by the United Auto Workers went on strike at Cornell University on Sunday, saying the university has “failed to present a fair package and not bargained in good faith.”

Last Thursday, UAW announced that 94% of Cornell workers represented by the union — including more than 1,200 custodians, groundskeepers, cooks, food service workers, greenhouse workers, gardeners and mechanics — voted to strike, if necessary. The union’s labor contract with Cornell University expired on June 30, UAW said.

After months of previous negotiations failed to result in a proposal that could be agreed upon, union officials have threatened to strike on Aug. 19, Cornell’s new-student move-in day, if the university doesn’t meet them at the bargaining table. If workers do strike, it would be “the first time in decades,” the Ithaca Voice reported.

Despite agreeing on a number of key issues of concern to the bargaining unit, including health and personal leave, vacation consistent with university policy and health and safety, the two parties have not yet reached a new agreement, Cornell Vice President and Chief Human Resources Officer Christine Lovely said in a statement Friday.

The university’s latest offer to the UAW includes a 6% wage increase in the first year, with additional increases in each of the additional proposed years, and changes to wage rates based on years of service. Taken together, this would result in wage increases of at least 10% for more than half of the bargaining unit, Lovely said.

The offer also includes reduced time for new employees to reach the job rate for their positions, from three years to one year; bonuses for longevity of employees at five and 15 years of service; an increased wage for the most senior employees at 10 and 25 years of service; increased clothing and shoe allowances; increased pay rates for employees providing peer-to-peer on-the-job training; increased eligibility for shift differential; and support for tipped employees with retirement savings, per Lovely’s statement.

Read the full article about Cornell workers striking by Joe Burns at Facilities Dive.