University of Minnesota members of Teamsters Local 320, a Minneapolis-based worker union, announced Wednesday that there are plans to begin voting to authorize a potential strike. 

The Teamsters, which represent over 1,500 union workers across the University’s five campuses, have been in contract renegotiations with the University since March. The statement announcing the vote said negotiations with the University have broken down in recent months, which has led to the filing for mediation. 

“The University refuses to agree to real raises and contract changes that move us forward,” the Teamsters’ statement said. 

Core issues for union workers this contract period include wage increases, anti-harassment and leave protections, shift differentials, and dining services, according to the University’s Office of Human Resources. 

Service workers from different campuses announced renegotiations in April, including at a rally organized in front of Morrill Hall. 

What is on the bargaining table?

Teamsters lead negotiator Jackson Kerr said one of several key issues is the University’s proposed 2% wage increase in the first year of their contract. 

With no guaranteed wage increase in the second and third year, the University’s offer falls far short of the Teamsters’ original demands. Teamsters originally proposed a 9.5% wage increase over each of the next two years. 

According to Kerr, the University’s wage offer is insulting. He said the University has not been interested in working with the union to improve worker wages and benefits in past negotiations. 

The University’s current proposal would prevent the union from collectively bargaining wage increases for over two years, if they were to agree to the language proposed, Kerr said. 

“Effectively, they’ve promised us 0%, because that’s what the Board of Regents could vote to give us,” Kerr said. “That’s impossible for somebody to live on in this economy.” 

Teamsters are also seeking a 10% and 15% increase in pay differentials, which is compensation for working less desirable morning, evening or weekend shifts. 

Current workers only receive 55 cents for all differential hours worked, according to the previous collective bargaining agreement, which expired at the end of June. Kerr said this amount falls below industry standard and has not changed in over 30 years. 

The union also asked for an increase in protected leave time from six to 12 weeks, according to the University’s Office of Human Resources. The University agreed to an additional week in response to their demand. 

With service workers facing serious harassment issues in recent years, Kerr added the union has demanded that harassment language be included in the renewed contract. This is something the University has refused to negotiate in past agreements, but has currently agreed to, he said.

“We have a lot of issues with harassment in the workplace, especially in a place like dining services,” Kerr said. “The problem right now is they want to make it non-grievable, meaning you can’t actually file an official complaint or union grievance if the harassment is happening.” 

In 2022, the University began a $15 million contract with Chartwells, a food service company on campus, which has since been at the center of discrimination and abuse claims by service workers, according to a report by Workday Magazine. 

Inside the demands and negotiations 

University worker and negotiations committee member Christy O’Connor said negotiations with the University lacked meaningful progress. 

“People are frustrated, people are insulted, and we deserve a whole lot more than 2% for two or three years,” O’Connor said. 

O’Connor added that mediation is a long process that might not result in a long-term agreement, and, depending on how the strike authorization vote goes, members of the union are ready to do what’s necessary to make sure their demands are met. 

“With the political climate and everything else getting so expensive right now, we need more money,” O’Connor said. “We can’t live right now, the way it is.” 

University worker Marissa Bremer-Roark said the University’s response in negotiations has not accounted for years of underpayment and undervaluation.  

“I know very few people anymore who can afford to have this as their only job, I have two careers,” Roark said. “This job no longer allows us to afford our lives, especially if we have any sort of health condition that requires consistent care.” 

Roak said that with the University’s proposed 10% healthcare premium increase proposed by the university, she feels this would largely offset the 2% wage increase they have proposed. 

Alongside the Teamsters’ contract negotiation process, the University is also negotiating with the American Federation of State, County and Municipal Employees and the University’s Graduate Labor Union, according to the Office of Human Resources. 

Outlook moving forward with Teamsters 

Teamster member Grady Johnson said, despite the labor union not seeing progress in its negotiations, the union is eager to reach an agreement. 

“I do think that we can find an acceptable contract, and I’m looking forward to getting to work for the University,” Johnson said. “What they are offering is just not quite acceptable.” 

Teamster member Beatrice Prevost said she is hoping to see the University make progress with the labor union. 

“I hope the U sees reason,” Prevost said. “I would hope that they would be able to come to the bargaining table and actually talk shop.” 

Teamsters are planning to have their closed mediation sessions with the University on July 24 and August 6.