New City Contract

After ten months of negotiations, during which the City attempted to take away the prevailing wage, make double time pay for OT a virtual impossibility, and make other changes that would diminish our livelihood and that of our families, we have finally come to an agreement on a new, 5-year collective bargaining agreement.  1092’s Executive Board has recommended the contract to the Laborers’ District Council for ratification, and the Chicago City Council is expected to ratify it next week.  We discussed all of the main changes at our membership meeting this past Monday, and below is a summary of those changes.

This contract doesn’t happen without the bargaining power that comes with a strong union; it is the result of all of our members standing united as one against powerful people and groups that want to see us with no pension, low pay, and prohibitively expensive health care. When we stand together, we will always be able to fight them off and defend our standard of living, our careers, and our work.

LiUNA Local 1092 Contract Highlights



  • 5 years, from 7/1/17-6/30/22

Prevailing Rate:

  • The City will continue to pay the Prevailing Rate as of July 1 each year, including a retroactive check going back to July 1, 2017 for members making the Prevailing Rate.

Non-Prevailing Rate

  • 1/1/18 = 2%
  • 1/1/19 = 2.25%
  • 1/1/20 = 2%
  • 1/1/21 = 2.25%
  • 1/1/22 = 2%
  • Retro Check going back to 1/1/18

Deferred Comp Plan (457b)

The City will match up to

  • 2020 = $250
  • 2021 = $250
  • 2022 = $500

Boot Reimbursement

  • $100 per year for those required to wear safety shoes

Health Care Employee Contribution Increases

  • 7/1/18 = .5%
  • 1/1/19 = .5%
  • 1/1/20 = .5%

Health Care Savings Required

  • City’s LMCC must come up with $3 million in savings for the health care plan by 2020 or implement additional plan changes that will save $3 million.
  • $3 million is the total savings between all the COUPE unions (which includes all trades, Teamsters, SEIU, and others)


Health Care Premium Cap (currently people don’t make health care contributions on salary in excess of $90K)

  • 2019 = 100K 2020 = 115k  2021 = 130k
    • Does not include OT

Prescription Drug Deductible

  • 2019 = $35 deductible (per household)
  • 2020 = $35 deductible (per household)
  • 2021 = $75 deductible (per household)
  • 2022 = $75 deductible (per household)

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 a birth mother
  • 2 weeks for the adoption of a child

Promotional Bid Lockout

  • Shortened to 6 months (currently 12 months) from last successful bid

-Caulker title

  • City will begin hiring current City employees into the Caulker title

Promotion out of the bargaining unit return extended to 60 months

  • Includes Caulker position
  • Return to Laborers bargaining unit only allowed in cases of layoff or termination without cause

Foreman of Construction Laborers

  • Comp time over 160 hours will be paid out beginning June 1
  • Foremen of Construction Laborers in DWM will have option to go on Rotational Overtime List

Single Vacation Days

  • Can now use 6 of your days as sick (VVS) days (currently 5)
  • Can now use 6 of your days as single (VVF) days (currently 5)

Vacation Carryover

  • Employees with 10 or more years of service can carry over up to 5 days (currently 3) that must be used by June 30 (currently April 30)

FMCS Pilot for Discipline Hearings in DSS/DWM

  • A pilot program will start wherein a mediator from the Federal Mediation and Conciliation Service will recommend discipline in an attempt to get it right the first time and lessen the need for appeals


  • Foreman of Construction Laborers to be hired at Midway
  • 3 Chief Storekeepers to be hired at O’Hare (Same pay as Foreman of Construction Laborers)
  • O’Hare warehouse schedule to move to 8 hours of work with 30-minute unpaid lunch

Career Service

  • Apprentices in DWM will remain seasonal. But once they’ve completed their apprenticeship, they will become Probationary Career Service for one year, and after that year they will become Career Service.