TCPL PSA Bargaining Update: Day 14
PSA Negotiations #14
09/30/2025
2pm-5pm
Management present: Peter Jones, outside counsel; Laura Krauss, TCPL Board Member; Kathy Weinberg, TCPL Board President
Labor present: Joyce Wheatley, Jeremy Jordan (Steward), Asia Bonacci, PSA Negotiating Team; John Tavares, UAW Local 2300 President; Lonnie Everett, UAW Region 9; Shelby Buche, SSA observer
Laura Krauss indicated that a new Business Office Manager started yesterday whose first objective is to clean up balance sheets and determine what is actually available in the fund balance; indicated that “I don’t think the information we have right now is accurate.” Also indicated that they can’t make promises “on funds we don’t have”. Labor believes that this is a startling statement, as we are now 10 months in our budget year, and management appears to not have an accurate picture of their own funding. It also brings into question whether the Board is able to complete their oversite duties with incorrect information.
Management discussed their understanding of the Tompkins County Budget, which has not yet been formalized. Management is expecting to spend some money out for the reserve fund to cover collections and computers in 2026. Kathy Weinberg stated that she didn’t believe wage increases were necessary to remain competitive. Labor has repeatedly pointed to the Bureau of Labor Statistics Occupational and Wage Statistics for Ithaca, which indicates that L2s would need a 16.5% pay rise to match the average pay for Education Instruction and Library Occupations. Management counters with selected payrates from other areas, but provides no job descriptions, cost of living information, or other factors that routinely influence pay. Labor has also pointed out on other occasions that the living wage in Tompkins County rose 34.5% between 2023-2025, according to the Tompkins County Living Wage Study, due to overall cost increases. This means that all bargained positions will functionally have less buying power at the rates Management is proposing. Management has argued that cost of living increases doesn’t meaningfully concern them.
Management presented a counteroffer and reiterated their belief that PSA staff members are adequately compensated. It offered a 2% raise for 2025, with no retroactive pay, a 2% raise for 2026, and a 2% raise for 2027, with a one-time $1000 stipend upon ratification of the contract. Management considers the signing bonus to make up for the lack of retroactive pay for 2025. This one-time bonus, however, does not translate to future salary gains, is less than a retroactive 2% raise, and decreases further as employee rank increases. Labor agreed that while 7) Timecards is still open for negotiation, clause D was highly problematic, as it potentially constitutes back bargaining on sections 15 & 16 (already TA’d on July 22). Management provided a new offer after caucusing, changing some of the language in 7C and 7D. After discussion, Labor caucused to consider and responded with 2 new counter offers including changes to both 9) Compensation and 7) Timecards. Wage increases were reduced to 4.75%, 4.5%, and 4.25%, with a $3000 stipend retroactive to Jan 1st. Language changes were made to 7C to deconflict Sections 15 & 16.
A short discussion was had concerning the status of outstanding grievances surrounding Timekeeping and Unauthorized Bargaining if this agreement is settled. No definitive answer was given, but if the contract is found to be agreeable, it may resolve some of those issues, though that would need additional consideration.
A discussion was had concerning the next meeting, which was determined to be held on 10/2/2025 from 1-4pm.
Attached below are Management's two counteroffers
Attached below are Labor's two counteroffers
Attached below is PSA Bargaining Update: Day 14