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Collective Bargaining Discussions

Public·208 members
Jesse Slone
Board Member

Bargaining Update Feb 21

Edit: Please also reach out to your regional bargaining team members if you have a specific question or request.

Southcentral - Jimmie Wallace and Joel St. Aubin

Southeast - Larry Owen and myself

Northern - Jess Carson and Andrea Quintyne

Negotiations February 21st, 2024.

This was an important day at the bargaining table!

SU Negotiators presented several articles individually and as packages:

· Articles 1 and 30

· Articles 10 and 21

· Articles 31, 36, and 37 as book (existing) language

· Article 8

· Articles 4, 24, and 25 (summarized more below)

The only three substantive remaining articles of the contract that are unaddressed currently are 16, 27, and 29. We have provided proposals or counterproposals on all other articles to the state bargaining team.

We know you have been waiting to hear our wage proposal and here it is:

  1. Effective July 1, 2024, the wages in effect on June 30, 2024, will increase by twenty percent (20%).

  2. Effective July 1, 2025, the wages in effect on June 30, 2025, will increase by seven and one-half percent (7.5%).

  3. Effective July 1, 2026, the wages in effect on June 30, 2026, will increase by seven and one-half percent (7.5%).

In the event that any other State of Alaska bargaining unit agrees to compensation increases greater in value than the cost-of-living adjustments above, the parties agree to meet within two (2) months of such agreement being affected in order to reopen wage negotiations.

All Bargaining Unit Members shall be paid, at a minimum, three dollars ($3.00) per hour more than their corresponding duty station, range, and step in any bargaining unit where they supervise direct reports.

The negotiating team feels that the additional language protects us in case the people we supervise negotiate higher wage increases than SU. It essentially inflation-proofs year three of our wages, and it also addresses the pay disparity that many members are currently seeing. It guarantees that the supervisory pay scale will never produce a lower hourly rate than a subordinate pay scale for the same range and step of that pay schedule in the same duty station.

We asked for two additional merit steps, (steps G and H), which we intend to also give everyone immediate step increases in pay increments. This should also help recruit and retain qualified employees through advanced step placement.

SU proposed making all merit increases and pay increments happen automatically unless denied through an evaluation.

Under article 24.5, we addressed the wage disparity for Nurse Supervisors, increasing the weekend wages by $3.00 per hour for those that are covered by this article.

Jonathan Tymick


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