Legal Services NYC Bargaining Updates

February 19, 2025

Below are updates on contract negotiations between Legal Services NYC and LSSA 2320 (Legal Services Staff Association) beginning October 8, 2024 to bargain a successor agreement to the 2021-2024 agreement.

October 8, 2024 

In advance of this session, the first in this year’s negotiations, the Union provided LSNYC with its substantive proposals and contract clean-up items. 

While no substantive proposals were discussed during the session, the parties introduced their bargaining committees, conferred about bargaining ground rules and the schedule for upcoming sessions. 

October 15, 2024

LSNYC presented its wage counterproposal to the Union, and proposals about remote work (preserving the existing policy of working in the office 50% of a pay period), the probationary period, sick leave, vacation leave requests, and updating the bar exam provisions to conform to the existing bar exam format. 

LSNYC’s Chief Financial Officer gave a financial presentation before the session wrapped up for the day.

October 29, 2024

The parties discussed three Union proposals: Labor-Management 403(b) Committee, Lactation, and contract clean-up. 

LSNYC presented its proposed changes to the Harassment and Discrimination Policy (to confirm to updates in the law). 

The parties are scheduled to meet again on: November 18, November 22, December 3, December 4, December 13, and December 18.

November 13, 2024

LSNYC presented its responses to the Union’s proposals regarding Lactation and Labor Management 403(b) Committee. Additionally, LSNYC presented its proposed changes to the leave policy (to clarify the language of Article 6.2 (B)) and Article 10: Probation.

The Union presented its proposed changes to Article 13.2, Temperature, Water, Toilets; Article 16.5 Reasonable Accommodations; Article 7.6 Layoffs; and Article 17.3, Expense Reimbursement (for translation services).

The parties are scheduled to meet again on: November 18, November 22, December 3, December 4, December 13, and December 18.

November 18, 2024

LSNYC responded to the Union’s proposal regarding breaks (Article 13.5). In addition, LSNYC made a proposal regarding Article 8, Grievance, and resubmitted its proposals regarding Probationary Period (Article 10) and its proposed housekeeping changes to clarify the language of Article 6.2 (B), Vacation.

The Union discussed its proposals on Article 13.2, Temperature, Water, Toilets, and Article 7.6, Layoffs. The Union also asked questions about LSNYC’s Remote Work counterproposal.

The parties are scheduled to meet again on: November 22, December 3, December4, December 13, and December 18.  The parties also discussed January 2025 bargaining dates.

November 22, 2024

The parties met briefly and finished addressing the Union’s questions concerning LSNYC’s Remote Work counterproposal.

The parties are conferring about dates in 2025 and are scheduled to meet again on: December 3, December 4, December 13, and December 18.

December 3, 2024

LSNYC submitted its counter proposals on Section 13.2 Temperature, Water, and Toilets and Section 16.5 Reasonable Accommodations. LSNYC gave additional context to past bargaining on Section 7.6 Layoffs and committed to providing a counterproposal soon. Finally, LSNYC explained its ongoing progress with the Contract Cleanup document.

The Union presented its proposals on a Section 13.4 Office Health and Safety; Section 6.2 (D) Personal Days. The Union also presented its proposals for two new sections: Section 17.13 Union Involvement in Grant Negotiations and Section 4.7 Summer Fridays. Finally, the Union rejected LSNYC’s proposed changes to Section 14.4 Job Descriptions.

The parties are scheduled to meet again on: December 4, December 13, and December 18. In the new year, the parties have confirmed to meet on January 9, January 10, January 17, January 22, January 24, January 30, and January 31. LSNYC has offered an additional six dates to bargain in February, which includes two full days.

December 4, 2024

The Union clarified its Section 4.7 Summer Fridays proposal. Additionally, the Union presented its proposals on Section 14.4 (K) Job Descriptions (Executive Secretary); Section 14.3(H) Translation and Interpretation; Section 16.1 Political Speech; and Section 18.3 Placement on Steps for New International Attorneys. Finally, the Union presented its proposal for new Section 4.5 (F) Early Office Closings.

LSNYC submitted its counter proposal on Section 13.8 Lactating Parents and explained its response to Section 13.5 Breaks.

The parties are scheduled to meet again on: December 13, and December 18. In the new year, the parties have confirmed to meet on January 9, January 10, January 17, January 22, January 24, January 30, and January 31. LSNYC has offered an additional six dates to bargain in February, which includes two full days.

December 13, 2024

LSNYC presented its counterproposals to Section 16.1 Political Speech;  Section 18.3 Placement on Steps for New International Attorneys; and Section 4.5 (F) Early Office Closings. LSNYC submitted an amended counter proposal to Section 14.4 (K) Job Descriptions (Executive Secretary), accepting most of the Union’s edits. LSNYC also presented a working alternative to the Union’s proposal regarding Involvement in Grant Negotiations. LSNYC rejected the Union’s Section 4.7 Summer Fridays proposal.

The Union presented its proposals on the following issues: Section 7.7 Staff with DACA/TPS Status; Section 7.8 Termination of DACA/TPS Status; new Section 5.11 Fund for Medical Equipment/Devices Not Covered by Insurance; new subsection (B) to Section 9.1 Inadequate or Unsatisfactory Job Performance; Section 14.5 Workloads and Caseloads including subsection 14.5(C) Attorney Caseloads and new subsection 14.5(D) Intake Relief;  Section 14.3(L) Court and Intake Coverage; Section 14.6 Staffing; and Section 13.9 Office Space and Assignments. The Union also submitted written responses to the Discrimination and Harassment Policy and the contract cleanup package.

The parties are scheduled to meet again on: December 18. In the new year, the parties have confirmed to meet on January 9, January 10, January 17, January 22, January 24, January 30, and January 31. The parties have agreed to meet at least six times in February, exact dates are forthcoming.

 December 18, 2024

LSNYC presented counter proposals on to Section 9.1 (B) Inadequate or Unsatisfactory Job Performance; Article 7.7 Staff with DACA/TPS Status; Article 7.8 Termination of DACA/TPS Status; Article 7.6 Layoffs; and Article 14.5 Workloads and Caseloads, which included counters to 14.5(C) Attorney Caseloads and 14.5 (D) Intake Relief. LSNYC also informed the Union that because it had not yet responded to its October 15th Wage proposal and, therefore, did not have a sense of where the parties would ultimately settle on wage increases, it was provisionally rejecting all other economic proposals.

The Union presented its proposal on Article 18.3 Step Placement Notice to Employees and rejected LSNY’s counter proposal on Article 6.4(A)(6) Sick Leave.

The parties discussed flexible scheduling and LSNYC’s counterproposals on Article 14.4 (K) Job Descriptions (Executive Secretary); Article 7.7 Staff with DACA/TPS Status; Article 7.8 Termination of DACA/TPS Status; Article 7.6 Layoffs; and Article 6.4(A)(6) Sick Leave. The parties also reached a tentative agreement on Article 13.8 Lactating Parents.

The parties are scheduled to meet again on: January 9, January 10, January 17, January 22, January 24, January 30, January 31, February 4, February 6, February 11, February 13, February 26 and February 27.

January 9, 2025

This bargaining update summarizes the key points that were raised during the 11th bargaining session between the parties.

The meeting started with LSNYC presenting the following responses to the Union’s proposals:

  • Flexibility in Scheduling Practice – LSNYC proposed moving the existing side letter regarding flexible schedules and incorporating it into Article 4 of the collective bargaining agreement.  
  • DACA/TPS Status (Article 7.8) – LSNYC agreed to create a new article (7.7), which would provide reimbursement for DACA/TPS work permit renewal fees for employees.  LSNYC would also use best efforts to secure pro bono assistance for staff with DACA/TPS status who are eligible for a work visa and would consider whether to sponsor the employee for a work visa.  The existing Article 7.7 Termination of DACA/TPS Status would be renumbered 7.8 (with a proposed modification to remove inapplicable language if DACA/TPS is terminated). 
  • Breaks (Article 13.5) – LSNYC proposed adding language clarifying that Receptionists and Hotline Paralegals would not be denied a break due to lack of coverage.
  • Interpretation & Translation (Article 14.3(H)) – LSNYC Proposed adding language to this Article to:
    • require LSNYC to provide the Union and an employee with a copy of a Personnel Action Form that reflects the translation and interpretation salary bump;
    • have the Working Group explore options for an interpretation assessment that aligns with the legal work performed by LSNYC;
    • have the Working Group develop a procedure for all staff to be notified of how to access translation and interpretation services and the staff rotation;
    • make clear that timekeeping records would not be used to rescind the salary bump if LSNYC had not complied with section H(4) of this Article; and
    • confirm that permission to attend trainings covered by this Article would not be unreasonably denied.
  • Workloads and Caseloads (Section 14.5 ) – LSNYC proposed to include whether the number of inactive cases that are not ready to close and require an attorney’s attention in some form at least once every 3 months as a factor in a workload assessment.
  • Step Placement for Specialist/Coordinator Differential (Article 18.7(A)) – LSNYC proposed adding language about providing the Union and employee with a copy of the Personnel Action Form that reflects the employee’s salary differential.
  • Wages & Financial Proposals – Next, the Union presented and discussed its December 24, 2024, counter proposal on wages.
    • With respect to the annual wage increases, the Union is seeking a 15% wage increase effective July 1, 2024, 8.5% increase effective July 1, 2025, and 9% increase effective July 1, 2026. 
    • The Union also presented most of its financial proposals, which included increases to the translation and interpretation bump, the specialist/coordinator differential, retirement contributions, funding for fertility treatment, assisted reproductive technology, and surrogacy and adoption. 
    • The Union’s proposals also include eliminating employee contributions for health insurance coverage, expanding reimbursement for LMSW, Process Server, and other Legal Worker test preparation, and creating a paid sabbatical leave program.
    • The Union is also proposed to expand the following benefits: annual leave, sick leave, bereavement leave, parenthood and maternity leave, part-time work schedules, and malpractice insurance for Social Workers. Finally, the Union proposed a new method to calculate increases for promoted legal workers and a side letter requiring LSNYC to seek proposals for a new 403(b) administrator contract. With respect to LSNYC’s proposals, the Union rejected LSNYC’s proposed changes to Grievance (Article 8), Sick Leave (Article 6.4(A)(6)), and Bar Exam (Article 17.1).    
    • LSNYC explained that the Union’s economic proposals cost more than $40 million dollars over the next 3 years, including the Union’s $20 million dollar wage proposal, which does not include the cost of employees moving up steps.  LSNYC said that it could not responsibly accept all the Union’s economic proposals and asked the Union to prioritize which of its economic proposals are most important to the bargaining unit.  

The parties are scheduled to meet again on: January 10, January 17, January 22, January 24, January 30, January 31, February 4, February 6, February 11, February 13, February 26 and February 27.

January 10, 2025

This bargaining update summarizes the key points that were raised during the 12th bargaining session between the parties. The meeting started with the Union providing responses on:

  • Remote Work (sideletter) – The Union is proposing to increase the number of remote days from 5 to 6 days per pay period.
  • Temperature, Water, and Toilets (Article 13.2) – The Union is proposing to reduce the amount of time employees would be required to work in the office if the office temperature exceeds 80 degrees.  
  • Reasonable Accommodations (Article 16.5) – The Union is proposing edits to this policy to conform it to the NYC Commission on Human Rights Enforcement Guidance.
  • Early Office Closings for Holidays (Article 4.5(F)) – LSNYC offered to include its existing policy about office closings in the CBA. The Union is proposing to add three additional holidays for early closure and that LSNYC offices will close early any Friday before a Monday holiday.  The Union is also proposing to add language that employees who are on sick leave, vacation or other paid time off would receive 2 hours of administrative time on an early closure day.  
  • Placement on Steps (Article 18.3) – The Union proposed language about the placement of attorneys from non-U.S. law programs, and that LSNYC would provide the resume and written justification for placement to the Union with the Personnel Action Form, and that all new hires would receive an offer letter than includes their step placement and corresponding salary.
  • Substance Use/Mental Health (Article 9.5) – The Union is proposing to create Individual Development Plans for employees with substance use or mental health issues.

Next, LSNYC presented the following proposals:

  • Salaries and Wages (Article 18.5) – LSNYC increased its wage proposal for Salary Scales A-F to 6.25% effective July 1, 2024 (contingent upon LSNYC being able to get reimbursed by the City/State back to this date), and 2% increases effective July 1, 2025 and July 1, 2026. LSNYC did not propose any changes to its current proposal for Salary Scale I (10% – 5% – 4%) or Salary Scale H(1)/K (8% – 4% – 3%).  In connection with this proposal, LSNYC explained that:
    • the difference in percentage increases between the scales was to provide higher increases to employees on those scales to get them to a minimum of $60,000 by the end of the CBA.
    • the 3% HRA COLA is included in all years of LSNYC’s proposal to cover both increases to the salary scales and the cost of employees moving up steps (which is an approximately 2% increase each year).  This means that the proposed increases for employees on Salary Scales A-F in 2025 and 2026 is equal 4% (2% moving up the steps and 2% increases to the scale).
    • the Union’s economic proposals exceed $40 million and that LSNYC could not reasonably agree to them because there is no expectation that LSNYC would be able to secure that amount of additional funding in the next 3 years to cover the Union’s proposals.  LSNYC again requested that the Union prioritize the financial requests of its members so that the parties could advance the negotiations and focus on issues of importance to the employees.
    • with respect to retroactivity for July 1, 2024, HRA informed LSNYC in December that it was changing the way budget modifications were going to be treated and that employers would not be permitted to shift expenses between personnel and OTPS.  If HRA moves forward with this change, it will impact LSNYC’s ability to pay some amount of retroactive wages to the bargaining unit.
    • it was rejecting the Union’s proposals regarding longevity differential, contributions to the 403(b) plan, specialist/coordinator differential, insurance coverage, fertility treatment and assisted reproductive technology, financial assistance for adoption and surrogacy, accrual of annual leave, payments for leave days, accumulated sick leave upon termination and sick leave, because it wanted to put all of its economic resources into increasing wages for employees.
  • Health and Safety (Article 13.4) – LSNYC proposed to email its Safety and Security plans (already posted in the Intranet) to all staff annually and to incorporate its Emergency Office Closure Policies and Procedures (already posted on the Intranet) in the CBA and agreed to the Union’s request to add language about closing offices if the Air Quality Index exceeds 150 (Unhealthy, Very Unhealthy, or Hazardous).    

The parties are scheduled to meet again on: January 17, January 22, January 24, January 30, January 31, February 4, February 6, February 11, February 13, February 26, and February 27.

January 17, 2025

This bargaining update summaries the key points that were raised during the 13th bargaining session between the parties.

The meeting started with LSNYC providing responses on:

  • Early Office Closings for Holidays (Article 4.5(F)) – In response to the Union’s counterproposal, LSNYC agreed to add two new holidays to the earlier closure list (Martin Luther King, Jr’s birthday and Indigenous Peoples’ Day)
  • Temperature, Water and Toilets (Article 13.2) – The parties reached a tentative agreement on this proposal, which includes reduced time limits for LSNYC to determine whether to make changes to an employee’s work location in the event there are no working toilets in the building or if the temperature exceeds 80 degrees in the office.  
  • Step Placement for New Employees (Article 18.3) – LSNYC informed the Union that it could accept the Union’s proposed changes to this section.  Because the proposed changes address an issue in a pending grievance that is scheduled for arbitration, LSNYC asked the Union to consider withdrawing the grievance on the basis that the parties have agreed upon a process going forward.   

LSNYC also asked clarifying questions about the Union’s counterproposal on Discrimination and Harassment policy CBA language (housekeeping item) and Substance Use/Mental Health Section 9.1(B).

In addition, the parties discussed LSNYC’s proposal to add language to the CBA regarding the process for filing an FMLA claim (Article 6.4(A)(6)).  The proposed language is taken directly from the Federal regulations.  LSNYC Is proposing to add this language so that employees are aware of the process for filing FMLA claims, in order to ensure employee claims are approved in a timely manner.

After a caucus requested by the Union, the Union returned to ask questions about LSYNC’s salary increase proposal (Article 18.5) from January 10th.  At the request of the Union, LSNYC explained how the new information that HRA provided to it could impact LSNYC’s ability to pay some amount of retroactive wages to the bargaining unit.  LSNYC explained that it asked to HRA to put this change in writing and LSNYC is waiting for a response from HRA.  LSNYC’s Executive Director explained that it has always been LSNYC’s goal to pay retroactive wages, however, this information from HRA could “put a wrench” in that plan.  LSNYC’s Executive Director also confirmed that it has told the City that this change could impact LSNYC’s ability to pay retroactive wages to employees. The Union’s president offered to reach out to elected officials about this issue. LSNYC asked the Union’s bargaining committee to share this information with the rest of the bargaining unit.  The Union also asked questions about the 3% HRA COLA, which LSNYC explained was included in its proposal in years 2 and 3 to cover employees moving up steps and the salary scale increases, and whether LSNYC had contemplated merging salary scales I and H(1)/K because they will be nearly the same by the end of a 3-year agreement.  LSNYC responded that it had not contemplated that, but would be open to further discussion about it.

After the discussion about LSNYC’s salary increase proposal, LSNYC presented its counterproposal on Remote Work.  LSNYC said that it was open to moving the sideletter into the main body of the CBA.  LSNYC next explained that the majority of its changes to the sideletter were to incorporate information from the Hybrid Work FAQs, which were issued in 2021.  In addition, LSNYC agreed to a concept in the Union’s proposal to add language confirming its policy to provide employees who can work remotely with a laptop. Finally, LSNYC identified the mutually-acceptable language that both parties had in their Remote Work proposals.

Next, LSNYC proposed that the parties transition from zoom bargaining to in-person bargaining, in order to make more progress in negotiations.  The Union said that it would consider the suggestion and provide a response after discussing with its bargaining committee.   

Finally, the Union asked questions about LSNYC’s response to Translation and Interpretation (Article 14.3(H)).  The session ended before the Union got to ask all its questions, so the parties agreed to begin the next session with the rest of the Union’s questions about Translation and Interpretation and the counterproposals it did not have time to present in this session.

The parties are scheduled to meet again on January 22, January 24, January 30, January 31, February 4, February 6, February 11, February 13, February 26, and February 27.

January 22, 2025

This bargaining update summarizes the key points that were raised during the 14th bargaining session between the parties.

The meeting started with the parties discussing whether to address the Reasonable Accommodation policy in the body of the collective bargaining agreement or continue to have it as a standalone policy, similar to the Discrimination and Harassment policy.  Because there are changes that the parties intend to bargain and there are changes to comply with changes in the law proposed by LSNYC’s Chief Compliance Officer, LSNYC suggested to continue to have it as a standalone policy, but to include language in the collective bargaining agreement that the parties could meet to bargain changes to it at any time during the term of the collective bargaining agreement.

Next, the Union presented its response to Workload (Section 14.5(A) only) and asked questions about LSNYC’s Interpretation & Translation response (Section 14.3(H)).  LSNYC explained that there is an Interpretation & Translation Working Group that is focused on addressing many of the issues that the Union raised.  LSNYC also explained that:

  • It is not feasible to find training in all languages that employees speak.
  • It would like to have a City-wide system for Interpretation & Translation, rather than a borough-by-borough system, in order to increase access for all employees who need Interpretation & Translation support.
  • Spoken and written interpretation and translation support should be billed and if employees are being told something differently, they should talk to their Project Director.
  • Employees can take their interpretation and translation test at any time they are available that does not conflict with work assignments and there is no limit on the number of times an employee can take their interpretation and translation test.
  • Time spent in training should be recorded and billed. Because there is confusion about what should be recorded and billed, LSNYC suggested that it would remind staff what to record and bill for interpretation and translation services.  

The Union next presented on:

  • Alternative Work Schedule – The Union’s proposal for a 35-hour work week over 4 days, instead of 5. LSNYC observed that the employees already have the ability to flex their schedules under the Flexible Work Sideletter and asked questions about how this would work in practice and whether it would implicate other provisions, like supper money.
  • Supervision and Evaluation (Section 12.9).  LSNYC agreed that supervisors should be respectful, but that the Union’s proposal was very subjective.  LSNYC suggested that there may be more effective ways to address the Union’s proposal, such as team-building exercises and restorative processes or a conversation with the supervisor, rather than trying to address it through bargaining.
  • Mobile Phone Reimbursement – The Union is proposing that LSNYC provide mobile phones to all bargaining unit members to perform their job duties or provide bargaining unit members with a $100 per month reimbursement for their personal phone.
  • Retiree Health Insurance and Payment (Section 5.7) – The Union is proposing to lower the age and years of service to be eligible for retirement health insurance.  The Union is also proposing to create retirement payouts for employees with 20 and 15 years of service.
    • LSNYC explained that it agrees with the values behind the Mobile Phone Reimbursement and Retirement Health Insurance and Payment proposals, but it has one pool of money to work with in these negotiations and the parties need to work together to determine how to allocate those funds to the priorities for the bargaining unit.
  • Temporary Agency Workers (Section 3.4) – The Union is proposing restrictions on the rehiring of temporary agency workers, which has been the subject of a grievance.
  • Release Time for Union President and Union Delegate (Section 1.9) – The Union is proposing that LSNYC pay 5 days of salary for the LSSA President and Delegate-at-Large.  The Union informed LSNYC that currently UAW 2320 pays 40% of the LSSA President’s salary and LSNYC pays 60%.  No other employers contribute to the LSSA President’s salary.  UAW 2320 does not provide any staff support to the LSSA President.

The parties are scheduled to meet again on January 24, January 30, January 31, February 4, February 6, February 11, February 13, February 26, and February 27.


January 24, 2025

This bargaining update summarizes the key points that were raised during the 15th bargaining session between the parties.

The Union started the bargaining session by asking if LSNYC would consider using a scheduled bargaining session as an open bargaining session so that any LSNYC employee could attend.  LSNYC agreed to the Union’s request and asked the Union to identify which scheduled date it was proposing to use for the open bargaining session.

Next, LSNYC clarified its request to include the Reasonable Accommodation policy in the evergreen language for the Discrimination and Harassment policy.

The Union informed LSNYC that it was open to a counterproposal that would extend the time a temporary agency employee could be employed at LSNYC.  In addition, the Union informed LSNYC that it agreed to LSNYC’s proposal to reduce the probationary period for a Law Graduate who is admitted to the bar during their initial probationary period.

Thereafter, the parties reviewed the current draft of the Discrimination and Harassment policy to try and address the Union’s outstanding questions.  LSNYC also presented a counterproposal to the Union’s Individual Development Plan (Section 9.5) proposal, which would establish a process for employees with a documented mental health or substance use issue that impacts their ability to navigate their caseload/workload to create a plan to help them succeed at work.  Because the Individual Development Plan is not intended to be disciplinary, LSNYC proposed that the Individual Development Plan be addressed in a sideletter.  Consistent with the existing Section 9.5, LSNYC clarified that employees with mental health or substance use issues could still be subject to discipline for performance issues.

During a caucus, LSNYC resubmitted proposals regarding Length of Probationary Period (Article 10.2 (A) and (B)), Probationary Period after Promotion (10.3(A)), Bar Examination (Section 17.1), and Step Placement for Law Graduates (Section 18.3(C)).  LSNYC requested that the parties discuss these proposals during the bargaining session on January 30th.  

The parties are scheduled to meet again on January 30, January 31, February 4, February 6, February 11, February 13, February 26, and February 27.

January 30, 2025

This bargaining update summarizes the key points that were raised during the 16th bargaining session between the parties.

The meeting began with the Union proposing February 11th and 13th as open bargaining dates. LSNYC offered to review the proposed dates and requested the Union’s position on holding in-person bargaining dates. The Union did not have an update.

Next, the Union presented its counter proposal on Holidays (Section 4.5). The Union explained that it was still proposing an early office closing on the day before Juneteenth and that early release admin time should be available for all employees on all types of PTO on the day of an early office closure.

LSNYC then presented its proposal on Probation (Sections 10 .2 and 10.3) and Bar Exam (Sections 18.3 and 17.1). LSNYC explained that it revised its Probation proposal and is now proposing a four-month probation for all employees, except attorneys who will remain with a six-month probation. Concerning the Bar Exam provision (Section 18.3), LSNYC proposed to add language which clarify which portions of the NYS bar exam an employee needs to pass in order to receive a retroactive wage increase. LSNYC’s proposal for Section 17.1 would require employees who pass the bar exam to seek admission within three months.

The parties next discussed LSNYC’s counterproposal to the Union’s Individual Development Plan (IDP) proposal. The Union had some questions regarding the use of the term “required” in describing substance use or mental health assistance programs. LSNYC explained that all aspects of an IDP, including whether an employe participates in a substance use or mental health assistance plan, would need to be mutually-agreed upon.

Prior to breaking for caucus, LSNYC asked the Union for an expected timeframe for its wage counterproposal. LSNYC also inquired about the status of the 19 outstanding proposals still with the Union. LSNYC emailed the Union a list of the outstanding proposals and resubmitted its proposals on Sick Leave (Section 6.4(A)(6)) and Grievances (Section 8); and counterproposals on the housekeeping items of Vacation (Section 6.2(B)) and the Discrimination and Harassment policy. Additionally, the email contained LSNYC’s rejections of Section 1.9 Release Time; Section 4.9 Alternative Work Schedule; and Section 12.9 Supervision and Evaluation.

Upon their return from caucus, the Union rejected LSNYC’s proposals for Probation (Sections 10.2(A)4; 10.2(B); and 10.3(A)). However, the Union did agree with LSNYC’s proposals for Sections10.2(A)2 and 10.2(A)3. The Union addressed its concerns with changing the language of the Bar Exam provision given that NYS will be adopting a new exam format in the near future. The Union also rejected LSNYC”s housekeeping item of clarifying the language of Vacation (Section 6.2 (B)).

Finally, the parties discussed the Union’s outstanding wage proposal. The Union argued that it could not provide a wage proposal until it received certain financial information about supervisors and managers’ salaries. LSNYC responded that the Union was not entitled to such information under the National Labor Relations Act and, regardless, it was not necessary for the Union to formulate a counterproposal. LSNYC pointed out that supervisors and managers are not on steps and that any increase they received is a flat percentage, as opposed to the wage increase proposal for employees on Salary Scales A-F, which includes a 2% increase for moving up the steps and a 6.25% across-the-board increase, which is a total of an 8.25% proposed wage increase. Additionally, LSNYC is proposing a 10% wage increase in year 1 for employees on Salary Scale I and an 8% increase for employees on Salary Scale H1(K), in addition to step increases, which would raise the step 1 salary to at least $60,000 by the third year of the contract.  LSNYC strongly encouraged the Union to make its wage counterproposal as soon as possible so that LSNYC could provide a response.

The parties are scheduled to meet again on January 31, February 4, February 6, February 11, February 13, February 26, and February 27.

January 31, 2025

This bargaining update summarizes the key points that were raised during the 17th bargaining session between the parties.

At the outset of the session LSNYC requested that the Union review its Grievance (Section 8) proposal so the parties could discuss the issues rather than the Union rejecting it without discussion. LSNYC explained that the changes are intended to streamline the process and eliminate outdated processes. The Union agreed to review in caucus.

Next, The Union presented its counter proposal to DACA/TPS (Sections 7.7 and 7.8). The Union’s counter accepted many of LSNYC’s proposed changes. The Union added language to define termination of TPS as TPS country of origin designation changes and proposed LSNYC increase severance to 5 (five) months for any employees laid-off as a result of DACA/TPS termination.

The Union next presented its counterproposal on Breaks (Section 13.5). The Union added the classifications of Executive Secretaries and Intake Paralegals to be covered by the provision and resubmitted its language allowing employees to leave early or come in late if they fail to take a break.

The Union presented its Regular Work Hours counter proposal (Section 4.8). The Union agreed to LSNYC’s proposal to move the existing Flexible Schedule sideletter into the contract. LSNYC observed that the only difference between the existing sideletter and the Union’s proposal was to adjust the start time for employees to flex their schedules from 8:00 a.m. to 7:00 a.m. The Union stated it believed that was the only change but would discuss and confirm.

The parties then broke for a caucus from 12:47 p.m. until 2:00 p.m.

Upon return from caucus, the parties briefly discussed open bargaining session dates. LSNYC sought clarification that the Union was seeking two dates: February 11 and February 13, 2025. The Union confirmed and explained the two dates was to ensure anyone who had interest could make at least one session. LSNYC stated it would discuss and respond. Additionally, the parties discussed LSNYC’s request for in-person bargaining sessions. The Union declined LSNYC’s request and explained the need to respect bargaining committee member’s reasonable accommodations and the difficulty in conducting hybrid sessions if not all members could attend in person.

Next, LSNYC provided verbal responses to the Union Request for Information letter dated January 29, 2025. LSNYC explained that the was no way to gather or provide the requested information regarding supper money, transportation and child-care/eldercare reimbursements (Requests #1 (A, B, C)) and remote work reimbursements (Request #2) because these reimbursements do not have separate general ledger codes and cannot be tracked. LSNYC stated that the information sought in Request 3 (Mackenzie Scott donation) was previously disclosed publicly and that all funds were put into LSNYC’s reserve fund. For Request 4 (NYC’s Fiscal Year 2025-2027 COLA Adjustment Investment), LSNYC stated that it will supply the total amount, but there is no accounting about how the money for FY2025 has been spent as the total amount goes towards wages. LSNYC provided information related to Request 5 (the cost of LSNYC’s proposed raises for staff on salary scales I and H1(K). LSNYC was reviewing Requests 6 (safety/security incidents) and 7 (alleged CIGNA unilateral change in pharmacy coverage). LSNYC stated that the Union was not entitled to the information requested about supervisor and managers’ salaries in Requests 8 and 9, and encouraged the Union to make a counterproposal on wages based on the information that was provided to the Union on January 30th. For Request 10 regarding LSNYC’s ability to pay retroactive wage increases, LSNYC explained that no documents responsive to the request exist, but LSNYC will keep the Union apprised of the situation as it has been doing.

Finally, the Parties reviewed LSNYC’s Grievance proposal (Section 8). LSNYC went through each section and explained the changes. The Union explained that it would accept certain language changes but would not consent to removing any steps or put more of a burden on the Union. The Union did agree to review and respond with a redlined version.

The parties are scheduled to meet again on February 4, February 6, February 11, February 13, February 26, and February 27.

February 4, 2025

This bargaining update summarizes the key points that were raised during the 18th bargaining session between the parties.

The parties reached a Tentative Agreement on Sections 7.7 Staff with DACA/TPS Status and 7.8 Termination of DACA/TPS Status. LSNYC agreed to the Union’s proposal of paying 5 months of wages to anyone laid off as a result of termination of their DACA/TPS status and the parties agreed to clarifying language concerning LSNYC offering employment visa sponsorship to any employee who expects their DACA or TPS status will be terminated in the next 6 months.

Next, LSNYC presented its responses to the Union:

  • Section 17.1, Bar Exam – LSNYC responded to the Union’s information request concerning the bargaining unit members who had passed the bar exam, but did not seek admission. LSNYC reported that there are currently 7 employees (exclusive of 2024 law graduates) who have passed the bar, but have yet to apply for admission. The 7 employees are spread across the City, but 6 employees are in the Housing division, which is a busy division and could benefit from additional admitted attorneys.  LSNYC explained that the CBA gives employees many benefits to help them study for and pass the Bar, such as paid time off for studying, paid days to take the bar, and a $2500 reimbursement for bar preparation classes.  In exchange, there should be a commitment from employees who passed the bar examination to apply for admission promptly.  LSNYC’s proposal would create a presumption that an application for admission would be submitted within 3 months of bar passage. 
  • Section 3.4 , Temporary Agency Workers – LSNYC proposed to increase the length of time a temporary agency worker could fill a bargaining unit position from 6 weeks to 12 weeks (in the aggregate). LSNYC explained that by using an aggregate method of calculation, the Union’s concerns about LSNYC rehiring temporary workers would be addressed and it would allow LSNYC to rehire previous temporary workers who have already been trained to fill a particular role during extended absences, such as Receptionist. LSNYC also proposed language that would prevent it from hiring temporary agency workers in such a number that they would undermine the CBA.
  • Section 4.5(F), Early Release for Holidays – LSNYC agreed to the Union’s proposal to allow employees who are on PTO to use 2 hours of administrative time on a day the office closes early before a holiday.  LSNYC reminded the Union it had already agreed to add two additional holidays for early closure (MLK Day and Indigenous Peoples’ Day). If the Union would also like to Juneteenth as an additional early release holiday. LSNYC stated that it would be happy to do that and swap out another holiday, such as July 4th.
  • Section 6.4 (B), Annual Leave – LSNYC explained that the CBA already provides that all requests for annual leave must be approved (Section 6.2(A)) and if the Union agreed the CBA required that LSNYC would withdraw its proposal to change the language in Section B.  After caucus, the Union agreed that was its understanding and LSNYC withdrew its proposal.  

Before presenting any of its proposals, the Union informed LSNYC that it had taken a strike authorization vote with 93% of voters authorizing a strike. The Union stated that February 27, 2025 will be the last bargaining session and the Union will hold a ratification vote on March 7, 2025.

LSNYC responded by reiterating that it was committed to reaching a contract as soon as possible and re-offered to meet for all day bargaining sessions on February 26th and 27th, LSNYC also offered February 25th. Additionally, LSNYC reminded the Union that an FMCS Mediator had been assigned and could assist the parties in resolving the contract. Finally, LSNYC restated its request for the Union to prioritize its proposals and to make a wage counterproposal (LSNYC responded to wages on January 10, 2025). LSNYC explained the only way to make significant progress on the contract was for the Union to respond on wages and narrow down its other requests.

The Union presented its counterproposal on Translation and Interpretation (Section 14.3(H)). The Union accepted LSNYC’s change to provide employees with the Personnel Action Form that reflects the translation and interpretation salary bump. Additionally, the Union withdrew its proposal to allow attorney to receive the Translation and Interpretation salary bump. The Union added clarifying language concerning the obligations of LSNYC concerning the assessment tests and timekeeping requirements.

Before ending the session, the parties agreed to full day bargaining sessions on February 25th, 26th, and 27th.

The parties are scheduled to meet again on February 6th, 11th, 13th, 25th, 26th and 27th.

February 6, 2025

This bargaining update summarizes the key points that were raised during the 19th bargaining session between the parties.

The Union presented the following counterproposals:

  • Housekeeping Item: Discrimination and Harassment – The Union rejected LSNYC’s proposal to include the Reasonable Accommodation policy in the proposal. The Union reasoned that they did not want the policy to be changed while employees where in the middle of requesting a reasonable accommodation or currently receiving an accommodation. The Parties discussed what would happen if there was a change to laws applicable to accommodations and if LSNYC would be allowed to make the necessary changes to the policy and the Union agreed that LSNYC could amend the policy as required by law.
  • Section 6.4(A) Sick Leave – The Union’s counterproposal would require an employee requesting FMLA only to make “reasonable efforts” to comply with the 15-day certification deadline.  LSNYC observed that there was a different requirement on the FMLA certification form and in the regulations and that putting a different standard in the CBA would be confusing to employees and the 3rd party benefits administrator.  
  • Section 8 Grievances -The Union’s proposal retained step 2 and revised the language for the management representatives who should be involved. Additionally, the Union rejected LSNYC’s deletion of the “Rostering” provision. The Union stated that they believed rostering still existed but would be open to investigating its existence and if necessary either moving the provision to another section of the CBA or deleting it and all references to rostering throughout the CBA.
  • Section 9.5(A) Individual Development Plan – The Union proposed including the IDP provision as a new subsection of Section 9.5 rather than as a side letter. The Union agreed to some of LSNYC’s proposed changes and included language to ensure that the IDP did not have any punitive consequences.
  • Section 13.9 Office Space -The Union resubmitted its original office proposal but removed all economic elements. The proposal requires LSNYC to provide an office for all staff members and the requirements for each office. The Union acknowledged that these requirements would only apply prospectively.  
  • Section 13.4 Health and Safety – The Union reinserted its proposal to create standing borough safety committees and detailed the process for security incidents. In addition, the Union included language requiring LSNYC to reimburse employees for cab fare in the case of various office or court closures.

After the parties caucused, the Union stated that it was holding on including Juneteenth in its Early Release Holiday (Section 4.5(F)) proposal. In addition, the Union requested an update on whether LSNYC received an answer on whether retroactivity would be affected by the City’s processing of HRA budgets. LSNYC responded that it would seek an answer and respond. Finally, the Union expressed its hope to send LSNYC its wage proposal prior to the next bargaining session scheduled for February 11, 2025.

The parties are scheduled to meet for open bargaining sessions on February 11th and 13th and meet for all day bargaining sessions on February 25th, 26th, and 27th.

February 11, 2025 (Open Bargaining Summary)

This bargaining update summarizes the key points that were raised during the 20th bargaining session between the parties.

Because this was an open bargaining session, prior to presenting any proposals, both bargaining committee members introduced themselves. LSNYC Executive Director gave a welcome speech to all observers and reiterated LSNYC’s position that it was dedicated bargaining in good faith and coming to a fair agreement. Union President Corinthia Carter spoke next and stated that the Union was also dedicated to coming to an agreement in order to avoid a strike.

LSNYC explained its current wage proposal and the need for the Union to move off its year one proposal of 15% increases for the bargaining unit. LSNYC again explained that the Union’s wage proposal alone cost $20 million and its 403(b) proposal totaled $4 million. There was no expectation of receiving an increase in funding in the next three years to cover those costs. LSNYC presented and shared a document highlighting the salaries staff would receive under LSNYC’s current proposal. LSNYC concluded its presentation by explaining that the proposals of both sides do not show the full story of individual’s salaries and while the Union’s proposal would put starting salaries ahead of Legal Aid, Legal Aid receives significantly more funding than LSNYC. Finally, LSNYC discussed retroactive pay and confirmed that it would be able to cover salaries retroactive to July 1, 2024.

The Union then asked some follow-up questions and LSNYC’s wage proposal and explained that the 15% increase was proposed to remain competitive and not fall behind other organizations when they renegotiate their contracts later this year. LSNYC reiterated that it and the Union were aligned on the importance of wages and that its proposal was not its final.

LSNYC then presented its counterproposals on the following topics.

Section 13.4 Health and Safety – LSNYC rejected the Union’s proposal for office specific safety committees and responded with annually soliciting feedback from staff to create or modify office safety plans. LSNYC agreed to a majority of the Union’s changes, but did push back on case handlers performing certain duties during weather events per funding requirements and proposed LSNYC senior management make a universal determination on taxi/car reimbursements on an case-by-case basis during inclement weather events.

Section 16.5 Reasonable Accommodations – LSNYC added legal requirements to the proposal and accepted many of the Union’s changes. The Union queried if LSNYC had consulted with survivors of domestic violence or individuals with disabilities in crafting this proposal. LSNYC responded that it had not because the provision deals with the process, not the specific accommodations.  And, as required by law, each accommodation will be determined on a fact specific individualized basis.

Individual Development Plan- LSNYC proposed the IDP as a sideletter rather than inclusion in Section 9.5 because Section 9.5 deals with discipline and an IDP is not punitive.

The Union presented its counterproposal on remote work, which called for 6 days for all staff except for hot line paralegals and IT staff who would work from home on a full time basis. The Union rejected LSNYC’s proposal calling for staff to have WFH schedules. The Union reupped its proposal for reimbursement of at-home office equipment and language detailing WFH related to COVID.

Finally, the Union questioned LSNYC on the outstanding information requests. The Union cited specific requests where the information was necessary to formulate counter proposals. LSNYC answered direct questions and informed the Union all the requests would be responded to promptly.

The parties are scheduled to meet for an open bargaining session on February 13th and meet for all day bargaining sessions on February 25th, 26th, and 27th.

February 13, 2025 (Open Bargaining Summary)

This bargaining update summarizes the key points that were raised during the 21th bargaining session between the parties.

Because this was an open bargaining session, prior to presenting any proposals, both bargaining committee members introduced themselves. LSNYC Executive Director gave a welcome speech to all observers and reiterated LSNYC’s position that it was dedicated bargaining in good faith and coming to a fair agreement. Union President Corinthia Carter spoke next and expressed disappointment in the actions of LSNYC, citing its continued requests to focus the bargaining requests and low salary offers, even though the Union withdrew a significant number of its financial proposals. Carter reiterated the Union was 100% committed to avoiding a strike. LSNYC responded that it was very difficult to make another counter proposal on Year One proposed wages because the Union has not moved from its initial proposal of a 15% increase, which is not reasonable given LSNYC’s expected funding.

Next, the Union gave a presentation on salary charts. The Union utilized the salary chart prepared by LSNYC that demonstrated the yearly and year-over-year wage increases (including step increases) for employees under its last counterproposal. The Union displayed a similar chart prepared by LSNYC that evidenced their salary increase proposals from last bargaining in 2021. The Union argued that its proposals were created to attract new hires. LSNYC responded by restating its commitment to paying its staff higher wages, but that it can only agree to a wage proposal that works within the funding it receives. LSNYC again confirmed that it was able to pay retroactive wage increases to July 1, 2024.

The Union then presented its counter proposal on Article 13.4, Health and Safety. The Union reupped its language on bargaining in the case of a public health emergency and creating a joint safety and security committee in each borough. LSNYC and the Union discussed some details concerning what constitutes a security incident and what the procedures for coverage should be in cases of weather events.

LSNYC next presented its counter proposals on the following.

Article 4.8, Regular Working Hours – LSNYC agrees to add new section at the end of Article 4 incorporating the existing sideletter. However, LSNYC did not agree allow staff to flex their schedule to start their workday at 7:00 a.m. because it would be too early to be helpful to their colleagues or clients.

Article 6.4(A)(6), Sick Leave – LSNYC accepted much of the Union’s proposed language, but continued to hold on aligning the CBA language with the FMLA certification form so that there was no confusion about the requirements to apply for FMLA leave.

Article 13.5, Breaks – LSNYC agreed to include executive secretaries and intake paralegals when they are covering a full shift for a receptionist. LSNYC rejected allowing receptions to leave early or come in late if a break is not taken.  The proposal contains language that confirms LSNYC would not deny a break to a receptionist for lack of coverage, so all receptionists are expected to receive their breaks.

Article 8, Grievances – LSNYC accepted a majority of the Union’s changes, reupped language to copy Human Resources on grievances and to notify the employer when proceeding to arbitration. Other changes reflected language and style.

Remote Work at LSNYC – LSNYC’s position is to maintain the status quo and to incorporate the 2021 FAQs into the existing sideletter language into the CBA body.

Finally, LSNYC requested the Union resubmit its grievance proposal for Reasonable Accommodations.

After Caucus, LSNYC, spoke on Section 18.4(B) which provides for a 1.5% bump for steps 21-30. LSNYC wanted to know how this was to be contemplated with the Union’s wage proposal. The Union’s position is that steps 21-30 would receive both a 1% base increase and the 1.5% bump. The Union also mentioned that t was working on the Temporary Worker article. Finally, the Union explained that it would not be making a new wage proposal until LSNYC submitted a counterproposal because it had moved on years 2 and 3 and dropped a number of financial proposals.

The parties are scheduled to meet for all day bargaining sessions on February 25th, 26th, and 27th.

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