2018-2022 Collective Bargaining Group Contract & Summary

BRI-32BJ CONTRACT 2018-2022

Below please find a summary prepared by Matthew Persanis, Esq., Chief Labor Counsel to the BRI, regarding the BRI’s new Labor Contract with Local 32-BJ. The contract runs from October 1, 2018 through September 30, 2022.

*Wages (Average Salary Increase: 2.27% below the Consumer Price Index for the last 12 months, 2.9 percent):

**Oct. 1, 2018 – A 1.76% increase, $15 per week.

**Oct. 1, 2019 – A 2.9% increase, $25 per week.

**Oct. 1, 2020 – A 2.8% percent increase, $25 per week.

**Oct. 1, 2021 – A 1.6% increase, $15 per week.


** Oct. 1, 2018 – No Change.

**Jan. 1, 2019 – $1,534 Per Month (A 7.0% Increase for the Contract Year).

**Jan. 1, 2020 – $1,589.00 Per Month (A 3.6% Increase for the Contract Year).

**Jan. 1, 2021 – $1,646.00 Per Month (A 3.6% Increase for the Contract Year).

**Jan 1, 2022 – Max Rate of $1,778.00 (8%), but based on past practice we expect an increase of 4% or less.

*Pension: (7% percent per year)

**Oct 1, 2018 – No Increase.

**January 1, 2019 – $334.02.

**January 1, 2020 – $357.02.

**January 1, 2021 – $382.42.

**January 1, 2022 – $409.19.      

*Supplemental Retirement & Savings Plan (SRSP):

**$0 percent Per Week, No Increase.

*Legal, Training Funds:

**No Increase.

Please note that the overall increases were below the last contract!

*Significant Language Changes:

**We received a commitment from Local 32-BJ to hold classes at buildings, or anywhere we choose, with as few as five (5) Employees.

**Direct Deposit – Effective March 1, 2019, Employers may mandate Direct Deposit. If an Employee does not have a bank account, the Employer may issue a Debit Card.

**Grievance Appeals Board (GAB) – There is now a 45-day limit on delays.

**Bereavement Leave – Leave is now limited to Mother/Father, Sibling, Grandparents and In-Laws.

**Vacation/Temp/Fill-In – A 5-month limit on such Employee. No Benefits owed for such Employee. If a Temp/Fill-In stays longer than 5 months, Employers must pay a Pension only for 3 months after the 5th month (8 months before you pay Health Benefits).

**Probation for Fill-In Employees – A Fill-In Superintendent who becomes permanent has a 150-day Trial Period, or at least 60 days from the date that they are hired as Permanents, whichever is longer.

**Expedited Arbitration – If an Arbitration is delayed, the BRI may request an Expedited Arbitration (the grievance is put to front of the line).

**Work Assignments – The men will no longer be paid extra money to do the following (regardless of whether or not they were paid for it in the past) paragraph 15(8) add to language after “….high- use common areas, all cleaning duties, stripping, waxing, polishing of floors, and snaking of all non-main line drains.”

 **Overall Costs (Based on An Average Annual Salary of $850):

Year One – 3.4%.

Year Two – 3.2%.

Year Three – 3.2%.

Year Four – 2.6% – 3.7% (depending on Health in Year 4, we have a cap of 8%, but based upon the last 3 contracts which had a similar cap we expect the actual cost to be closer to 4%, if the Health Increase comes in at 4%, then the overall cost will be 2.6%).

 **Average Salary Increase: 2.27% below the Consumer Price Index for the last 12 months (2.9%).

 Buildings should see significant savings with the new Work Assignment Language!


Many thanks should be given to the members of The BRI’s Negotiating Committee:

Advisory Council of Managing Agents (ACMA)

David Amster (Committee Chair), John Holzinger, Brian Scally, Jeff Stillman.

 Apartment Owners Advisory Council (AOAC)

Gene Conroy, Cindy Mauro, Lisa DeRosa, Brian McCarthy, Carmelo Milio.

 Cooperative and Condominium Advisory Council (CCAC)

Clementine Carbo, Peg Conover, Cesare Manfredi, Joseph Parone.

 As always, any questions or comments can be directed to the BRI offices at (914) 273-0730. We thank you for your support.