Dec. 18, 2025 Contract Negotiations Update
(posted Dec. 22, 2025)
The University and the staff union bargaining committees met on Dec. 18 to resume negotiations on the inaugural collective bargaining agreement.
The University introduced counterproposals on Health and Safety and Flexible Work Arrangements. The union presented proposals on Seniority and Layoffs as well as counterproposals on Career Advancement and Positions.
Significant progress was made on the four counterproposals discussed: Health and Safety, Flexible Work Arrangements, Positions, and Career Advancement.
The parties will meet next on Jan. 13, 2026, to continue consideration of these counterproposals among others.
Dec. 17, 2025 - Memorandum of Understanding on Wage Increase, Rec Center Membership
The University is grateful for the significant contributions of our staff to our community and in support of our mission. To that end, we are pleased to announce that following our negotiations last week, an agreement has been signed with the United Steelworkers union on a Memorandum of Understanding (MOU) that allows represented staff to receive a wage increase retroactive to Aug. 1, 2025. The MOU also provides represented staff employees with access to the University’s new state-of-the-art Recreation and Wellness Center upon purchase of a membership.
The agreement reached provides:
Wages:
Bargaining unit employees, other than those on a Performance Improvement Plan (PIP), provisional period, or leave of absence on July 1, 2025*, will receive a 2.5% base wage increase, effective Aug. 1, 2025, instead of July 1, to offset the increase in healthcare costs and premiums that were already implemented for non-represented employees but not passed on to bargaining unit employees. This increase will be paid on Jan. 23, 2026, for biweekly paid employees, and on Jan. 30, 2026, for monthly paid employees.
Recreation and Wellness Center (RWC) Membership:
Beginning Jan. 5, 2026, bargaining unit employees will be eligible for RWC membership at the following membership rates:
- Employees earning less than $50,000 annually (or the hourly equivalent) will pay $35 for a monthly membership.
- Employees earning $50,000 or more annually (or the hourly equivalent) will pay $45 for a monthly membership.
We continue to actively meet and negotiate with the union over remaining proposals. Please note that all University proposals and counterproposals related to the ongoing Collective Bargaining Agreement (CBA) negotiations are available on this site.
* Employees on a Performance Improvement Plan (PIP), provisional period, or leave of absence on July 1, 2025, will receive the wage increase effective on the date they complete the PIP, the provisional period, or return from the leave of absence, or August 1, 2025, whichever is later. To be eligible for the increase, the employee must be employed as of July 1, 2025.
Dec. 11, 2025 Contract Negotiations Update
(posted Dec. 15, 2025)
The University's bargaining committee met with the staff union on Dec. 11 as the parties continued negotiating the initial collective bargaining agreement.
The University presented counterproposals on Job Changes and Non-discrimination, as well as two counterproposals over the Wage Increase Memorandum of Understanding (MOU). The union introduced a counterproposal on the Wage Increase Memorandum of Understanding (MOU), as well as counterproposals on Flexible Work Arrangements, Health and Safety and a proposal on Hours of Work.
The parties will meet again on Dec. 18.
Nov. 25, 2025 - University Proposes Wage Offer to Staff Union
We value the passion, expertise and service our union-represented staff colleagues bring everyday in support of the University of Pittsburgh. Since January, we have met and negotiated with the staff union on several issues, including exchanging proposals on wage increases for the 2026 Fiscal Year. In addition to tentatively agreeing to numerous proposals, we have received and responded to a substantial number of requests for information from union leadership.
Today, Tuesday, Nov. 25, we submitted the following compensation proposal to the staff union:
Base Wage rates: The Employer shall increase the base wage rates for all bargaining unit employees who performed at a successful level or higher during the 2025 Fiscal Year by 2.5% effective Nov. 1, 2025.
In submitting this proposal, we would like to highlight recent actions surrounding the base wage increase negotiations. The University initially proposed a wage increase that would have been effective July 1, 2025, matching the timing of increases for other university employees. The University’s proposal also applied the same insurance updates that other university employees received. The staff union declined the proposal and countered with a wage request that far exceeded increases for any employee group, and at a time when the university has been clear in the need for fiscal responsibility, especially in the face of headwinds on higher education. We are committed to paying our staff fairly while also being good stewards of our resources.
Accordingly, the University continues to actively bargain with the union and additional bargaining sessions are scheduled through the end of the calendar year. We look forward to continuing to work together toward CBA that supports our staff colleagues and our shared aspirations as a University community. Also, please note that all University proposals and counterproposals related to the ongoing Collective Bargaining Agreement (CBA) negotiations are available on this site.
Nov. 10, 2025 Contract Negotiations Update
(posted Nov. 13, 2025)
The University and staff union bargaining committees met on Nov. 10 to continue negotiating the initial collective bargaining agreement.
The University presented two counterproposals on Job Changes (formerly known as Career Advancement) and Health and Safety. The union presented a counterproposal on Job Changes.
The parties meet next on Dec. 11.
Oct. 29, 2025 Contract Negotiations Update
(posted Nov. 5, 2025)
The University and staff union bargaining committees met on October 29 to continue negotiating the inaugural collective bargaining agreement.
The union presented a counterproposal on Health and Safety. This was the sole focus of the session, with both parties engaging in a constructive dialogue clarifying their respective positions and priorities. This open exchange contributed to a better mutual understanding and the parties continue to collaborate toward an agreement that supports a safe working environment.
The parties next meet on Nov. 10.
October - Updated Bargaining Unit List
(posted Oct. 22, 2025)
The most current list of staff included in the USW bargaining unit, as of Oct. 1, 2025, has been posted here. If your name does not appear on this list, you are considered not covered by the bargaining unit.
Anyone questioning their union status should view our FAQ page.
Oct. 15, 2025 Contract Negotiations Update
(posted Oct. 21, 2025)
The University and staff union bargaining committees met on Oct. 15 to continue negotiating the inaugural collective bargaining agreement.
During this session, the University shared six counterproposals on Health and Safety, Positions, Impact of Technology, Flexible Work Arrangements, and Provisional Period (two counter-proposals shared). The parties entered into a tentative agreement on Impact of Technology.
The parties will meet later this month on Oct. 29.
Sept. 25, 2025 Contract Negotiations Update
(posted Sept. 30, 2025)
The University and staff union bargaining committees met on Sept. 25, continuing negotiations for the inaugural collective bargaining agreement.
The University shared six counterproposals on Management Rights, Nondiscrimination, Positions, Impact of Technology, Flexible Work Arrangements, and Provisional Period. The union presented counterproposals on Nondiscrimination, Positions, Health and Safety, Impact of Technology, Flexible Work Arrangements, and Provisional Period. You can review the University’s proposals on our staff unionization website.
The parties are scheduled to meet next on Oct. 15.
Sept. 24, 2025 Letter from OHR Vice Chancellor James Gallaher, Jr.
The following letter was emailed to all USW-represented staff on 9/24/25 to clarify issues surrounding bargaining and the annual salary increase process:
Dear colleague,
On Sept. 3, 2025, the USW staff union emailed members about annual salary increases, suggesting the University had not been transparent. Here are the facts.
- The Sept. 3 USW staff union’s email contained the Compensation Memorandum of Understanding (Comp MOU), which sets interim compensation terms until a full contract is reached.
- As part of the Comp MOU negotiations, the University agreed to continue to compensate staff for teaching assignments, provisional period completion, promotions, supplemental pay, and off-cycle increases. Had the University and union not agreed, all such supplemental compensation would have been frozen.
- Annual raises were not included, not because talks failed, but because the union did not propose them as part of the MOU signed on Jan. 21, 2025.
- Despite that omission by the USW staff union, the University proposed a wage increase in June 2025, providing represented-staff employees with a 2.5 percent wage increase in exchange for annual increases in medical insurance premiums which were applicable to other University employees.
- We asked for a quick response so the budget and benefits enrollment could move forward. In rejecting the proposal, the union stated it did not consult with its members, citing the short timeline.
- The union later submitted its own wage proposal in July, after the budget was finalized.
The University has complied with law by maintaining the static status quo and has bargained in good faith. We will continue to do so as negotiations move forward.
We respect the USW staff union and its leadership as critical partners. At the same time, it is important to clarify the facts regarding the Comp MOU negotiations. For transparency, all proposals and counter proposals made by the University during the Collective Bargaining Agreement (CBA) negotiations are posted at staffunionization.pitt.edu/proposals-and-counter-proposals.
We look forward to reaching a mutually acceptable CBA with the USW staff union.
Sincerely,
James W. Gallaher Jr., Ph.D.
Vice Chancellor for Human Resources
Sept. 11, 2025 Contract Negotiations Update
(posted Sept. 16, 2025)
The University and staff union bargaining committees met on Sept. 11, continuing negotiations for the inaugural collective bargaining agreement.
The University shared five counterproposals on Health and Safety, Impact of Technology, Flexible Work Arrangements, Provisional Period, and Workplace Violence. The union presented a counterproposal on Management Rights.
The parties are scheduled to meet on Sept. 25.
Aug. 20, 2025 Contract Negotiations Update
(posted Aug. 26, 2025)
The University and staff union bargaining committees met on Aug. 20, continuing negotiations for the inaugural collective bargaining agreement.
The parties discussed one new union proposal on Workplace Violence, as well as several counterproposals, including Health and Safety, Impact of Technology, Provisional Period and Flexible Work Arrangements.
The parties are scheduled to meet on Sept. 11.
July 28, 2025 Contract Negotiations Update
(posted Aug.1, 2025)
The University's bargaining committee met with the staff union on July 28 as the parties continue to negotiate in good faith for their first collective bargaining agreement. The parties discussed proposals and counterproposals on Bargaining Unit Work; Non-Discrimination, Anti-Harassment and Anti-Bullying; Flexible Work Arrangements; and Provisional Period. Much of the conversation focused on the Flexible Work Arrangements proposal and counterproposal, and negotiations were productive.
The parties are next scheduled to meet on Aug. 20.
July 15, 2025 Contract Negotiations Update
(posted July 21, 2025)
The University and staff union bargaining committees met on July 15, continuing negotiations for the collective bargaining agreement.
The parties discussed several proposals and counterproposals, including Health and Safety, Workplace Wellbeing, Impact of Technology, Provisional Period, and Non-Discrimination.
The parties are next scheduled to meet on July 28.
June 17, 2025 Contract Negotiations Update
(posted July 10, 2025)
At the June 17 bargaining session, the University and staff union bargaining committee discussed proposals and/or counterproposals on Just Cause in the Exercise of Professional Judgment, Health and Safety, Career Advancement, and Positions (formerly referred to as Assignments).
The parties are next scheduled to meet on July 15.
June 5, 2025 Contract Negotiations Update
(posted June 9, 2025)
The University's bargaining committee met with the staff union on June 5 to continue negotiations. The union presented two new proposals: one on Career Advancement and the other on Inclusive Work Environments. The University presented three counterproposals on Facilities and Support, Performance Evaluation, and Health and Safety.
The University also presented the union with a Memorandum of Understanding (MOU) related to annual increases and health benefits.
The parties reached tentative agreements on Facilities and Support and Performance Evaluation. The next bargaining session is June 17.
May 22, 2025 Contract Negotiations Update
(posted May 27, 2025)
The University's bargaining committee met with the staff union on May 22 to negotiate the inaugural collective bargaining agreement.
The University presented counterproposals on Shared Governance, Performance Evaluations, and Positions, formerly Assignments. The union presented two new proposals on Facilities and Support and Provisional Period to kick off the bargaining session, as well as a counterproposal on Performance Evaluations.
The parties engaged in productive discussions on Shared Governance and ultimately reached a tentative agreement. The next session is scheduled for June 5.
May 9, 2025 Contract Negotiations Update
(posted May 19, 2025)
On May 9, the University's bargaining committee met with the staff union to continue negotiations on the initial collective bargaining agreement. Throughout the day, the University presented four counterproposals on Seniority, Performance Evaluation, Involuntary Separation, and Shared Governance.
The union presented the University with counterproposals on Health and Safety, Assignments, Performance Evaluations, Seniority and Shared Governance, and a new proposal on Flexible Work Arrangements.
The parties reached a tentative agreement on Union Rights.
The next bargaining session will take place on May 22.
April 29, 2025 - Open Enrollment Notice
The Open Enrollment Period for benefit plan year 2025-26 for Faculty and Staff is April 30 through May 14, 2025.
Due to this being the first open enrollment period since the staff union election and the certification of the USW as the representative of various members of the staff, we understand there may be some confusion from staff regarding which category you will be able to enroll under.
The most current list of staff included in the USW bargaining unit, as of April 25, 2025, has been posted here. If your name does not appear on this list, you are considered not covered by the bargaining unit, and you will find the correct benefit enrollment information listed on our Open Enrollment site under the category of “Non-Represented Employees & Represented Employees with a Current Contract”.
Anyone listed as included in the bargaining unit will find the correct benefit enrollment information listed on our Open Enrollment site under the category of “Union-Represented Employees in Active Contract Negotiations” and will be covered under the Status Quo requirement.
Anyone questioning their union status should view our FAQ page.
April 25, 2025 - Updated Bargaining Unit List
(posted April 29, 2025)
The most current list of staff included in the USW bargaining unit, as of April 25, 2025, has been posted here. If your name does not appear on this list, you are considered not covered by the bargaining unit.
Anyone questioning their union status should view our FAQ page.
April 14, 2025 Contract Negotiations Update
(posted April 16, 2025)
The University’s bargaining committee met with the staff union on April 14 to resume negotiations for the initial collective bargaining agreement. The parties shared and discussed proposals and counterproposals on Shared Governance, Seniority, Involuntary Separation, Assignments, Union Rights and Performance Evaluation.
The University's bargaining committee is scheduled for a bargaining session with the staff union on May 9.
March 31, 2025 Contract Negotiations Update
(posted April 2, 2025)
The University’s bargaining committee met with the staff union on March 31, resuming negotiations for the initial collective bargaining agreement. During this session, the parties reviewed proposals and counterproposals on the topics of: Hours of Work, Shared Governance and Union Rights.
The parties continue to make progress and the next bargaining session will take place on April 14.
March 13, 2025 Contract Negotiations Update
(posted March 21, 2025)
The University’s bargaining committee met with the staff union on March 13, continuing negotiations for the initial collective bargaining agreement. During this session, the parties reviewed proposals and counterproposals on the topics of: Technology, Shared Governance, Academic Freedom and Union Rights.
The day included healthy discussion and vigorous but respectful conversations that allowed both parties to make significant progress in some areas and narrow the focus of future discussions in others.
The next bargaining session will occur on March 31.
Feb. 26, 2025 Contract Negotiations Update
(posted Feb. 27, 2025)
The University's bargaining committee met with the staff union on Feb. 26 to continue negotiating an initial collective bargaining agreement. The University presented the union with four counterproposals, including Shared Governance, Union Rights, Assignments, and Academic Freedom, and two new proposals on Management Rights and Financial Exigency.
After some discussion on the counterproposals and proposals, the parties then caucused.
Upon resuming bargaining in the afternoon session, the union presented the University with its counterproposal to Union Rights. The staff union then presented a new proposal for Bargaining Unit Work, closing negotiations for the day.
The parties will meet next month on March 13.
Feb. 6, 2025 Contract Negotiations Update
(posted Feb. 10, 2025)
The University's bargaining committee met with the staff union bargaining committee on Feb. 6 to continue negotiating an initial collective bargaining agreement. The University and the union started the session with a tentative agreement on Labor-Management Meetings. The University presented two proposals, Health and Safety, and No Strike, No Lockout. The University also presented a counterproposal on Union Rights.
During the afternoon session, the parties reached a tentative agreement on the No Strike, No Lockout proposal. The union then presented a counterproposal on Union Rights over which the parties engaged in some productive discussion. Afterward, the union presented a proposal for Appointments.
The parties will meet next at the end of the month on Feb. 26.
Staff Bargaining Units List Updated
(posted Feb. 3, 2025)
To help identify employees in the bargaining units, we are posting this updated list of Staff Bargaining Unit Members as of Nov. 14, 2024, sorted alphabetically by last name. Note: although dated November, this is the most current version available.
Please note: The inclusion/exclusion of specific staff members or specific job titles in the Staff Bargaining Units is the topic of ongoing discussions and bargaining, and as such, this list is subject to change.
Jan. 21, 2025 Contract Negotiations Update
(posted Jan. 24, 2025)
During this session, the University’s bargaining committee and the staff union reached tentative agreements on Discipline and Discharge, Dues Deduction, Personnel Files, Separability, Recognition and Preamble. The University presented counterproposals on Grievance and Arbitration. The union presented proposals on Shared Governance, Labor-Management Meetings, Layoff, Non-Discrimination, Anti-Harassment, Anti-Bullying, and Union Rights and a counterproposal on Grievance and Arbitration.
After significant discussion, the parties also reached a tentative agreement on the Compensation Memorandum of Understanding. (see below)
The parties will meet next month on Feb. 6 and 26.
Jan. 21, 2025 - University reaches agreement with USW to allow certain compensation-related processes to move forward during contract negotiations for staff bargaining units
(posted Jan. 23, 2025)
During the most recent bargaining session on Jan. 21, 2025, the University of Pittsburgh signed a Memorandum of Understanding (MOU) agreement with the United Steelworkers on behalf of represented University staff in two bargaining units to allow certain compensation-related processes to progress while their first contract is being negotiated.
In December 2024, the parties started discussions over an MOU that would allow certain compensation-related processes to proceed forward. Without an agreement, such matters must remain unchanged during the negotiation of a collective bargaining agreement due to the requirement to maintain the status quo on matters involving mandatory subjects of bargaining.
With the MOU in place, the University is able to move forward with the following regular processes:
- Supplemental payments for staff teaching assignments;
- Pay increases upon the completion of provisional periods and upon the return from leaves of absence;
- Supplemental payments for additional job duties and reaching performance targets;
- Pay increases upon promotion;
- Off-cycle pay increases; and
- Staff initiated Full Time Equivalency (FTE) changes.
In the coming days, supervisors will receive instructions on how pending and future compensation-related transactions should be processed.
Staff seeking updates from the University throughout the bargaining process should refer to staffunionization.pitt.edu.
Jan. 10, 2025 Contract Negotiations Update
(posted Jan. 22, 2025)
As we enter into formal bargaining with the United Steelworkers for the staff union contracts, we will begin posting the latest updates from negotiation sessions on this website.
Prior to the first bargaining session, the University and the union exchanged proposals on the Compensation Memorandum Of Understanding (MOU), which is an agreement necessary for the University to process specific compensation actions, including but not limited to, supplemental pay, promotion and discretionary increases, as all matters related to compensation are a mandatory subject of bargaining for the parties and subject to static status quo.
At the first session on Jan. 10, the University and the staff union focused on collective bargaining agreement (CBA) proposals and the Compensation MOU.
The union presented the University with proposals on the Preamble, Recognition, Separability, Personnel Files, Dues Deduction, Academic Freedom, Discipline & Discharge, and Grievance & Arbitration. The union's presentation helped the University understand its positions before responding to the proposals.
After discussing the CBA proposals, the parties engaged in a robust conversation about the Compensation MOU. During the afternoon session, the University presented the union with its counterproposals regarding the Compensation MOU.
We are encouraged by the productive discussion with the staff union with regard to the proposals for the CBA and Compensation MOU.
Sept. 27, 2024 - Important Election Information
On Friday, Sept. 27, the Pennsylvania Labor Relations Board (PLRB) concluded their count of mail-in ballots for the University of Pittsburgh staff union election. The resulting outcome is that Pitt staff members will have two bargaining units, one for professional staff and one for nonprofessional staff, both represented by the United Steelworkers.
We have always maintained that this was a decision for staff to make. The University remains committed to maintaining an environment where all staff can thrive professionally.
In the coming weeks and months, we will begin preparing for collective bargaining negotiations with the staff union. While the bargaining process for first contracts can be complex, we remain committed to providing our staff and the Pitt community with current information. As the process moves forward, updates — including those regarding the collective bargaining process — will be posted here. We will also update our FAQs as appropriate.