TWU Local 264
Frequently Asked Questions - Dec. 2, 2019
Local 264 (TWU) Transport Workers Union of America AFL-CIO is a labor union that represents Barnard Public Safety Officers and staff in the Office of Facilities Services. TWU also represents the dining services workers who are employed by Chartwells. TWU is one of the four unions representing employees at Barnard.
Collective bargaining agreements are renegotiated at the end of the term of each agreement. The College negotiates with each union at the end of the term, including a renegotiation this summer that was completed in just seven weeks.
The College and TWU Local 264 have had a successful collective bargaining relationship and have amicably renegotiated the agreement at each expiration point for many years. We are also pleased to have recently renegotiated the UAW Local 2110 clerical contract in record time with an outcome that the College and the Union leadership are both proud of.
The College is making serious efforts to negotiate a new contract that brings financial advantages and benefits to Union members. To date, the College has held three bargaining sessions with the Union on September 25 and 26 and November 19.
In October, the Union agreed to five additional bargaining dates in December, but on November 19, they informed the College they would not bargain on those dates. The College plans to propose additional dates in December and January, but at this time no additional bargaining dates have been scheduled.
The College offered eight proposals in September and four additional proposals at the November 19 meeting. These proposals would give union members a 2.5% wage increase every year for five years and would increase tuition benefits, child care subsidy, and uniform allowance.
At the November 19 meeting, the Union failed to provide any responses to the eight proposals offered by the College in September and indicated they had not even reviewed those proposals. So far, the Union has not offered any proposals to the College.
The College is committed to reaching an agreement on a new contract and has actively taken steps to do so. However, an agreement will not be reached if the Union refuses to engage in good-faith bargaining, as they are required by law to do. The College remains ready and eager to meet as frequently as necessary to continue negotiations that lead to an equitable contract.
The Union also has not agreed to extend the previous contract, which expired on September 30. However, the contract continues in force while bargaining is underway, and Barnard continues to act in accordance with the provisions of the contract. This includes hearing grievances and posting vacant positions.
Barnard is committed to providing a community free from sexual harassment. In 2017, there was a complaint of sexual harassment brought against Mr. Reynolds by a member of the staff. A subsequent complaint was filed by a second staff member, which was investigated following our policies and procedures and ultimately led to Mr. Reynolds’ termination. An arbitrator reviewing the College’s decision agreed that Reynolds violated our policy by engaging in conduct that constituted sexual harassment. The arbitrator disagreed with the College about the severity of the sanction (i.e., Mr. Reynolds’ termination). The sanction reflects the College’s policy prohibiting sexual harassment in the workplace, in accordance with federal, state, and local workplace laws, and Title IX. As a higher-education institution that receives federal funds, Barnard is regulated by Title IX of the Education Amendments of 1972, which requires the College to prohibit sexual harassment, respond promptly if it occurs, limit the effects of any harassment, and prevent recurrence.
The College believes that Mr. Reynolds’ termination was the appropriate response to his sexual misconduct and stands by the decision to not allow Mr. Reynolds access to campus.
The College has agreed to include Mr. Reynolds in bargaining sessions using videoconferencing, teleconferencing, or other meeting applications, and/or to hold meetings off campus. The College cannot compromise on keeping the campus safe from those who have been found responsible for sexual misconduct.
The College trains all employees annually about how to prevent sexual harassment and how to respond when they become aware of sexual harassment.
The College’s policy against discrimination and harassment is published on the website.
Any individual who experiences or observes discrimination or harassment is encouraged to report such information if the harassment involves a member of the College community or affects a College program or activity. Reports should be made as soon as possible to one of the staff persons listed in the College’s policy against discrimination and harassment. In certain instances, the College may investigate allegations of discrimination or harassment based on information received from other sources, such as newspaper accounts, anonymous letters, or phone calls. For more information, please visit Barnard’s Title IX & Equity page on Grievance Procedures.
A report can be made online by filling out Barnard’s Information Report form. Harassment based on protected categories is prohibited under federal law, New York state law, and New York City law, as well as College policy. You can report discrimination and harassment under federal laws by contacting the Equal Employment Opportunity Commission (EEOC).
In New York state, you can report discrimination and harassment under the New York State Human Rights Law by contacting the Division on Human Rights, in person at a Division office, and by telephone or by mail. The Division has offices across the state of New York and can be contacted here. Such claims may also be brought in state court.