Teamsters Negotiations' FAQs

Teamsters Local 8 union represents about 2,500 technical service employees across the university, excluding The Milton S. Hershey Medical Center and Penn College, working in the Office of Physical Plant; Housing and Food Services; the Airport; Auxiliary and Business Services; Transportation Services; Procurement Services; Multimedia and Print Center; Farm Services; Foods Warehouse and Bakery, Foods Purchasing; and operations at campuses.  Of Penn State’s more than 33,000 full- and part-time employees at its campus locations, about 2,500 are members of the bargaining unit represented by Local 8. Of these unionized employees, 2,000 work at University Park and 500 work on other campuses across the Commonwealth.

Technical service employees at Penn State have been represented by the Teamsters since 1967.

The current agreement was reached in 2021 and covers the period July 1, 2021, through June 30, 2024. 

Penn State is negotiating with Teamsters Local 8 with the goal of reaching a collective bargaining agreement that recognizes the hard work and dedication of nearly 2,500 technical service employees. The university is committed to working in a deliberate and thoughtful way through the normal range of economic and non-economic proposals, following a process that’s based on mutual agreement. We remain confident in our ability to reach a new, competitive and mutually acceptable contract with Teamsters Local 8, as we have done for the last 50 years.

No. Our goal is to bargain in good faith with union leadership to reach an agreement that continues to recognize and reward our technical service employees while we continue to uphold our commitments to our students, academics and employees.

While the University is confident that talks with the union negotiators will be fruitful and positive, the University will have temporary labor available in the event of a strike. This type of planning allows Penn State to maintain operations and keep the needs of our entire University community at the forefront. This is standard business best practice for continuity and contingency planning.

The background check process would continue in accordance with HR-99.

All media inquiries should be directed to the Office of Strategic Communications at [email protected].

Bus service to and from the University Park campus is expected to continue.

The University child care centers are expected to operate as normal.

It is not unusual during bargaining to hear heightened rhetoric or see informational activity, or even a strike authorization vote. Those are all typical during bargaining. A vote for strike authorization is basically a poll of a union’s membership to ensure that any decision to strike rests with the majority of the members who cast a vote. A strong strike authorization vote does not necessarily mean a union will strike, but it does indicate they are ready to do so if necessary.

The university is negotiating in good faith and remains optimistic that a fair and competitive agreement will be reached. However, we also are focused on meeting the needs of our university community, and as part of this responsibility, we are conducting contingency planning to prepare for potential scenarios to help ensure we can continue to uphold our commitments to our students, academics and employees, including those who are not part of the union. We will share more information regarding these measures if needed in an appropriate and timely way.

We cannot speculate on rumors about a potential strike, however, it is important to remember those types of claims are common during bargaining. Penn State has a long history of successfully reaching agreements with Teamsters Local 8, and the university’s efforts are focused at the bargaining table, where solutions are found, to reach an agreement that recognizes the hard work and dedication of nearly 2,500 technical service employees.

The current contract expires on June 30, 2024. While the union has called for a strike vote, we continue to negotiate in good faith and remain optimistic that a fair and competitive agreement will be reached. It is not unusual during bargaining to hear about a strike authorization vote.

The union is not required to provide the University with notice of their intent to strike. The union leadership has announced that it is going to seek support from the membership by calling for a strike authorization vote. This does not necessarily mean a strike will occur after the agreement expires on June 30, 2024.

Yes, the University may hire temporary replacement workers to perform these roles. If a labor stoppage occurs, more information will be provided on the use of replacement workers.

Generally, picketing is permitted if it doesn't prevent ingress or egress to an area or create a clear and present danger.

Picketing may occur on University leased or rented property. Picketing cannot block ingress or egress to facilities or endanger public safety.

Yes.

Generally, no.

Continuing to deliver on our academic mission will be paramount in the event of a strike. As any responsible institution, we have conducted contingency planning to prepare for potential scenarios and help uphold our commitments to our students and employees, including those who are not part of the union. Therefore, the University will continue to operate, including providing housing and food services to students.

At this time, carpools are not being organized.  If an employee traveling to campus encounters any harassment involving striking employees, the incident should be reported to University Police and Public Safety for assistance, at 814-863-1111.

Interoffice and U.S. Mail services will continue, but schedules may vary.

The University will communicate information to students, parents, employees and the public via email and through the Penn State News website, psu.edu/news/. This bargaining website will also serve as a source of information and updates.

Union-represented employees can contact their union representative or visit this site for updates on the latest bargaining updates and answers to frequently asked questions.

No. A technical service employee has the legal right to decide whether to participate in a strike or to voluntarily cross the picket line to work.

Any technical services employee who desires to cross the picket line instead of going on strike should contact HR Services at (814) 865-1473 or [email protected], prior to the start of their normal shift. If reaching out via email, employees should provide their name, PSU ID, a phone number to contact them, and the name of their supervisor. If a strike is called, HR Services will have extended business hours from 8:30 a.m-4:30 p.m. on Saturday, June 29 and Sunday, June 30, and starting at 4:00 a.m. on Monday, July 1.

Please note that calls during extended business hours and emails to askhr@psu.edu should be limited to those employees who are indicating their intention to cross the picket line if a strike is announced.

Yes. A striking technical service employee may change their mind about strike participation. They should contact their supervisor in advance to obtain reporting instructions.

Non-striking technical service employees will continue to be eligible for pay and benefits.

Yes. Union dues will be collected from non-striking bargaining-unit employees unless the employee requests otherwise.

Yes. If you cross the picket line to work, the union may impose any penalties and fines upon you that are provided in the union’s constitution and by-laws if you are a member of the union. This decision is made solely by the union. The union cannot fine non-members.

Yes. If you cross the picket line to work, the union may bring internal union disciplinary charges upon you that are provided in the union’s constitution and by-laws if you are a member of the union. The union cannot discipline non-members. This decision is made solely by the union and does not impact your employment at Penn State.

Yes. You may resign your union membership by providing written notice to the Secretary-Treasurer of the Union. If you rejoin the union after the strike, you may be subject to fines and union discipline at that time for crossing the picket line. Non-members do not have to pay union dues, but unions generally do not permit non-members to vote in any union elections, strike authorization or ratification votes and the union may charge fees for representing non-members. You can consult the union’s website or the Teamsters’ International constitution at https://teamster.org/wp-content/uploads/2022/03/2021IBTCONSTITUTIONBooklet.pdf for more information.

Non-dues paying technical service employees are still members of the bargaining unit and cannot be required to report to work during a strike.

The University simply wants employees to understand their rights. Whether employees remain a union member or resign will not make any difference in wages, benefits, position, or treatment by the University. The decision is entirely up to each employee.

No. Any technical service employee has a right to participate or refuse to participate in a strike.

Yes. Striking technical service employees are considered employees on strike.

A striking technical service employee would have the same access to the University that the public would have.

No. A striking technical service employee is not entitled to pay or compensation for time missed while the employee is on strike.

Union-represented employees can contact their union representative for more information.

The current contract expires on June 30, 2024, and although the union has voted to authorize a strike, the University continues to negotiate in good faith and remains optimistic that a fair and competitive agreement will be reached. It is up to the union to decide whether to actually begin a strike after the contract expires.

Technical service employees have the legal right to decide whether to participate in a strike or to continue to work. Striking technical service employees will not be entitled to pay or benefits for time missed while they are on strike.

Union-represented employees can contact their union representative or this site for the latest bargaining updates and answers to frequently asked questions.

No. A striking employee will not be paid for time spent on strike. Health, dental, and vision benefit coverage will end as of the first day of a strike and the employee will be offered coverage through COBRA.

Health, dental and vision benefit coverage will end as of the first day of a strike and the technical service employee will be offered coverage through COBRA. The tuition discount ends at the end of the current semester.

Determinations related to eligibility are made by the Unemployment Compensation Board of Review and/or appellate courts, but striking workers generally are not eligible for unemployment benefits in Pennsylvania.

If a striking technical service employee is receiving Workers' Compensation (WC) benefits before a strike, they would continue to receive them until they are released to return to work or exhaust their benefit. If the individual is released to work and fails to return from WC leave, they will be considered on strike.

Striking employees are not working for the University while on strike and would not be eligible for Workers' Compensation benefits for injuries incurred while striking.

If a striking technical service employee receives Sickness and Accident Supplement before a strike, coverage will continue until they are released to return to work or exhaust their benefit. If the individual is released to work and fails to return from leave, they will be considered to be on strike.

No, the University will discontinue the University-paid healthcare, vision and dental benefits of striking employees (and their dependents) enrolled in such plans at the start of the strike. Enrolled employees who want to continue their health and/or dental coverage while on strike, under the COBRA law will have to pay the full cost of those benefits plus a 2% administrative fee. The cost of the COBRA medical benefits ranges from $760.80 per month for the traditional plan single to $2,230.25 per month for family coverage.

Parking plans for all striking technical service employees will be deactivated in the event of a strike and reactivated at the point in time the strike ends or when any individual person returns to work.

Yes. A technical-service employee who ‘calls off’ from work will be considered to be on strike. An employee who is fearful of crossing the picket line should contact their supervisor.

A technical service employee on an approved leave of absence in advance of a strike will continue to receive pay and benefits as outlined in Article XIII, Leave of Absence, for the duration of the leave. In situations where an employee’s approved leave of absence will end prior to a strike ending, they are expected to return to work. Employees who do not report to work at the end of their approved leave will be presumed to be on strike.

A striking technical service employee is not eligible for leave.

Striking technical service employee are not entitled to any paid time off of any kind. Non-striking technical service employees will continue to be eligible for paid time off.

No. Payout of unused vacation time is only provided to an employee on layoff or whose employment terminates because of resignation, retirement or dismissal.

If the employee is on vacation the FIRST DAY OF THE STRIKE and any consecutive days then they continue to be considered on vacation. If they do not report to work at the conclusion of their approved vacation, they will be considered to be on strike.  

A striking technical service employee will not be in paid status, therefore no employer or employee retirement contributions will be made to the mandatory State Employees Retirement System (SERS), Public School Employees’ Retirment (PSERS) or the Teachers Insurance and Annuity Association (TIAA) retirement plans. or Retirement Healthcare Savings Accounts. Questions regarding an employee's retirement account should be directed to the appropriate retirement plan provider: SERS at 800-633-5461, PSERS at 888-773-7748 and TIAA at 800-842-2252.

There is no ability to “make up” retirement plan contributions and there is no option to buy back retirement service time.

There would be no earnings during the period of a strike, therefore, there would be no SERS service time accrued.

Yes. A striking technical service employee's decision to strike doesn't have any impact on their student status.

No. Existing tuition discounts for students currently enrolled shall continue to apply through the current semester only.

Yes. Nothing prohibits people from working during a strike.

The filling process for these vacancies will be paused during a strike.

A supervisor may reassign staff to perform any work necessary to continue operations during the strike. Questions and concerns should be directed to the work unit's HR strategic partner.

During a strike, operational needs may change. An employee should consult their supervisor about specific dates for vacation and compensatory time that they have already received approval for, as well as any additional requests they have not yet made. Non-union employees who are absent from work without approval during a strike will not be paid for the absence and are subject to disciplinary action. Vacation accruals beyond the maximum will be considered under HR-34.

The university will follow its existing policies regarding supplemental pay.

Yes. The University will continue to operate. All faculty and staff must continue reporting to work as scheduled and perform assigned duties.

Due to the potential for staff work reassignments, all parking permits, including commuter permits, will be honored at the following parking lots during the first two weeks of a strike. If a strike extends beyond two weeks, Transportation Services will reevaluate this decision.

•  Yellow A
•  Red A
•  Yellow H
•  Green B
•  All Orange Lots
•  Lot 11

See the map highlighting these lots. highlighting these lots.

A supervisor cannot require a technical service employee to report to work during a legal strike.

Supervisors should not contact employees to try to persuade them to report to work during a strike. If a supervisor is contacted by a technical service employee who wants to report to work, they can encourage employees to do so. Such statements as “We are in operation and would be happy if you report to work” would be acceptable. A supervisor cannot threaten, intimidate or make promises to a technical service employee regarding their decision to strike. The University will be communicating with technical service employees about the ability to report to work if there is a strike as well.

The current contract expires on June 30, 2024 and, although the union has voted to authorize a strike, it is important to remember that a vote to authorize a strike does not necessarily mean that a strike will take place, as it is very common for unions to seek strike authorization as a bargaining tactic during this phase of negotiations. Penn State continues to negotiate in good faith and remains optimistic that a fair and competitive agreement will be reached.

The University can access its property consistent with its applicable policies.

Employees in the bargaining unit cannot be compelled to work during a strike, regardless of whether they pay dues. The University will allow employees to cross the picket line and report to work during a strike, regardless of their dues paying status.

Yes.

No. Accounts will be locked for striking employees. 

A non-bargaining unit employee who is absent from work at any time without approval may not be paid for the absence and may be subject to disciplinary action.

All supervisory decisions regarding approval of requests for time off during a strike should be based on the area's operational needs.

A supervisor may take reasonable actions to respond to staffing needs during a strike such as hiring additional wage payroll, student, and/or temporary employees or reassigning work. Staffing plans should be made in consultation with the area's Human Resources Strategic Partner.

Yes., provided SERS guidelines and policy HR45 are followed.

Supervisors will be discussing with employees essential work needs for units to determine if additional help may be needed.

Specifics will be communicated to striking technical-service employees when the strike concludes.