Teamsters Contract Negotiations

Picketing Actions During the Strike

The University of Minnesota respects our employees’ rights to collectively bargain and participate in lawful picketing. Reports we have received about the actions of some picketers on our Twin Cities and Duluth campuses, however, threaten the community’s safety and are extremely concerning.

Today, the University received a report that picketers verbally threatened to report temporary workers to Immigration and Customs Enforcement (ICE) if they worked during the strike. Yesterday morning at the University of Minnesota Duluth, University officers identified the Teamsters Local 320 president in security footage smashing a sign on a vehicle, with the driver subsequently confirming the account, and issued two citations, one for disorderly conduct and one for interfering with the use of a public roadway. This morning, picketers blocked deliveries of essential supplies to M Health Fairview University of Minnesota Medical Center. Intervention from security services and police was required to ensure delivery. 

Threatening people based on their national origin, damaging private property, and preventing supplies from being delivered to a critical healthcare facility are unacceptable actions and will not be tolerated. The University expects that individuals engaging in actions similar to those described above will immediately cease any conduct that endangers safety, damages property, or interferes with operations. The University of Minnesota prioritizes safety and will take the necessary steps to ensure that the University, its students, employees, and the public are safe. 

Teamsters Turn Down Offer

September 5, 2025

On September 5, the members of Teamsters Local 320 turned down the University of Minnesota’s Last, Best, and Final Offer. Teamsters indicated they may strike systemwide at a time yet to be determined.

The University has developed plans to ensure that vital services continue. 

Minnesota Daily Correction

September 3, 2025

The Minnesota Daily corrected a September 3 article stating that Teamsters turned down the University’s Last, Best and Final offer (LBFO. Voting on the offer is continuing as scheduled this week. All votes will be counted on Friday, September 5, and the results will be announced at that time. 

Earlier today, the University presented Teamsters Local 320 with a Last, Best and Final offer (LBFO). This offer expires on September 5, 2025, or if there is a strike, whichever comes first.

The Teamsters have stated that they will postpone the strike and take this offer to their members for a vote.

The University of Minnesota values all of our team members and strives to provide a truly welcoming culture for our workforce. This LBFO strives to balance the needs and desires of Teamster Local 320 members with the University’s obligation to its many stakeholders to be fiscally responsible.

View Last, Best and Final Offer Visual Guide (PDF)
 

Teamsters Contract Negotiations Update 

August 18, 2025

Recent public statements from Teamsters Local 320 mischaracterize the University’s latest proposal during mediation on August 15. Specifically, Teamsters mischaracterized the University’s proposed wage increases, market adjustments, shift differential increases, health care premiums, and respectful workplace language.  The University is sharing a summary of its most recent proposal so employees and community members are aware of the actual offer.  

Mediation resumes on Monday, August 18, and the University will continue to engage in good faith to reach an agreement. Given our current and future financial constraints, a strike will not increase the value of the University’s offer. The University does not want a strike because it would harm our community, including our striking employees. The University has offered a 1.5-year contract to Teamsters Local 320.

Economics 

Year 1 (July 1, 2025 - June 30, 2026) 

• 3% increase for all pay steps (retroactive pay back to July 1, 2025)
• 1% market adjustment
  • Shift differential increases  (retroactive pay back to July 1, 2025)
    • 2nd shift: from $0.55 to $0.90 per hour
    • 3rd shift: from $0.70 to $1.10 per hour
  • Market adjustments (retroactive pay back to July 1, 2025)
    • .5% increase to the following job codes:
      • 6052 - General Mechanic
    • 1% increase to the following job codes:
      • 6079 - Heavy Equipment Mechanic
      • 6087 - Maintenance Equipment Operator
      • 6086 - Vehicle Mechanic
      • 6037 - Farm Equipment Operator
      • 6039 - Farm Animal Attendant
      • 6032 - Mechanic 2
      • 6040 - Assistant Gardener
    • .5% increase to the top step only in all job codes not receiving a market adjustment increase (retroactive pay back to July 1, 2025)

Year 2 (July 1, 2026 - December 31, 2026) 

• 1.5% increase to all pay steps or the BOR-Approved Compensation Plan, whichever is higher.  The Teamsters have communicated the amount as 1.5%; however, 1.5% is the minimum in the University proposal.
• Market adjustments
  • Shift differential increases
    • 2nd shift: from $0.90 to $1.00 per hour
    • 3rd shift: from  $1.10 to $1.25 per hour
  • .5% increase to the top step only in all job codes 

The total economic package for the Teamsters is approximately $2.8 million in increases in year 1 and a guarantee of approximately $1.1 million in increases in year 2, which could be higher if the Board of Regents approves a salary increase greater than 1.5%. Over the last three years, the Board of Regents has approved salary increases of 3.0% (FY25), 3.75% (FY24), and 3.85% (FY23), respectively.

Non-Economics

The open and remaining non-economic item is the Respectful Workplace article. The University has proposed the contract language below. A Respectful Workplace article is not in the current collective bargaining agreement, and it is a very important topic for the University.  The University believes that mediation is a more effective route for grievance resolution than arbitration.  

Article 7 - Respectful Workplace:

a. 7.1 The employer will strive to provide all employees a positive, respectful and productive work environment, free from behavior, actions, or language that disrespects, intimidates, threatens, humiliates, and/or is violent, abusive or hostile. 

The parties acknowledge that normal exercise of supervisory responsibilities in the workplace, such as providing work direction, performance management, and disciplinary action, does not constitute disrespectful behavior when conducted in a professional manner.

Problem Solving: Employees and supervisors are encouraged to attempt to resolve on an informal basis at the earliest opportunity. Unless mutually agreed between the Employer and the Union, problem-solving discussions shall not extend the deadlines for filing a grievance. The Union Steward shall present to the appropriate supervisor a written request for a meeting. If the supervisor agrees to a problem-solving meeting, this meeting shall be held within fourteen (14) calendar days of receipt of the request. The supervisor, employee, Union Steward, and up to one (1) other management person shall attempt to resolve the problem through direct and forthright communication. 

This Article is not subject to the grievance and arbitration procedure beyond step 3. If a grievance is not resolved at Step 3, the Parties may agree to participate in confidential and non-binding grievance mediation with the assistance of the Bureau of Mediation Services for the purpose of attempting to resolve the matter.

b. Add a memorandum of understanding (MOU): Respectful Workplace will be a standing labor management committee (LMC) agenda item for the duration of the current collective bargaining agreement (CBA).

Medical Premiums

The following communication was sent to all faculty and staff systemwide on Tuesday, August 12, 2025.

Dear Member of the University Community,

On August 7, Teamsters Local 320 filed a notice of intent to strike with the Bureau of Mediation Services (BMS). This action activated a mandatory 10-day cooling period during which both parties will engage in intensive mediation with the goal of reaching an agreement. 

The University is fully committed to finding common ground to avoid a disruptive strike. We believe a strike would harm our community, including the striking employees. We look forward to joining the Teamsters at the bargaining table in the coming days to reach a fair and equitable agreement. If an agreement is not reached, Teamsters’ legal right to initiate a strike begins on August 19. At this time, it is unknown whether and when Teamsters will strike.

As we continue to engage union leadership, every campus, college, and unit is developing plans to minimize the impact on students, faculty, staff, and the community. Our goal is for all campus operations—including public safety, student services, research, residence halls, dining, and classrooms—to continue as much as possible, but recognize there could be potential changes to hours, offerings, and schedules. 

We will continue to keep you informed as this situation develops. We appreciate your patience and understanding as we work through this process. For the most current information, please visit the OHR website.

Sincerely,

Kenneth E. Horstman
Vice President for Human Resources

Gretchen Ritter
Executive Vice President and Provost

Gregg Goldman
Executive Vice President for Finance & Operations

Teamsters File an Intent to Strike 

The University met with Teamsters 320 representatives in mediation with the Bureau of Mediation Services on July 24. 

Per the Bureau of Mediation Services, during mediation, both parties are expected to keep discussions, offers, and counter-offers confidential to support a productive session. The University respects and honors the confidential nature of these discussions and is disappointed that Teamsters Local 320 has not taken the same approach based on their recent communications. Because of this commitment, the University will not be publicly responding to the union’s most recent mischaracterization of the University’s position(s).

For details on the University’s offers during pre-mediation and earlier negotiations sessions, review the update archive on this page.

The Minnesota Bureau of Mediation Services (BMS) confirmed receipt of the University’s mediation petition filed on June 10. Two in-person mediation sessions between the University and Teamsters Local 320 have been scheduled for July 24 and August 6. Per BMS policy, the mediation sessions will be closed to the public and media.

The current collective bargaining agreement expired June 30, 2025.

Although the University has made efforts to reach an agreement on an updated contract with Teamsters Local 320, we have been unable to resolve key issues to date. The University aims to make additional progress in the negotiations and reach an agreement with Teamsters Local 320, and took the step to request mediation through the Bureau of Mediation Services (BMS) on June 10. 

Mediation will help both parties work toward reaching an agreement on the collective bargaining agreement set to expire on June 30, 2025.

The University of Minnesota and Teamsters Local 320 met on May 27 for a fourth negotiation session. The parties were able to reach tentative agreements on the following items:

• Work week scheduling requirements for identified Athletics job classifications
• The incorporation of certain existing Memoranda of Understanding into the body of the collective bargaining agreement

Next Steps

The next Teamsters and U of M bargaining session is scheduled for June 5, 2025.

The third bargaining session between the University and Teamsters Local 320 occurred on May 9. 

Together, the parties reached tentative agreement(s) on the following items: 

• Adding Juneteenth as an ongoing recognized holiday.
• Access to meeting space.
• Personnel file rebuttal process. 

Next Steps

The parties will meet again on May 27, 2025.

The University of Minnesota and Teamsters Local 320 met for the second time during this current negotiation cycle on April 18. Together, the parties reached tentative agreements on the following items:

• Leave for death in the family
• Step order name - “prob” then “1”
• Transit Pass Memorandum of Understanding (pg 63) renewed
• Minnesota Drive Memorandum of Understanding (pg 50) renewed
• Non-substantive changes 

Next Steps

The parties will meet again on May 9, 2025.

The University of Minnesota and Teamsters Local 320 met on March 27 to begin negotiations on renewing the collective bargaining agreement that expires on June 30, 2025. 

Next Steps

The next meeting date is scheduled for April 18, 2025.