Massachusetts parents are among those nationwide breathing easier after First Student and the Teamsters reached a tentative agreement, averting a nationwide school bus driver strike.

The labor deal was announced Tuesday ahead of a contract deadline and after two days of bargaining meetings.

Last week, union members voted to authorize a strike if negotiations completely broke down. The Teamsters represents more than 17,000 First Student school bus drivers nationwide, including those serving multiple districts in Massachusetts.

Union leaders said the agreement came after workers signaled they were prepared to walk off the job if necessary. The hang up had been benefits and time off. The tentative agreement is providing sronger retirement benefits, improved access to health care benefits, and robust contractual protections for all members, according to the Teamsters.

“First Student Teamsters were unified and prepared to take on this company nationwide,” Teamsters General President Sean O’Brien said in a statement. “Our solidarity forced real movement at the bargaining table, and we delivered a contract in the 11th hour that honors the critical work our members do every day.”

According to the union, the tentative labor deal establishes a national framework for wages and benefits, including stronger retirement plans, improved access to health care and enhanced contractual protections. Local unions will continue negotiating additional terms, and members are expected to vote on the agreement in the coming weeks.

“This tentative agreement is the direct result of members standing shoulder to shoulder and refusing to settle for less,” said Matt Taibi, director of the Teamsters Passenger Transportation Division. “Workers showed the company they were prepared to strike if necessary, and that solidarity made the difference at the bargaining table.”

First Student confirmed the agreement in a statement to STN, calling it “a tentative agreement on a new, fair National Master First Student Agreement.” The company said the proposal will now move through the union’s ratification process with the bargaining team’s full support.

“There has been no disruption to service, and we will continue to operate as normal,” a company spokesperson said. “We appreciate the professionalism and engagement of everyone involved in reaching this milestone.”

The agreement eases concerns for families who rely on school bus service. In Massachusetts, parents had expressed concern that a strike would create significant challenges for working households with limited transportation options.

Labor Deal Avoids Parental, School Disruptions

First Student provides transportation services for several school districts across the state, among the hundreds in 40 other states. Many communities depend heavily on the company’s drivers to maintain daily school bus and classroom operations. A disruption in service could have forced families to make last-minute arrangements or keep students at home.

School officials had also warned through local news reports that even the threat of a strike added strain to an already tight transportation system. In Wayland, Superintendent David Fleishman pointed to an ongoing shortage of drivers.

“It’s challenging when there is not a strike,” Fleishman said. “We are hopeful this will be settled since kids need to be in school and school needs to be open.”

Transportation shortages have affected some districts in recent years, with fewer drivers available to cover routes. Officials said a strike would have further complicated efforts to ensure students arrive safely and on time.

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Related: School Bus Strike in Connecticut Ends
Related: Iowa Bus Driver Fighting for Improved Wages, Benefits
Related: Massachusetts School Bus Contractor Sued After Driver Accused of Striking Pedestrians
Related: Massachusetts Governor Calls in National Guard Troops as School Bus Drivers

The post Labor Deal Averts Potential School Bus Strike, Easing Concerns for Parents appeared first on School Transportation News.

Staff members at two Wisconsin mental health clinics are seeking union representation after what some employees describe as policy changes that have increased client caseloads and reduced one-on-one care for clients.

The clinics — one in Madison and one in West Allis — are owned by Wisconsin-based Rogers Behavioral Health. The Oconomowoc-based nonprofit organization operates a network of mental health hospitals, residential treatment clinics and outpatient clinics in 10 states.

Starting Monday, officials with the National Labor Relations Board will hold a hearing in Milwaukee to set union election dates for 63 employees in West Allis and 35 in Madison.

The hearing is expected to take up to three days, according to documents filed with the NLRB by a lawyer representing Rogers. The case will entail “extensive testimonial and documentary evidence” about which employees at each location should be included in the vote, the attorney stated in a motion to schedule the hearing and reserve the dates.

Workers at the West Allis and Madison locations want to join the National Union of Healthcare Workers. The California-based NUHW already represents Rogers employees at three locations in California as well as one in Pennsylvania.

Three employees at the West Allis clinic have been fired, according to the union, which has filed an unfair labor practice charge with the NLRB. The union is accusing Rogers of violating federal labor law by retaliating against the terminated health professionals for supporting the union.

The Wisconsin Examiner sent email messages to Rogers Friday morning, Feb. 20, seeking comment about the union drive, and at the invitation of the organization’s communications office sent five questions Friday afternoon. Rogers has not responded; this report will be updated with comments Rogers supplies.

Clinic employees cite increased caseloads

Employees involved in the union drive said in interviews that they and their colleagues enjoyed their jobs and caring for their patients. But recent changes, they said, have made their work more difficult and didn’t benefit patients.

“When I first started, people were pretty happy and satisfied with their roles,” said T’Anna Holst, a therapist who works at the West Allis clinic. “As time goes on, caseloads kept increasing for therapists.”

Other program changes reduced patients’ ability to have individual time with their clinicians, which “was really unfortunate for us, but also for the patients, who were expecting that when they come to our program,” Holst said.

“All of the changes were about increasing the number of patients that were coming into the building,” said Stephanie Lohman, a nurse practitioner. “It did not seem to have a cohesive plan and no plan would be communicated.”

Lohman said she is one of the three employees fired from the West Allis clinic, and that her termination came the Monday after she and nearly a dozen other coworkers had presented a petition seeking union recognition. When she directly asked the upper level executive who fired her, she said, she was explicitly told  she was being dismissed “without cause.”

“Our local leaders, including my direct boss, were not aware this was happening,” Lohman said, adding that she was not given time to prepare notes in order to transfer coverage for the patients in her care.

Patient advocacy

At the Madison clinic, Erin Quinlan is a behavioral specialist whose job includes assisting therapists and helping to conduct group therapy sessions.

“The people that I work with are incredible,” Quinlan said. “They care very, very deeply about the work that they do and having a positive impact on the lives of patients.”

After she was hired in July 2024, “Caseloads increased and individual time with patients was decreasing,” Quinlan said. “I just became concerned about how that was impacting our being able to support those patients.”

Coworkers shared those concerns, she said.

Employees said they were left with the impression that the changes that concerned them were coming from higher up in the organization’s hierarchy, not their local managers.

Lohman said that in measuring staff productivity, the organization moved to relying on “metrics like visits per day.” That replaced a system that took into account that some patients needed more time than others, she said.

Increased caseloads were presented as ways to increase the number of patients being served, Lohman said, but instead, employees were working “to their maximum capacity, ignoring actual patient or worker needs.”

At the clinic level, “Rogers is run by caring professionals,” she said. “Despite the corporate push to do metric care, patient-centered care continues to be done.”

All three employees said they and their coworkers believed forming a union and being able to bargain collectively would give them a stronger voice as advocates for their patients.

“I take being an advocate and speaking up as a very important part of my job,” Quinlan said. She added that she routinely sought to raise concerns with “anyone who would listen, including management.”

She said she got no response, however. “It was because I didn’t really see any return communication, that was when I made the decision to go to the union,” Quinlan said.

Both the Madison and West Allis groups initially petitioned for Rogers to voluntarily recognize the union, citing large majorities of supporters. The organization rejected those requests, and union supporters then sent petitions for elections to the NLRB.

Union represents other Rogers workers

The NUHW grew out of a California health care union that was founded in the 1930s and subsequently joined what would later become the Service Employees International Union. After an acrimonious split from SEIU in 2009, the National Union of Healthcare Workers formed as an independent union.

An unsigned memo from the organization urging employees to vote against the union was briefly posted at the Madison clinic in the days after members petitioned for union representation Jan. 23. The Wisconsin Examiner obtained a photograph of the memo, which employees said was later taken down.

The memo describes the union as having “no experience or connection in Wisconsin.” It does not state that Rogers employees in four other U.S. clinics are now represented by the union.

Employees at a Rogers mental health and addiction services clinic in Walnut Creek, California, voted for the union to represent them in 2023 and settled a first contract in 2024.

“It’s an excellent contract,” said NUHW’s communications director, Matt Artz, and included “substantial salary increases and caseload limits,” according to the union’s website.

After employees at Rogers clinics in Los Angeles and San Diego petitioned for union representation, the union was recognized voluntarily at those locations, which then negotiated contracts similar to the agreement at Walnut Creek, Artz said. In December 2025, a Rogers clinic in Philadelphia also voluntarily recognized the union after being petitioned by employees there. 

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