We’re excited to announce that after dozens of hours of marathon bargaining– our Central Table Bargaining Team has reached a Tentative Agreement!
This victory was hard won by the bargaining team and all of us who took action during this campaign by purpling up, coming to rallies and informational pickets, sending emails to decision-makers, and signing strike pledges. Our union actions made a difference in the bargaining team’s efforts to come to agreement on a settlement that includes the best COLAs our union has seen in decades, as well as a one-time payment of $1,500 (paid in September so workers can start to see relief from inflation as soon as possible). This agreement also maintains our steps and health insurance, improves workers’ ability to use our contract to address workplace discrimination, strengthen our union, and much more.
While we didn’t agree to management’s proposal to transition to biweekly pay, we did agree to form a committee of union members and management that will look at the potential impact of biweekly pay on workers and on our union contract.
Be sure to share the good news with your co-workers; if they’re not union members, encourage them to join!
These wins happen because of member participation. When we work together, everything is possible! Here is an overview of the Tentative Agreement:
NEW Contract Highlights
- All State workers will receive a cost-of-living adjustment of 6.5% on 12/1/23 and 6.55% on 1/1/25 or 2/1/25 (depending on whether additional funding is allocated by the legislature).
- A one-time payment of $1,500—included as wages—on our September 1, 2023 paycheck (for employees employed as of 7/1/23 and still employed 8/24/23).
- Step increases for both years of the contract.
- No state worker will be paid less than $21.06 per hour after April 2024.
- Maintain current contract language on Health Insurance (1% and 5% premium shares depending on plan).
- Maintain current monthly pay system (no bi-weekly pay) with a joint labor-management committee to consider impacts of a potential transition to biweekly pay.
Safe & Equitable Workplaces
- Improved ability to use grievance procedure to address workplace discrimination/harassment and expanded ability to have stewards represent us while dealing with discrimination and harassment issues.
- Improved access for critical incident leave.
- Leave for the entire day—instead of half of the day—for Inclement Weather and Hazardous Conditions closures and inaccessible worksites. Essential workers will now also qualify for this leave.
- Increased telecommuting rights that will allow temporary modifications to remote work assignments, and requirements for management to perform specific assessment of remote work suitability when considering requests to work remotely.
- Clarified in our contract that we can use sick leave for preventative, wellness, and mental health care, as long this care is covered in our benefit package.
- Sick leave will now be included as time worked for overtime calculation purposes.
- Minimum pay of 1-hour for remote workers who perform work while on call without having to report to a physical worksite.
- Joint labor-management committee to examine and discuss data on agency recruitment, retention, and vacancy rates.
- Full holiday pay for workers even if they take leave without pay during that month.
- Access to vacation leave for workers who are in their first 6 months of employment.
A Strong Union
- Better access to our Union organizers while we’re on the job.
- Requirements for all agencies to hold New Employee Orientations with presentations from a Union representative within 30-days of hire.
And, much more!
What’s the next step? The agreement is tentative until members vote to ratify the contract. We will have updates in the coming week about the ratification timeframe and process. The contract will not go into effect until members vote to ratify. Please note, only members of the Union are allowed to vote. If you are not a member, you should join the union and then you can participate.