Please note, this table only reflects major pointsCentral Table Tentative Agreement 2021of proposals. Not every aspect of every proposal is reflected below. For more detail, please reach out to your coalition’s central table bargaining delegate. Last updated 7/19/21.
PRIORITY ISSUES | ||
TENTATIVE AGREEMENT: | ||
Across-the-board Raises | 12/1/21: 2.5%, but no less than $85/mo
12/1/22: 3.1%, but no less than $100/mo |
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Steps | Steps both years of the contract!* | |
Insurance | No increases to health insurance premium shares, and our union made sure no additional health care costs were pushed to members through plan design, while also expanding access and affordability to fertility coverage and making advances in health equity | |
COVID Hazard Pay | One-time payment for workers with at least 12 weeks of mandatory, non-telecommuting hours between 3/8/20 and 6/30/21
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Holidays | Adds Juneteenth as a holiday, and expands use of “Special Day” to entire calendar year | |
Essential Worker Differential | $1/hr for employees required to work in person when situations exist that would otherwise allow employees to utilize inclement weather/hazardous conditions leave** | |
Telework/ Telecommuting | Encourages working remotely where it is a viable option that benefits employee and agency; Cannot be arbitrarily denied or rescinded; Employee will have access to inclement weather leave language if a utility outage prohibits working remotely; Agency will provide necessary technology equipment and office supplies to employee working remotely; violations of this article are grievable through step 3; and more! | |
Inclement Weather/ Hazardous Conditions/Wildfire Protections | Improvements to essential employee and hazardous/inclement conditions leave; Adds protections for unsafe air quality; Protections for workers who lose access to their home due to natural disaster, and more! |
*Employees who “topped out” will not receive steps; Employees who become “topped out” during the first year of the contract will not receive a step in the second year of the contract.
**This differential will not apply to employees whose primary job functions include responding to inclement weather or hazardous conditions or who live at their work site.
COMPREHENSIVE PROPOSAL LIST | ||
Please note, this table only reflects major points of proposals. Not every aspect of every proposal is reflected below. For more detail, please reach out to your coalition’s central table bargaining delegate. | ||
Article | TENTATIVE AGREEMENT | |
Article 4 – Term of Agreement | 2 year contract, expiring June 30, 2023 | |
10 – Union Rights |
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13 – Contracting Out | Current Contract Language. | |
19 – Personnel Records |
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20 – Investigations, Discipline, & Discharge |
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21 – Grievance Procedure |
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26 – Differentials |
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27 – Salary Increase |
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29 – Salary Administration |
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31 – Insurance | No increases to health insurance premium shares, and our union made sure no additional health care costs were pushed to members through plan design, while also expanding access and affordability to fertility coverage and making advances in health equity | |
34 – Standby/On-call | On call hours assigned on holidays paid at time and one-half regular hourly rate. | |
40 – Penalty Pay | Shift differential shall be paid in accordance with article 26. | |
43 – Career Development |
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45 – Filling of Vacancies |
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49 – Trial Service |
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56 – Sick Leave | Current contract language. | |
58 – Holidays |
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61 – Leaves of Absence Without Pay |
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65 – Search and Rescue/ Disaster Response | Current contract language. | |
66 – Vacation | Current contract language. | |
81 – Reclassification |
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85 – Position Descriptions & Performance Evaluations | Changes annual performance evaluations to “quarterly check-ins”
If quarterly check-in missed, employee may request a check-in and it will be scheduled within 30 days. |
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90 – Work Schedules | Centralizes factors to be considered for alternate schedules, applies them to all coalitions. | |
101 – Safety and Health | State will research their ability to provide active shooter training to employees. | |
107 – On-the-job injury | If an employee is injured on the job they will be paid for the remainder of their shift provided they seek medical attention within three days and they file a workers’ comp claim. | |
123 – Inclement or Hazardous Conditions |
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New LOA – Air Quality | Creates new LOA on air quality that ensures employees working outdoors when AQI is above 151 will be provided recommended OSHA safety equipment and allows for Article 123 and LOA 123 to apply when air quality causes building closures or curtailments. | |
123 – Inclement or Hazardous Conditions (LOA) |
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125 – Technological Change/ Retraining |
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138 – Telecommuting & Teleworking |
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Computer and Internet Access (new LOA) | Creates a new LOA that requires managers to grant employees without regular internet access during the course of their normal work duties time each day (other than rest periods/breaks) to access a computer with internet to check email and other work-related software systems. | |
Insurance Savings Account (LOA) | Current Contract Language. | |
Contract Specialists LOA |
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ADA Accommodations (LOA) |
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Creating Healthy Worksites (LOA) |
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Volunteer Firefighter Leave (LOA) | Subject to operating needs, an employee may use accrued leave or leave without pay to attend firefighting training. | |
Pay Equity Adjustments (LOA) |
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Wildfire Season (LOA) |
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State Worker Training Fund (LOA) |
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Child & Elder Care Exploratory Committee (New LOA) |
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Safety Committees (New Article) | No new contract language | |
Hiring Advisory Committee (New LOA) | No new contract language | |
Epidemiologists (New LOA) | No new contract language | |
Staff & Career Development (New LOA) | No new contract language | |
Trauma-Informed and Suicide Prevention Training (New LOA) |
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Catastrophic Leave Bank (New LOA) | No new contract language | |
Paid Family Medical Leave (New LOA) | No new contract language | |
State of Emergency (New LOA) | No new contract language | |
Payroll Computation Procedures (New LOA) |
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Pandemic Recognition Pay (new LOA) | One-time payment for workers with at least 12 weeks of mandatory, non-telecommuting hours between 3/8/20 and 6/30/21
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Truncated Names (new LOA) | Creates a committee to work with Agencies to develop practices regarding truncated names. |