We continue to make progress at the bargaining table as we head into the final stages of negotiations. This past week we reached a tentative agreement on several more issues, including one of our priority non-economic issues – expanding telework. Check out the highlights below, and read the latest on all proposals.

Here are a few highlights

  • Expanded access to telework. New language encourages working remotely and simplifies eligibility for remote work: if your duties can successfully be performed remotely, you’re eligible; adds timelines for management to respond to remote working requests; and requests cannot be arbitrarily denied or rescinded. Employees will have access to inclement weather leave language if a utility outage prohibits work. The agency will provide basic technology equipment and office supplies to employees working remotely. Violations of this article are grievable through step 3.
  • Steps in both years. We’ve been in agreement with management on this for a while, but we’ve locked in the language, and steps will be guaranteed for both years of the contract to all workers who are not topped out.
  • Access to alternate work schedules. Sets standard criteria for approval of alternate work schedules, making this process easier to enforce.
  • Career development. Expands the opportunity to meet and discuss career and professional development opportunities with managers through non-disciplinary quarterly check-ins and requested meetings rather than  annual “performance evaluations”.
  • Holiday pay for on-call duty. Employees assigned to be on-call on holidays will now receive on-call pay at 1 ½ times their regular hourly rate.
    We’re making progress at the Capitol, too! The past two weeks many of you have called the Governor and legislative leaders to let them know we need to fund essential worker pay for state employees and all workers who had to mask up and come to work throughout the pandemic. The sacrifice these employees made – risking health of self and family – needs to be recognized. We don’t have a win on this yet, but the pressure is working, and we’re making progress. Thanks to everyone who has made a call so far – if you haven’t done so already, take action here.

Finally, on June 24th we’re holding a Tele-Town Hall to give everyone the latest updates from the legislature and the bargaining table and to share what actions are needed in the final days to settle this contract. This will be an interactive call with opportunities to ask questions. We hope you can join us!


Across-the-board Raises – 7/1/21: 3% or $100/mo, whichever is greater

– 7/1/22: 3% or $100/mo, whichever is greater

– 10/1/21: 2%*

– 7/1/22: 1.85%*

4/1/21 – union & management
Steps Tentative Agreement! Steps both years of the contract!**
Insurance Reduce employee premium share for lower cost plans from 1% to 0% Status quo 4/1/21 – union & management
COVID Hazard Pay $5/hr for all non-telecommuting work hours between 3/8/20 and 6/30/21 Nothing 4/1/21 – union 
Essential Worker Differential Employees required to work in person when offices and/or services are otherwise closed will get a $5/hr differential for all non-telecommuting hours worked Nothing 4/1/21 – union
Telework/ Telecommuting Tentative Agreement! 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 Leave bank increased to 80 hrs/biennium; Office closures tied to air quality index; Limits on outdoor work in unhealthy air conditions; safety equipment required; continue protections for employees who lose their home to wildfire, and more! Nothing 4/1/21 – union

*Contingent on $190M salary pot in final legislative budget

**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.