Tentative Agreement Summary

Full details will be posted ASAP.

1. Pay increases of 14.5% over 3 years—6% at ratification, 4% in July 2025, 2.5% in July 2025, and 2% in January 2027
2. All full-time employees will get a lump sum bonus of $1,750 at ratification. Part-time employees will get $1,000
3. Adding two paid holidays—Juneteenth and Cesar Chavez Day
4. Providing holiday pay accrual for non-career and part-time employees
5. Vision benefits—we have not had vision benefits in the past. We will now get vision benefits that provide for hardware
6. All full-time employees will get $400 to settle some pending grievances
7. Expanded cancer screening leave from 4 to 6 hours and to cover all cancer screening recommended by the employee’s doctor
8. Substance Abuse Counselor Premium of 3% for employees who get SUD certification
9. Improved dental benefits for part-time workers. Currently part-time employees who work 20-29 hours get 75% of medical benefits but not dental. Now part-time employees will also get 75% of dental benefits.
10. Hazard pay—employees will receive a 3% differential when assigned to work in unhoused settings
11. Improved longevity pay—in 2026 longevity pay will be shortened from 20 years to 15
12. Equity adjustments for public health classifications at ratification in addition to the across-the board-increase:
    1. Mid-Level Practitioner—20% 
    2. Public Health Nurse—16%
    3. Mental Health Nurse—11%
    4. Psychiatrist—28%
    5. Registered Nurse—16%
    6. Senior Public Health Nurse—11%
13. Eliminating bottom steps for R1 and R2 to have a 15% higher starting wage
14. Adding Traumatic Event Leave—up to 8 hours of trauma leave if certain traumatic events occur at work
15. Steps for Sports Field Monitors—in 2025 Sports Field Monitors that currently have only one step will go to three pay steps with 3% between steps
16. Expanded Bereavement Leave—to allow up to five days total and expanding the definition of family members for whom we can take bereavement leave
17. Training differential of 5% for employees assigned to train other employees.
18. Improved library supervisor in charge pay to ensure a library supervisor in charge is assigned at all times with a 5% differential
19. Premium pay for Information Systems Specialist of 2% for certain certifications
20. Sports Field monitors to get rain gear, and increasing shoe allowance to $300
21. Ensure quarterly testing for employees to qualify for bilingual pay
22. Including maintenance of dental and vision benefits for employees on Sabbatical Leave
23. Timeline for the City to respond to desk audits
24. Improved nondiscrimination protections to include harassment as well as discrimination, and to provide the right to union representation during a complaint procedure.
25. Expanding the definition of a grievance to include formal administrative regulations
26. Arbitrator selection—language changes to speed up arbitration of grievances
27. Equity studies during the life of the agreement—Application Programmer Analyst 2, Building Inspector, Housing Inspector, Recreation Activity Leader, and Management Analyst series. Also adding Alameda Health System to the list of agreed-upon comparison employers for public health classifications. 
28. Current contract language limits leave for union business to up to 4 weeks and the new language allows longer union leave