Your elected union bargaining team reached a tentative agreement with the City on Friday, April 12. The bargaining team has voted to recommend this agreement to you for ratification.

View the schedule of ratification votes and informational meetings here.

The City is projecting a budget deficit of almost $800 million in the next two years, and a lot of the federal covid stimulus money is gone. It was a difficult time to be negotiating, but thanks to the unity of our membership, and in particular our willingness to show up at the kickoff on January 17 at City Hall, strike school, the rally at SFGH, the rally at 49 SVN, the rally at HSA, and the rally at the library, we were able to apply the pressure needed to win a strong 3-year contract with no takeaways that helps us keep up with inflation while addressing our concerns around contracting out and staffing up.

While our contract is settled, our SEIU 1021 siblings covered by the RN contract and the MTA Service Critical contract are still in negotiations and still fighting for a fair contract. We will continue to show up for them until they win fair contracts. If they should decide to vote to authorize a strike, we will exercise our fundamental legal right to honor their picket lines.

The bargaining team recommends a YES vote! Ratification vote schedule coming soon–please stay tuned!

1. Wages

   1. Base wage increases:​ 13% over 3 years

      • 2024-2025 year: 4%

        • July 1, 2024: 1.5%

        • January 4, 2025: 1.5%

        • June 30, 2025: 1%

      • 2025-2026 year: 4.5%

        • July 1, 2025: 1%

        • January 3, 2026: 1.5%

        • June 30, 2026: 2%

      • 2026-2027 year: 4.5%

        • January 2, 2027: 2%

        • At close of business June 30, 2027: 2.5%

   2. Effective July 1, 2024, a $25 per hour minimum wage for all city workers. This will represent an immediate raise of over 20% for the lowest paid thousand members of SEIU 1021.

   3. In addition, July 1, 2024, members will start seeing an extra 0.5% in our paychecks as result of changes in our required pension contributions.

   4. Finally, after 4 consecutive contract cycles of trying, we got the “off ramps” that allowed the City to delay raises in the event of a budget shortfall out of the contract.

2. Contracting out: The City spends over $500 million on “personal services contracts” per year. New language establishes that “contracting out should be used sparingly and treated as an option of last resort,” and defines a limited set of criteria for when contracting out is appropriate. Starting in 2025, there will be a new, stronger process for the union to challenge contracting out to PSCs. In addition, the City will start maintaining an online dashboard showing all budgeted and vacant positions.

3. Process for converting cat 18 TEX to permanent jobs. There are about 118 cat 18 members in SEIU 1021.

4. Restore Citywide LMC that culminates in a meeting with the mayor.

5. Increase funding for Work Training Program from $400,000 per year to $500,000 and increase hours from 8 to 16 per week for participating in training to advance in your career.

6. Telecommuting: Requests will be responded to within 30 days and the citywide LMC will monitor telecommuting issues with DHR.

7. Process to meet about career advancement for 3602—Library Pages.

8. Converted three part-time 8207—Building & Grounds Patrol Officers to full-time positions for library security.

9. Meeting about 8249/8250 Fingerprint Tech job specs.

10. Process about 2903 and 2908 Hospital Eligibility Worker classification review.

11. Process about transfer and reassignment rights for Police Services Aides.

12. Status grant for 2302—Nursing Assistant for full seniority for 2303—Certified Nursing Assistant

13. Additional compensation adjustments:

    1. Increased preceptor pay for LVNs in Jail Health from $10/day to $2/hour.

    2. Increase Lead Person Premium from $10/day to $15/day and expanding the definition.

    3. Library classifications Library Assistant, Library Technical Assistants, and Librarians I-III will get an additional 1%.

    4. 2930—Behavioral Health Clinician to get a 3% additional pay increase and 2932—Senior Behavioral Health Clinician to get an additional 3.63% pay increase.

    5. 8249—Fingerprint Technician I will receive an additional 3%.

    6. 3450—Agricultural Inspector and 6220—Weights and Measures Inspectors to get an increase of 18.50%.

    7. 1429—Nurse Staffing Assistant to get an additional increase of 3%.

    8. 3375—Animal Health Technician to get an additional increase of 21.22%.

    9. 2706—Housekeeper/Food Service Cleaner to get an additional 3%.

    10. 2907—Eligibility Worker Supervisor to get an additional 2%.

    11. Adding Field Officer Training Premium to 8217 and 8208. Also adding 8217 to the Airport Traffic Division Premium.

    12. Adding two salary steps of 5% each for 8201—Crossing Guards. Employees who were hired before July 1, 2023, will immediately go to step 2. All 8201s will go to the next step after 300 regular hours worked.

        1. Current rate of pay for 8201: $25.20.

        2. New rate of pay for 8201 with the base raise and steps as of July 1:

           1. Step 1: $25.58

           2. Step 2:  $26.86

           3. Step 3: $28.20

14. Uniform allowance:

    • Currently the uniform allowance only covers 2700 series at the airport; it will now be expanded to all 2600 and 2700 citywide.

    • JJC employees doing transports will be provided with a ballistic vest and external radios.

    • New uniform allowance for library mailroom, stockroom and delivery employees.

15. Adding ed leave for 2202, 2204, 2940, and 2944.

16. Unused floating holidays will roll over to the next fiscal year.

17. Jail Health Services employees get the same protections as JHS RNs to reassign to other DPH positions if their security clearance is revoked.

18. Discrimination: Employees filing an EEO complaint will receive an intake interview within 30 days. Also, employees filing an EEO complaint may have an attorney or union rep present during any communication.

19. Increase bereavement leave from three to five days and adding eligible family members.

20. Improved parental leave for meetings related to children’s schooling.

21. Management takeaways we defeated:

    • Proposals to extend probationary period from 6 months to one year

    • Proposal to bring furloughs back

    • Proposal to allow management to cut your pay as a form of discipline instead of suspension

    • Capping the accrual of compensatory time

    • Making written warnings not subject to the grievance process

    • Cutting standby pay from 25% to 10%

    • Taking away our legal right to sympathy strike with other unions