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Board approves SEIU contract for facilities and transportation with 3.5% annual increases and higher health contribution
Summary
The board approved a two-year collective bargaining agreement with SEIU Local 284 covering July 1, 2024 through June 30, 2026, that includes standard annual increases, targeted market adjustments, higher district contributions to family health coverage and other compensation changes.
The Richfield School Board voted May 19 to approve a tentative collective bargaining agreement with facilities and transportation employees represented by SEIU Local 284 covering July 1, 2024 through June 30, 2026.
Director of Human Resources Michelle Axel presented the agreement and called it "a strong agreement that reflects both the needs of the district and the value we place on our facilities and transportation staff." The contract was ratified by the bargaining unit before coming to the board.
Key compensation provisions included a 3.5% increase to base salary schedules for facilities staff and bus drivers in each contract year and targeted market adjustments in year two ranging from $1.50 to $2.50 per hour for several facilities classifications; bus drivers receive an additional $0.25 per hour in the market adjustments. The agreement establishes a $0.25 per hour CDL differential for employees who are not regular drivers but maintain a school bus CDL and are available to substitute.
On benefits, the district will increase its monthly contribution toward family health coverage by $100 in the first year and an additional $200 in the second year, bringing the district contribution to $1,600 per month for family coverage; district contributions to single coverage remain in place for full‑time 40‑hour employees. The agreement also increases per‑employee union uniform allowances by $25 and adds a $125 annual footwear allowance.
Other contract language changes include recognizing Juneteenth as a holiday, a new lead custodian classification at central, alignment of sick leave/PTO with Minnesota—s earned sick and safe time law, extending the probationary period from 90 days to 120 workdays, and clarifications on emergency closing language and grievance timelines. A small group of employees who were adversely affected by moving longevity step timing will receive a one‑time stipend to offset that impact, Axel said.
Board members moved and seconded approval of the agreement; the motion passed with an affirmative vote and the chair voting aye.
