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Committee advances 24 successor MOUs covering most city employees
Summary
The committee reviewed and recommended 24 successor memoranda of understanding covering nearly all city employees (excluding nurses and sworn police/fire). Staff said the deals yield roughly 11% general wage growth over three years with safeguards for downturns and targeted equity adjustments for lower‑wage workers.
The Government Audit and Oversight Committee on June 6 recommended 24 successor labor agreements and MOUs for adoption by the full Board. Carol Eisen, Employee Relations Director, described the negotiations as extensive—nearly 400 bargaining sessions yielding settlements for the majority of city classifications.
Eisen said the negotiated package provides roughly an 11% general wage increase over three years with mechanisms that delay but do not cancel increases if a joint financial report later shows a deficit of $200 million or more in years two or three. She said targeted wage‑equity adjustments were included, notably raising crossing guards' base rate by $2 per hour and adding a 5% increase for sheriff’s cadets on top of general increases. Other changes address comp‑time caps, exempt‑position conversion processes (category 17/18), and grievance procedures; contract language also aligns MOUs with a gender‑neutral executive order and updates union security provisions consistent with recent court decisions.
Eisen reported most unions have ratified agreements or reached tentative settlement; police and fire remain on separate timelines. The committee moved items 4–30 to the full Board without objection. Members thanked staff for an apparently non‑contentious bargaining round but asked for follow‑up on specific provisions affecting exempt positions and how conversion processes will be tracked.
