The bargaining team has signed a tentative agreement (TA) with the City of Emeryville! 

Details of the agreement are below, and the complete signed documents are attached to this post. The bargaining team strongly recommends you vote “YES” to ratify this contract.

The next step is for our members to vote. Voting will take place from 8 a.m. Friday, August 28 through 5 p.m., Monday, August 31. Voting will be online, and members will receive links to vote at their personal email addresses and via text message. Your vote will only be counted once, so please vote using only one of these options. If you do not receive a ballot by 10 a.m. on Friday, August 28, please call the Member Resource Center at 877-687-1021.

Tentative Agreement Summary

Changes affecting all members:

• Two-year Contract: July 1, 2026 – June 30, 2028
• Salary: 3% + 3% increase; backpay will be given as lump sum
• One-Time Lump Sum: Each member will receive $1,000
• Retired Employees – Health Benefits: Previous language was out-of-date. New language now reflects actual State law and City process.
• Definition of Immediate Family (Family Sick Leave and Bereavement): Up to 6 chosen family members — no pre-submitted list required, must identify the person at the time of request.
• Payment of Unused Sick Leave: Reorganizes to be clearer and accurately reflects differences between the 40- vs 35-hour workweek
• Acting Pay: Acting pay can now be received as soon as you start working in a higher classification
• Union Leave: Increased to 24 hours of release time
• Medical In-Lieu: Rewritten to follow State law. Lays out requirements for eligibility
• Performance Evaluation: Establishes a timeline for annual performance evaluation
• General Clean Up: Removes language from previous MOU regarding Market Adjustment; Recruitment and Retention Adjustments; and References to MESA

Changes affecting specific departments:

• Public Works – Uniform Allowance: Starting in 2027, total allowance will increase to $800, paid out in biweekly installments
• PD – Period of Probation: City may, with mutual agreement with the Union, extend the probationary period for new PD employees an additional 3 months
• PD – Training Differential: Training differential can be received by all PD employees who are assigned to train.

Future action required:

Within 180 days of contract approval, SEIU and the City will form subcommittees to discuss. Volunteers are needed.

• Side Letter on Bilingual Pay, Commuter Benefits, Tuition Reimbursement, and Vacation Sellback
• Side Letter for Dispatch Trainee Classification