City of Richmond Part-Time Chapter, Tentative Agreement Summary
Term: July 1, 2021 through June 30, 2025
January 1, 2023 – 5.0%
January 1, 2024 – 4.0%
January 1, 2025 – 4.0%
One-Time Bonus Payment:
For workers with a total of 4,500 hours with the City OR hired on/before July 1, 2015, they shall each receive a one-time bonus payment. The payment shall be pro-rated based on the worker’s hours over the previous year. The worker’s total hours in the past year are divided by the number of total full-time hours for the classification. (For example, an employee who worked 1,040 hours in a position with a normal workweek of 40 hours would be considered a 0.5 FTE.) The resulting fraction is multiplied by $3,800.00 to determine the amount of the payment. The payment is subject to applicable withholdings, and will arrive in a separate check from the usual paycheck.
Classification and Compensation Study
Upon completion of the City’s classification and compensation study, the Union and the City shall meet about possible additional wage increases for positions found to be compensated below the market rate in the area. Compensation cannot be decreased during this reopener.
Retiree Medical (OPEB) Contribution:
Effective January 1, 2024, only for employees receiving medical benefits from the City, employees will begin contributing to their retiree medical benefits. The contribution is on a sliding scale, determined by “Step 2” of the classification’s wage scale. If Step 2 in the scale for your classification earns $60,000 or less per year, the contribution shall be $50.00 per month. If Step 2 in the scale for your classification earns between $60,000 and $80,000 per year, the contribution shall be $75.00 per month. If Step 2 in the scale for your classification earns more than $80,000 per year, the contribution shall be $100.00 per month. All threshold amounts and employee contributions shall be pro-rated based on the worker’s FTE.
Bilingual Pay for eligible employees shall increase to $200 per month, upon certification.
For employees who are required to wear safety shoes/boots by the City, they shall bereimbursed up to $300.
The grievance procedure has been simplified, especially for appeals of disciplinary action of Group I workers. Employee rights to rebut written reprimands have been recognized. Skelly Officers reviewing disciplinary action shall be impartial and from a different department. Dues Deduction: The process for deducting Union Dues has been brought up-to-date with legal and technological developments.
The Union shall have access to New Employee Orientation for 30-minute presentations to inform employees about their contract rights and sign up new members. The language regarding Union Rights and City Rights has been updated and clarified.