After 3 Years Tentative Agreement Reached with City of Hayward!

Here is a brief snap shot of the Tentative Agreement reached with the City of Hayward.

TERM:

  • 2.7 Years (10/15 – 6/30/18)

The change from start and end dates in September/October to a June/July contract means we realigned bargaining with the beginning and end of the fiscal year. Also, it means that the value of the Cost of Living Adjustment (COLA) increases are worth more than if they were spread out over a full three years

COLA:

  • 3% - (upon ratification and Council approval)
  • 2.5% - 7/1/16
  • 2.5% - 7/1/17

ALTERNATIVE BENEFIT

  • Increases to the alternative benefit:

Single from $150 to $210

Two persons from $270 to $380

Two persons plus from $350 to $500

MEAL ALLOWANCE:

  • Increased from $10 to $15

PROFESSIONAL DEVELOPMENT:

  • $250 per year

HEALTH AND WELLNESS:

  • $50 per month

OPEB CONTRIBUTION:

  • Eliminated: the $35 per paycheck that people have been contributing to the OPEB has been eliminated, saving $70 per month

COST SHARING

PERS CONTRIBUTIONS:

  • 1% (upon ratification and Council approval)
  • 1% - 7/1/16
  • 1% - 7/1/17

This was a major sticking point during the entire two years of bargaining. Ultimately, we decided that to get a contract in place, we would need to move on this issue. The 3% total, at the end of the contract, is the same that HAME has been paying for several years, and below the total amount SEIU will be paying at the end of the their contract (4.5%)

MEDICAL CONTRIBUTIONS:

  • 5% (upon ratification and Council approval)
  • 10% - 7/1/17

This was another major issue in bargaining. Ultimately, based on trends of healthcare contributions around the Bay Area, and the fact that the City was adamant that employees begin contributing to healthcare, we pushed for a phased-in contribution scheme. Employees will begin a 95/5 split cost sharing plan with the employer this year, but will not increase to a 90/10 split until the third year. HAME has been contributing on a 90/10 split for several years.

SEIU decided against this model, but we felt that their approach left out members in the Blue Shield plans, as their members now have to pay the difference between Kaiser and the Blue Shield plans, some of which could be more than a 5% difference.

  • Dental – 20%

Same as SEIU and HAME

  • Vision – 50%

Same as SEIU and HAME

WORKERS COMPENSATION:

  • State Mandate – 66.67%

SUPPLEMENTAL BENEFIT:

  • Eliminated: This was another very difficult issue at the table, but it is a benefit that only is accessible for part of the unit and the City demanded it be eliminate

                       Was eliminated for both HAME and SEIU two years ago

NON-ECONOMIC HIGHLIGHTS:

  • Fought off City attempts to eliminate seniority
  • Clarified and strengthened the seniority and layoff procedures.
  • Sideletter agreement to address parity issues with inspectors
  • Commitment from City to conduct class and comp studies to address wage inequities and competitiveness