Our union has reached a Tentative Agreement with the Los Angeles Homeless Services Authority. That means it’s time for all of our SEIU 721 members at LAHSA to vote on our new TA!
Our LAHSA Bargaining Team recommends a YES vote. Please note: You must be a member of our union, SEIU 721, to vote on the TA.
In-person voting will take place at the following dates, time and locations.
Today
11:30 AM to 3 PM
707 Wilshire Blvd.
July 26, 2024
11 AM to 4 PM
1819 S. Western Ave.
July 31, 2024
10 AM to 2 PM
707 Wilshire Blvd.
We will also offer an online voting option. Stay tuned for more details on how you can cast an online ballot.
For now, here is a summary of our new proposed contract.
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TENTATIVE AGREEMENT – DETAILS
Term: 3 years (through June 30, 2026)
Wage Changes:
- 3% Base Wage Increase July 1, 2023 (already received)
- 4% Base Wage Board increase July 1, 2024
- Reopener September 1, 2024 or when RSG study complete (whichever is sooner) to bargain over:
- Market increases
- Step system
- Special duty compensation (retro to April 1, 2024)
- 3% Base Wage Increase July 1, 2025
- Bilingual Pay $50/pay period (new)
- Shift Differential
- Swing 3%
- Overnight 5%
Medical: LAHSA contributes 80% of the premium cost for the group health and dental insurance plan (previously 75%)
Pension: LAHSA contributes 6% of employees’ salary into 401A plan (previously 5%)
Vacation:
- Accrual schedule tiers advanced to 3 and 6 years (previously 5 and 10 years)
- Max increased to 30 days (previously 20). The CEO can also offer a second pay out period.
Language improvements:
Telework: At a minimum, LAHSA agrees to offer a hybrid work option for bargaining unit employees as determined by LAHSA. LAHSA will provide at least 30-day advance notice before modifying any employee’s current telework arrangement, with opportunity to meet and confer over impacts of the change.
Mental Health: New provisions which provide training and 3 days of leave per year following a traumatizing event
Licenses: New provisions compensating for time spent getting recertified for required licenses
Personal Sick: Employees with at least 3 years of service need only retain 16 hours of sick to use personal sick
Acting pay: Triggered after 5 cumulative days (previously 10 consecutive) without a new qualifying period
Job Posting: Improved requirements – e-mail to employees within 24 hours of external posting
Lateral transfers: do not result in being placed on probation
Holidays:
- Opportunity to bargain if LA City or County adopt new holidays
- Floating Holidays granted on hire and each subsequent January 1st
Work Schedules:
- 10 business day notice for any work schedule changes
- Employees may bid on work schedule openings by seniority
- Requests for alternative schedule answered within 30 days
- Non-exempt employees get alternative day off if they work their regularly scheduled day off
New provisions recognizing:
- Long Term Disability plan
- Bereavement Leave
- Jury Duty and Witness Service
- Health and Safety
Union Business:
- Improved Steward Language
- Monthly Joint Labor Management Meetings (JLM)
- Fast tracked decision in arbitration if parties mutually request
- Union Bulletin Boards at co-located sites
- Parking provided for Union Representatives
- Updated Non-discrimination, Union Membership Information and New Employee Orientation provisions
All other contract provisions remain the same.
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So, don’t wait! Vote today or make plans to cast your ballot at a future date.
Together, we win!