Good afternoon Members,
Thank you to everyone who voted in the contract amendment ratification. The election had a great voter turnout for EAA’. The Election Committee is pleased to announce the following results:
|MOU 1||MOU 19||MOU 20||MOU 21|
|# Votes||% MOU||# Votes||% MOU||# Votes||% MOU||# Votes||% MOU|
|TOTAL VOTES||MOU 1 = 995||MOU 19 = 188||MOU 20 = 639||MOU 21 = 596|
The Election Committee would like to thank all the members who took the time to vote and make your voices heard.
Election Committee Chair
On behalf of the Election Committee
In recognition of the City’s dire financial straits and the drastic remedies proposed in the latest budget report, EAA has negotiated a Tentative Agreement (TA) with the City that guarantees NO LAYOFFS AND NO BI-WEEKLY FURLOUGHS THIS FISCAL YEAR and protects our contractual rights that furloughs cannot be imposed without our consent.
The City and all of the non-sworn unions have agreed to the following terms:
- No layoffs and no furloughs this fiscal year (ends 06/30/2021)
- A requirement for the City to meet and confer on furloughs before implementation in any other years during the term of the MOU
- Extend contract term by 18 months to expire (currently 6/30/2022, moved to 12/31/2023)
- Postpone COLAs until the 2022-2023 fiscal year as follows:
Date in MOU
- Two (2) additional unpaid days in the current fiscal year, to be taken on two Fridays before a 3-day weekend in February and May
- A new benefit of forty (40) hours of Personal Time per year (additional paid leave)
- Contract reopener option for salaries only in January 2022 (requires full meet & confer procedures)
- Increase in overtime accrual from 80 hours to 240 hours for the term of our contracts
- All other MOU terms remain the same (step advancement, bonuses etc)
1. WHAT DOES A YES VOTE MEAN?
A YES vote closes the door on layoffs and furloughs this fiscal year and holds the line against additional furloughs in the near future, with a requirement to meet and confer if furloughs are presented later during the term of the MOU. A YES vote also protects your salary increases by only postponing the COLAs, adds paid personal time (40 hours per calendar year) and avoids the worst effects of unilaterally imposed furloughs on our membership.
2. WHAT DOES A NO VOTE MEAN?
A NO vote will give way to 11 furloughs this year, plus an unknown number of additional furloughs next year (Fiscal Year 2021-22). A NO vote means the COLAs will occur as scheduled in our current MOUs. A NO vote will also keep the door wide-open to possible layoffs and furloughs as this economic crisis develops. A NO vote could create additional risks in driving a media narrative that our members do not want to share the economic burden of the pandemic, and further dilute our collective bargaining power when our contract is up for negotiation.
3. WHAT HAPPENS IF AN MOU DOES NOT RATIFY THE TA?
If a MOU(s) does not ratify this TA, the City will implement furloughs immediately for that MOU(s) and may resort to layoffs to balance this year’s budget. That MOU(s) will not receive any of the additional benefits of this TA. Failure to ratify will require the City to pay our COLAs scheduled for 01/31/2021, 01/30/2022 and 06/19/22, but the City will impose a minimum of 11 additional furlough days this fiscal year (one day per pay period), and furloughs would likely extend into the next fiscal year (Fiscal Year 2021-22), since the requirement to meet and confer (as included in the TA) will not apply.
Additionally, the resources of the Union will be under increased pressure in representing members on different contract cycles and with different language and provisions. While the Union will strive to represent all dues-paying members vigorously and equally, this situation will naturally create a prioritization of matters and members as dictated by timelines and an obligation to pursue beneficial outcomes for the most members possible.
4. HOW DOES THE TENTATIVE AGREEMENT AFFECT MEMBERS WHO WERE PLANNING TO RETIRE IN 2022, WITH THE 01/31/2021 COLA INCLUDED IN THEIR RETIREMENT BENEFIT CALCULATION?
Ratifying the TA will postpone the 01/31/2021 COLA to 06/19/2022, which means members looking to incorporate that 2% COLA into their retirement benefit calculation will have to delay their retirement by 18 months to do so. We understand that this is not ideal but compared to all members suffering a loss of income for the remainder of the fiscal year and also being at risk of layoffs, a postponement of COLAs is considered a more reasonable ask since it is not a loss of income, but a delay in receiving a raise.
5. WHAT EXACTLY IS THE 40 HOURS PERSONAL TIME?
Personal Time will be a new form of paid time off for EAA’s MOUs who vote to ratify the TA. This will be a new bank of “use it or lose it” time each calendar year. It is not like vacation time, which needs to be scheduled and approved based on staffing needs. Members will be able to use Personal Time in hourly increments and it can be used for unforeseen events as it may be taken on shorter notice than vacation time.
6. WILL FURLOUGHS BE PROPOSED BY THE CITY FOR THE 2021-2022 FISCAL YEAR?
For the MOUs that ratify the TA, there will be additional protection against future furloughs with the requirement for the City to meet and confer on furloughs before implementation in any other years during the term of the MOU. The Mayor’s Memorandum on January 12, 2021, instructed the City to cancel the furloughs scheduled to begin 01/17/2021 and this memorandum also contains a commitment to not balance the 2021-2022 budget using furloughs.
7. DOES RATIFYING THIS TENTATIVE AGREEMENT MEAN OUR CONTRACTS WILL BE REOPENED?
No. The adopted provisions will be incorporated into the existing MOUs. The other provisions previously agreed upon will not be at risk as part of the TA. The reopener language is designed to provide an opportunity in January 2022 to negotiate on salaries should the City be in a better situation than now, financially.
8. WHAT IF THE CITY OF LOS ANGELES RECEIVES FEDERAL RELIEF UNDER THE BIDEN ADMINISTRATION?
Based on recent announcements, it is expected that the Biden Administration will provide federal aid to State and Local Government Agencies, but the amount is yet to be determined and there will be competing priorities for how the funds will be allocated, subject to Congressional approval. In the City’s 2020-2021 Budget Proposal, replenishing the City’s General Fund from which City employees’ salaries are paid, was not the top priority for the City. However, Federal support may help with the City’s overall financial outlook, which would alleviate the pressure on Labor to make concessions to balance the budget.
9. WILL THE CONTRACTS AUTOMATICALLY BE REOPENED IN JANUARY 2022?
No. The reopener language will give EAA and the City the right to request to meet and confer on salaries only. There is no trigger that dictates the process will begin on a certain date. It is designed to give everyone peace of mind and the option to address a change in the City’s financial reality. Either party (the City or EAA) could request to meet on the issue of salaries and while the other party would have to accept the request, there will be no obligation to accept the terms presented. This reopener language would get us back into the bargaining arena and provides all the same protections and rules for meet and confer that normally apply.
10. DOES THE TENTATIVE AGREEMENT AFFECT OUR EXCESS SICK TIME PAYOUT?
No. The TA does not affect anything previously agreed in the MOUs., e.g. bonuses, step increases, excess sick time payout.
11. WILL THERE BE ANOTHER OPPORTUNITY FOR A SIP?
For those members who were not able to participate in the 2020 SIP, a second SIP could be a viable proposal for cost-savings for the City in 2021. If members are interested in this, please let your MOU Governor know so we can investigate the feasibility of this at our ongoing meetings with Labor and the CAO.
12. WILL THERE BE RETROACTIVE PAY FOR THE POSTPONEMENT OF COLAs?
No. The ratification of the TA will delay the COLAs scheduled as follows:
Date in MOU
Ratifying the TA means members WILL NOT suffer a pay cut now (as would happen if furloughs are implemented) and would only delay the dates on which members would have expected to receive the 2% and 1.5% increases.
13. WHEN WILL THE TWO ADDITIONAL UNPAID DAYS BE SCHEDULED?
The unpaid days are expected to be scheduled for the Friday before Presidents Day (02/12/2021) and the Friday before Memorial Day (05/28/2021) which will give members two longer 4-day weekends.
14. AREN’T UNPAID DAYS ACTUALLY FURLOUGHS?
Technically, yes. But, the difference is that there is more control in the implementation of unpaid days and they are days on which the City will be closed, with the exception of essential services. These two additional unpaid days are expected to precede two upcoming holiday weekends so members can benefit from two longer 4-day weekends (Presidents Day in February and Memorial Day in May).
15. IF THE TENTATIVE AGREEMENT IS RATIFIED, WILL THE CITY BE ABLE TO IMPOSE FURLOUGHS AND LAYOFFS AT A LATER TIME E.G. IN EIGHT MONTHS?
For the MOUs that ratify the TA, there will be additional protection against future furloughs with the requirement for the City to meet and confer on furloughs before implementation in any other years during the term of the MOU. The Mayor’s Memorandum on January 12, 2021, instructed the City to cancel the furloughs scheduled to begin 01/17/2021 and this memorandum also contains a commitment to not balance the 2021-2022 budget using furloughs. MOU(s) that do not ratify the TA and vote to be furloughed will not have this protection of meet and confer for future furloughs, which could continue in 2021-2022.
16. WHAT IF SOME MEMBERS CAN AFFORD TO BE FURLOUGHED AND WOULD WELCOME THE TIME OFF?
Furloughs might be preferable to those that can sustain higher short-term losses. But this is not the case for most members. An 8% cut (10% pay cut for 8 furlough hours per pay period minus the 2% COLA that would be received if furloughs are implemented) will be devastating to lower-income classifications who do not have the means to cover expenses in the short term without their full paychecks. Of course, this is even worse for those in the 1,894 positions that were proposed to be laid-off in the Second FSR.
17. HOW WILL FURLOUGHS BE IMPLEMENTED IF THE TENTATIVE AGREEMENT IS NOT RATIFIED?
Each department will have the authority in implementing their own work reduction plan as they see fit. This means that there is no guarantee that your department will grant the furloughs in 8-hour increments. Some departments have already proposed applying furloughs at a rate of 0.8 hours per day for those on 5/40 work schedules, with similar applications to those on 9/80 and 4/10 schedules.
18. IF THE TENTATIVE AGREEMENT IS APPROVED BY THE MAJORITY OF THE MEMBERSHIP (OF EACH MOU), WHEN DOES IT BECOME EFFECTIVE?
If the Tentative Agreement is ratified by the majority of EAA members, the agreement becomes effective immediately.
19. HOW WILL WE VOTE ON THE TENTATIVE AGREEMENT?
Due to the COVID-19 pandemic, EAA members will be safely able to vote electronically for this TA using your computer, tablet or smartphone. Every member will receive a unique link with voting information via email or a SMS text message. You will not be able to forward the link to anyone as the link is unique to every dues-paying member. If EAA does not have updated contact information on file, please update your information ASAP here with your personal non-work email and/or cell phone. Voting will open on Sunday, January 24, 2021 and close on Thursday, January 28, 2021. Details will be sent to EAA members soon so please be on the lookout.
20. IF I SIGN UP TO BECOME A DUES-PAYING MEMBER NOW, WILL I BE ABLE TO VOTE?
Yes. New members can download the form here, complete and send to email@example.com. Please be sure to provide your personal, non-work email and/or cell phone number to be able to participate in the upcoming ratification vote. Your information will then be provided to our third-party vendor who will provide your unique link with voting information via email or a SMS text message.