Monday, March 16, 2020
Ladies and Gents,
After multiple meetings, the LCEA’s Negotiation Committee has reached a tentative agreement with the County. We are pleased to inform you that if ratified by LCEA and approved by the board, everyone will be getting an increase in pay. Linked below you will find compensation data that resulted from the CPS-HR study. (TIP: Use CTRL+F on your keyboard when viewing this document and search for your classification).
The compensation study compared our classifications to those from a dozen surrounding counties and determined how far below the average median each classification was. The pay disparity between classifications varied and, as a result, each classification’s pay increase will vary.
The contract to be ratified by LCEA and approved by the board is as follows:
Every employee in our units will get a 3% cost of living adjustment (COLA) effective 7/1/2020 (payable on or after their 8/1/2020 paycheck).
- In addition, employees whose classifications were below market (85% of median in the Classification study) will receive three raises over the course of three years bringing their base pay to at least 85% median over the term of the contract
- For example, if a particular classification currently earns $2,000/month and the study showed 100% median to be $3,000/month, that classification would earn $2,550 (or 85% of median).
The pay increases over the proposed contract period (7/1/2020-6/30/2023) are reflected as follows:
Year One
- 3% Cost of Living Adjustment (COLA) will be given to all classifications, and
- Employees who are in classifications below 85% of median will also receive 50% of the difference (between their current base pay and 85% of median) effective 7/1/2020 (payable on or after their 8/1/2020 paycheck).
Years Two & Three
In years two and three, employees who are in classifications below 85% of median will see another 25% adjustment for each year bringing their classification up to 85% of median effective July 1, 2021 and July 1, 2022 respectively.
If you review the salary schedule linked below, you will find what your pay will be for each of the three years, including the total at year three. It is important to note that while some classifications will be reclassified, Y-Rated, and/or adjusted – no one will lose pay.
There is also language in the contract to discuss future COLA’s and non-economic items.
While most classifications were below 85% median as reflected in the study, not all of them were. As I mentioned previously, each classification’s pay increase will vary depending on how far below median they were at the time of the study.
The LCEA’s Negotiation Committee and the County agree that COLAs are important moving forward. As a result, we have negotiated re-openers in our contract. This allows us to reconvene for the second and third years of this contract in order to negotiate additional COLAs.
Another portion of the CPS-HR study pertained to classifications. You will see that some of our existing classifications have lines through them, indicating they have been eliminated/consolidated. This means that some of us will be reclassified. If you are currently in one of these classifications, there is no need to worry. Should the contract be ratified, you will remain in your classification until you receive official word of what your new classification will be. It is important to understand that no one is going to earn any less than they are now. Regardless of classification, all current employees in our units will receive a 3% COLA, some will receive more.
Although the compensation portion of the study is complete, we do not yet have all the specifics regarding changes in classifications. As always, the LCEA Board will be sure to notify you of any other changes.
Active (dues-paying) union members will be receiving ratification ballots shortly. I encourage any of you who may have questions to please contact LCEA President Vanessa Mayer (president@lcea.info) or myself.
Cody Risser
LCEA Vice President
Cody.Risser@lcea.info
File links:
LCEA Blog 