Authority’s Last Best and Final Offer - March 13

Marin Housing Authority – SEIU Local 1021 2023-2024 Negotiations

Marin Housing Authority’s Last Best and Final Offer | March 13, 2024

The Authority proposes the following as a package proposal which must be accepted in its entirety or it is deemed to be rejected.

This proposal consists of two options. Option 1 provides lower general increases and a higher health benefit as compared to Option 2. Option 2 provides higher general increases and a lower health benefit as compared to Option 1. SEIU 1021 is free to choose Option 1 or Option 2.

Please distribute this Last, Best & Final Offer to the SEIU 1021 membership.

1. Term – January 1, 2024 through March 31, 2027 

2. General Increases 

Effective the first full pay period after Board of Commissioners approval of this MOU, all classifications in the bargaining unit will receive a base wage increase of six percent (6%).

Effective the first full pay period after April 1, 2025, all classifications in the bargaining unit will receive a base wage increase of three percent (3%). 

Effective the first full pay period after April 1, 2026, all classifications in the bargaining unit will receive a base wage increase of three percent (3%). 

3. Health

3.1.3 Section 125 Plan Allowance

Effective the first full pay period after Board of Commissioners approval of this MOU, the Authority shall contribute:

• 100% of the Kaiser premium at the Employee Only rate regardless of which plan an employee chooses.
• 90% of the Kaiser premium cost at the Employee Plus One rate regardless of which plan an employee chooses.
• 90% of the Kaiser premium cost at the Employee Plus Family rate regardless of which plan an employee chooses.
  

3.1.6 Dental Plan

• Effective the first full pay period after Board of Commissioners approval of this MOU, the Authority shall cover 100% of the Delta Dental Plan premium for enrolled employees and eligible dependents.

3.1.7 Life Insurance

• Effective the first full pay period after Board of Commissioners approval of this MOU, the Authority shall cover 100% of the basic life insurance premium for employees.

4. Vacation Redemption – MHA 1/23/2024 counter

5. Emergency Evacuation – SEIU 1/31/2024 counter

6. Wellness Reimbursement – Convert to: Effective the first full pay period after Board approval of the MOU, all members shall receive a $1000 contract ratification bonus.

7. Probationary Periods – TA (12/18/2023): New hire probationary period is 2,080 hours. Promotional probationary period is 1,040 hours.

8. Holidays – TA (1/3/2024): Add Juneteenth.

9. Accrual – TA (1/3/2024): Clean up language under ‘Completed Years of Service’

10. Conditions for Reimbursement – TA (1/25/2024): If an employee quits or is terminated for cause: 

a. less than 18 months after the completion of any reimbursed course, the employee must reimburse the Authority 100% of the tuition reimbursement

b. between 18 – 23 months after completion of any reimbursed course, the employee must reimburse the Authority 20% of the tuition reimbursement

c. 24 months or more after the completion of any reimburse course, the employee is not responsible for reimbursing the Authority 

11. Bereavement – TA (1/25/2024): Employee is entitled up to 5 paid working days per death of an employee’s family member. Within 30 days of the first day of leave, employee must complete a request for leave form attesting to the death of their family member.

12. Temporary Vacancy Premium Pay – TA (1/16/2024): When a position is vacant for more than ten days, each employee who experiences an increase in workload due to the vacancy, which is at the discretion of the Manager, may receive a 5% increase to their hourly rate. This remains in effect for 30 calendar days after the vacancy is filled.

13. Clean Up by Mutual Agreement

1. Term – January 1, 2024 through March 31, 2027

2. General Increases 

Effective the first full pay period after Board of Commissioners approval of this MOU, all classifications in the bargaining unit will receive a base wage increase of six percent (6%). 

Effective the first full pay period after January 1, 2025, all classifications in the bargaining unit will receive a base wage increase of four and one half percent (4.5%).

Effective the first full pay period after January 1, 2026, all classifications in the bargaining unit will receive a base wage increase of four and one half percent (4.5%). 

3. Health

3.1.3 Section 125 Plan Allowance

Effective the first full pay period after Board of Commissioners approval of this MOU, the Authority’s contribution for Employee Only and Employee Plus One shall be increased by $100 per month, and the Authority’s contribution for Employee Plus Family shall be increased by $200 per month.

Effective January 1, 2025, the Authority’s contribution for Employee Only and Employee Plus One shall be increased by an additional $100 per month, and the Authority’s contribution for Employee Plus Family shall be increased by an additional $250 per month.

Effective January 1, 2026, the Authority’s contribution for Employee Only and Employee Plus One shall be increased by an additional $100 per month, and the Authority’s contribution for Employee Plus Family shall be increased by an additional $250 per month. 

4. Vacation Redemption – MHA 1/23/2024 counter

5. Emergency Evacuation – SEIU 1/31/2024 counter

6. Wellness Reimbursement – Convert to: Effective the first full pay period after Board approval of the MOU, all members shall receive a $1000 contract ratification bonus. 

7. Probationary Periods – TA (12/18/2023): New hire probationary period is 2,080 hours. Promotional probationary period is 1,040 hours.

8. Holidays – TA (1/3/2024): Add Juneteenth.

9. Accrual – TA (1/3/2024): Clean up language under ‘Completed Years of Service’

10. Conditions for Reimbursement – TA (1/25/2024): If an employee quits or is terminated for cause: 

a. less than 18 months after the completion of any reimbursed course, the employee must reimburse the Authority 100% of the tuition reimbursement

b. between 18 – 23 months after completion of any reimbursed course, the employee must reimburse the Authority 20% of the tuition reimbursement

c. 24 months or more after the completion of any reimburse course, the employee is not responsible for reimbursing the Authority

11. Bereavement – TA (1/25/2024): Employee is entitled up to 5 paid working days per death of an employee’s family member. Within 30 days of the first day of leave, employee must complete a request for leave form attesting to the death of their family member. 

12. Temporary Vacancy Premium Pay – TA (1/16/2024): When a position is vacant for more than ten days, each employee who experiences an increase in workload due to the vacancy, which is at the discretion of the Manager, may receive a 5% increase to their hourly rate. This remains in effect for 30 calendar days after the vacancy is filled.

13. Clean Up by Mutual Agreement