City of Hanford – 2025 Contract Action Center

ISSUE

SEIU 521 PROPOSAL

CITY OF HANFORD

MANAGEMENT POSITION

Wages Increases

6% for 2025 and 6% for 2026, total 12%,

retroactively paying back to July 1, 2025

3% for 2025 and 3% for 2026, total

6%, with no retro pay.

Standard Work Schedule

We proposed a process that allows all SEIU 521bargaining unit employees to explore alternative work schedules.

Counter-proposed. Each department or division establishes its alternative work schedules at the discretion of the department head, requiring at least seven days’ notice before any established

alternative schedule concludes.

Overtime

Granted after 12 hours of work, with double time for any hours exceeding 50hrs in a

week.

Pending responses.

Standby Pay

Employees not on standby who are called in outside their regular schedule will receive a minimum of 3 hours paid at time and a

half.

Pending responses.

Vacation Accruals

After 21 years of service, vacation accruals would increase to 7.68 hours bi-weekly, up

to a maximum of 200 hours annually.

Pending responses.

Tool Allowance

Increase to $1,500/year

Pending responses.

Deferred

Compensation

Increase to $100

Pending responses.

Call Back Pay

Employees on standby called into work outside their regular schedule will receive a minimum of 2 hours paid at time and a

half.

Pending responses.

Worker Access to Union Reps and

Resources

Employees can access more time to union reps, resources, and learn the plan to win

better working conditions

Rejected.

New Employee Orientation

Enhance the orientation process to educate new hires on their rights to join a union, organize, and get education on benefits,

rights.

Counter proposed to allot 30 minutes for union stewards to meet new hires during orientation.

Labor Management Meetings

Implementation of a committee focused on resolving specific labor management issues such as heavy workloads, short staffing, retention challenges, and training needs.

Additionally, we propose department- based committees address department-

specific issues.

Counter proposed that these meetings are held quarterly to address on-going issues.

NEW ARTICLE!

Classification Study Request

A new process for employees to request a job classification study of assigned duties, working out of classification, and wage comparisons with similar positions within the

region.

Rejected.

NEW ARTICLE!

Employee Organization Time Off

A new proposal that would provide SEIU City of Hanford Officers (President, Vice President, Officers, and Stewards) dedicated time off to participate in educational opportunities, enhancing leader skills and knowledge, bringing valuable insights back

to educate and organize our membership.

Rejected.

NEW ARTICLE!

Successor MOU

Negotiations Release

Dedicated time off for bargaining team to effectively prepare for successor MOU negotiations

Counter-proposed.

NEW ARTICLE!

Employee Right to Representation

Management provides employees with minimum of five working days’ notice before any disciplinary meeting, ensuring employees have the right to fairly prepare

and represent themselves.

Pending responses.