After months of bargaining, we are at a pivotal moment in our current contract negotiations. The following are Frequently Asked Questions CAPE has received regarding the current state of contract negotiations.
CAPE Contract F.A.Q. (Frequently Asked Questions)
Who are our bargaining team members?
Here’s a list of our current 2022 Bargaining Team Members.
What’s happening with our raises?
We are currently still in active negotiations in regards to our raises. Most other County Unions (SEIU, ALADS, etc.) have settled on raises of 5.5% in 2022, 3.25% in 2023, and 3.25% in 2024. For years, the County has historically engaged in pattern bargaining, where they tend to hold to identical contract proposals for issues they feel affect employees County-wide (i.e. raises).
Are we getting a signing bonus?
Most, if not all, of the unions that have currently settled with the County received a one-time signing bonus of $1,375. The County very recently made the same signing bonus offer to our CAPE teams, but they offered it with the expectation that we settle soon. Our Bargaining Team takes every offer under consideration and will continue to work for what is best for CAPE members.
What are you all doing about long-term telework?
When we began contract negotiations, our bargaining survey results made it clear that having a long-term telework policy in our contract was one of the top priorities for members. At the time, most in County management were adamant that telework was a privilege and would never get put in our contract. Our Bargaining Team has been unyielding in the need to not only have long-term telework – but to have it outlined in our contract so that there can be accountability. As of today, we can report that we have been successful and have locked-in a tentative agreement that will ensure we have long-term telework in our next contract.
What are salary inequities and how are they connected to our contract?
As part of our CAPE contract negotiations, CAPE members can make salary inequity presentations to County management if you have evidence that you are underpaid (such as there exists a recruitment/retention problem in your classification series, along with what agencies the employees leaving are going to be employed). If successful, the inequity is rectified and all members in that classification will begin receiving the increase. This year, members representing four different classification groups made salary inequity presentations to County Management. We are currently awaiting management’s determination.
Are we negotiating two different contracts (Unit Contract and Fringe Benefits Contract)?
CAPE members technically have two contracts:
- Our Unit Contract: negotiated by our CAPE Bargaining Team to address our salary, bonuses and working conditions.
- Our Fringe Benefits Contract: negotiated by the Coalition of County Unions (which we are member and have a seat at the table), that covers County-wide matters such as health insurance, vacation pay, retirement, and many other matters that impact all County employees and their families – not just those in an individual County Department.
We are currently in negotiations for both the Unit Contract and the Fringe Benefits Contract.
What is impasse? Will going to impasse help us get a stronger contract?
Impasse is declared when the two sides cannot come to an agreement and are essentially in a deadlock. Once the notice of impasse is accepted by the Employee Relations Commission the California State Mediation and Conciliation Service is notified and a neutral state mediator is assigned to our case.
Our CAPE Bargaining Team is willing to go to impasse if negotiations actually become deadlocked and we believe our members are being disenfranchised by management, but we believe negotiation is usually a much more promising means of locking in a strong contract.
Though the drama of a showdown like impasse can sound enticing, the reality is that the process is non-binding, tends to be expensive and often damages both sides.
What else will be included in our contract? (i.e. bonuses, etc)
Our Unit Contract focuses solely on specific classifications represented by CAPE. There are six bargaining units that CAPE represents, covering more than 200 classifications across Los Angeles County. For the Unit Contract negotiations, the negotiating teams are grouped by their respective non-supervisory and supervisory Unit (i.e., Units 131 and 132 negotiate together as a team. The same goes for 501 and 502 and then 511 and 512).
Along with our larger CAPE priorities (raises, telework, etc), each team is also actively negotiating contract proposals with specific protections, policies and provisions, bonuses and special pay practices, and safety issues for classifications covered under that Unit’s MOU.
SEIU, ALADS and other County unions have settled their contracts. Why are we still in negotiations?
Dates for bargaining negotiations are outlined in the union's previous contract/MOU. Many of the unions who have currently settled officially began their contract negotiations much sooner than we did. For example, shortly after we officially began our contract negotiations, SEIU 721 went into intensive bargaining (a process we will begin next week) and settled soon after.
What’s our next step? Where are we headed?
As noted, we are at a pivotal moment in our current contract negotiations. Next week, our bargaining team will move into intensive bargaining. This is a full week of back-to-back uninterrupted bargaining sessions in hopes to hash out differences to make substantial movement on the remaining proposals currently left open.
Additional Questions?
Contact your CAPE Business Agent at 626-243-0340 or email [email protected].
