1
2
3
4
5
6
7
~
at the request of the Mayor
8 A PROPOSED RESOLUTION
9
10
11
12 IN THE COUNCIL OF THE DISTRICT OF COLUMBIA
13
14
15
16
17
To approve the negotiated compensation collective bargaining agreement for employees
18 employed by the Department of Behavioral Health who are represented by Public Service
19 Employees Local 572, Laborers International Union of North America.
20
21 RESOLVED, BY THE COUNCIL OF THE DISTRICT OF COLUMBIA, That this
22 resolution may be cited
as the "Compensation Agreement Between the Department of Behavioral
23 Health and Public Service Employees Local 572, Laborers International Union of North America
24 Approval Resolution
of 2023".
25 Sec. 2. Pursuant to section 17 l 7(j) of the District of Columbia Government
26 Comprehensive Merit Personnel Act of 1978, effective March 3, 1979 (D.C. Law 2-139; D. C.
27 Official Code § 1-617.17(j)), the Council approves the compensation collective bargaining
28 agreement and related pay schedules between the Department of Behavioral Health and Public
29 Service Employees Local 572, Laborers International Union of North America, which was
30 transmitted to the Council by the Mayor on
_____ , 2023.
31 Sec. 3. Transmittal.
1 32 The Secretary of the Council shall transmit a copy of this resolution, upon its adoption, to
33 Public Service Employees Local 572, Laborers International Union of North America, to the
34 Department
of Behavioral Health, and to the Mayor.
35 Sec. 4. Fiscal impact statement.
36 The Council adopts the fiscal impact statement in the committee report
as the fiscal
3 7 impact statement required by section 4a
of the General Legislative Procedures Act of 197 5,
38 approved October 16, 2006 (120 Stat. 2038; D.C. Official Code§ 1-301.47a).
39 Sec.
5. Effective date.
40 This resolution shall take effect immediately.
2 COMPENSATION
COLLECTIVE BARGAINING
AGREEMENT
BETWEEN
THE DISTRICT
OF COLUMBIA DEPARTMENT OF BEHAVIORAL HEALTH
AND
PUBLIC SERVICE EMPLOYEES LOCAL 572, LABORERS INTERNATIONAL
UNION
OF NORTH AMERICA (LIUNA)
AFFILIATED
WITH AFL-CIO
EFFECTIVE -FY22 THROUGH -FY25 TABLE OF CONTENTS
ARTICLE TITLE PAGE
PREAMBLE 3
1 WAGES 3
2 HEALTH, OPTICAL AND DENT AL PLAN 4
3 CALL BACK/CALL-IN/TROUBLESHOOTING 4
4 ON CALL PAY 5
5 ANNUAL LEAVE BUY-OUT 5
6 HAZARDOUS DUTY /ENVIRONMENT AL DIFFERENTIAL 6
7 GRIEVANCES 6
8 SICK LEA VE INCENTIVE PROGRAM 6
9 TRAINING 8
10 UNIFORMS AND GEAR 8
11 SA VIN GS CLAUSE 9
12 DISTRIBUTION AND PRINTING OF AGREEMENT 9
13 METRO PASS 9
14 DURATION AND FINALITY OF AGREEMENT 9
APPROVAL
12
2 PREAMBLE
Section
A:
This Agreement is entered into between the District of Columbia Government , Department of
Behavioral Health (hereinafter referred to as the "Employer" or "DBH") and Public Service
Employees Local 572, Laborers International Union
of North America (LIUNA), affiliated with
AFL-CIO (hereinafter referred
to as the "Union"). The term "Employer" as used herein shall
apply interchangeably to those officials or their authorized designees
as the individual provisions
of the Agreement may be applicable or as the authority is established by law.
Section B:
The Employer and the Union recognize the need to provide efficient service to the public and to
maintain the quality
of service. Further, both parties agree to the need for establishing and
maintaining a sound labor-management relationship and mutually agree to continue working
toward this goal. Each side has been afforded the opportunity to put forth all
of its proposals and
to bargain in good faith, and both parties agree that this Agreement expresses the results of their
negotiations. Therefore,
to ensure the stability of this Agreement, no new provisions shall be
proposed during the term unless provided for elsewhere in the Agreement or such proposal
is
entertained by mutual agreement of the parties.
Section C:
The Union is the exclusive representative of all employees in the Motor Pool and Maintenance
bargaining Units and,
as such, is responsible for representing the interests of all such employees
without discrimination and without regard
to Union membership.
Section A -Fiscal Year 2022:
ARTICLE 1
WAGES
In lieu of a wage increase for FY 2022, employees will receive a three and one-half percent
(3.5%) bonus payment. Bargaining unit employees actively on the payroll
as of October 1, 2021,
shall receive a one-time payment that
is equivalent of 3.5% of an employee's annual base salary
as of October 1, 2021.
3 The payment will be made no later than ninety (90) days after the Council's approval of this
agreement.
Section B -Fiscal Year 2023:
Effective the first day of the first full pay period beginning on or after October 1, 2023 wages for
all bargaining unit members covered by this Agreement and who are actively employed
as of
October 1, 2022, shall be increased by two and one-half percent (2.5%).
Section C -Fiscal Year 2024:
Effective the first day of the first full pay period beginning on or after October 1, 2024, wages for all
bargaining unit members covered by this Agreement and who are actively employed as
of October 1,
2023, shall be increased by three percent (3%).
Section D -Fiscal Year 2025:
Effective the first day of the first full pay period beginning on or after October 1, 2025, wages for all
bargaining unit members covered by this Agreement and who are actively employed
as of October l,
2024, shall be increased by three percent
(3%).
Section E -Differentials:
Pay for shift differentials shall be paid in accordance with the District Personnel Manual and
Comprehensive Merit Personnel Act (CMPA),
as it reads at the signing of this Agreement,
subject
to any changes in the law. Neither party shall seek to change the law.
ARTICLE 2
HEALTH, OPTICAL AND DENTAL PLANS
Bargaining unit members will continue to be covered by the health, optical and dental insurance
programs applicable to District government employees
as offered by the District government.
ARTICLE 3
CALL BACK /CALL-IN/TROUBLESHOOTING
Section
A:
A minimum of four (4) hours of work shall be credited to any employee who is called back to
perform unscheduled work either on a regular workday, Monday through midnight Friday, after
he/she has completed the regular work schedule and has left his/her place
of employment, or,
when not scheduled and informed in advance, on one
of the days when he/she is off duty. When
called in on weekends, Saturdays or Sundays, Holidays, or prior
to an employee's scheduled tour
of duty on Monday, the minimum of four (4) hours of work shall be credited to any employee,
except
as provided in Section B of this Article.
4 Section B:
When an employee is called in before his/her regular tour of duty to perform overtime, a
minimum
of ( 4) four hours of work shall be credited to the employee.
Section C:
If an employee is called while off duty to help troubleshoot a problem, she/he will be paid Four
(4) hours for the first call. There will be no additional compensation for subsequent calls within a
24-hour period until such calls exceed one hour in time.
Section A:
ARTICLE 4
ON-CALL PAY
An employee may be required to be on call after having completed his/her regular tour of duty.
The Employer shall specify the hours during which the employee
is on call; and shall
compensate the employee at a rate
of twenty-five per cent (25%) of his/her basic rate of pay for
each hour the employee
is on call.
Section B:
For the purpose of this Agreement, "On-Call" is defined as -when an employee is required to
respond to a phone call or page, and be available for work within one (1) hour or sooner, if
possible.
Section C:
The employee's schedule must specify the hours during which he/she shall be required to remain
on call.
Section A:
ARTICLE 5
ANNUAL LEAVE BUY-OUT
An employee who is separated or is otherwise entitled to a lump-sum payment under personnel
regulations applicable
to DBH shall receive such payment for each hour of unused annual leave
or compensatory time in the employee's official leave record.
Section B:
5 The lump-sum payment shall be computed on the basis of the employ ee's rate at the time of
separation in accordance with such personnel regulations.
ARTICLE 6
HAZARDOUS DUTY/ENVIRONMENTAL DIFFERENTIAL
Section
A:
Hazardous Duty and Environmental Differential compensation shall be paid in accordance with
the District Personnel Manual and the Comprehensive Merit Personnel Act (CMP A),
as it reads
at the signing
of this Agreement, subject to any changes in the law. Neither party shall seek
changes to the law.
Section B:
This additional compensation will be based on the relevant exposure and not be limited by a
member's position title or position description.
ARTICLE 7
GRIEVANCES
This Compensation Agreement shall be incorporated by reference into the local working
conditions agreement
in order to utilize the grievance/arbitration procedures in such Agreement
to consider alleged violations
of this Agreement.
ARTICLE 8
SICK LEA VE INCENTIVE PROGRAM
Section
A:
In order to recognize an employee's productivity through his/her responsible use of accrued sick
leave, the Employer agrees to provide time-off
in accordance with the following
6 Section B:
1. A full-time employee who is in a pay status for the leave year shall accrue
annually:
a. three (3) days off for utilizing a total of no more than two (2) days of
accrued sick leave.
b. two (2) days for utilizing a total
of no more than two (2), but not more
than four ( 4) days
of accrued sick leave.
c. one (1) day
off for utilizing a total of more than four ( 4 ), but no more than
five (5) days
of accrued sick leave.
Employees in a non-pay status for no more than two (2) pay periods for the leave year shall
remain eligible for incentive days under this Article. Sick leave usage for maternity or
catastrophic illness/injury, not to exceed two (2) consecutive pay periods, shall not be counted
against sick leave for calculating eligibility for incentive leave under this Article.
Section C:
Time off pursuant to a sick leave incentive award shall be selected by the employee and
requested at least three (3) full workdays
in advance of the leave date. Requests for time off
pursuant to an incentive award shall be given priority consideration and the employee's
supervisor shall approve such requests for time
off unless staffing needs or workload
considerations dictate otherwise.
If the request is denied, the employee shall request and be
granted a different day
off within one month of the date the employee initially requested.
Section D:
All incentive days must be used in full-day increments following the leave year in which they
were earned. Incentive days may not be substituted for any other type
of absence from duty.
There shall be no carryover or payment for any unused incentive days.
Section E:
Part-time employees are not eligible for the sick leave incentive as provided in this Article.
Section F:
This program shall be in effect in for the duration of this Agreement.
7 Section A:
ARTICLE 9
TRAINING
Requests for employee training outside DBH shall be submitted and authorized using appropriate
D.C. Government Employee Training forms
to include Employee Training Authorization, DC
Training Form
1. Authorization for funding may be available for tuition expenses only.
Textbooks and other course materials are the responsibility
of the employee seeking training.
Reimbursement for tuition or registration shall be authorized only when equivalent training
is not
offered by DBH, training
is directly related to the employee's current duties at DBH, and the
employee has not previously attended the training. As such, employees receiving training
as a
part
of their official duties or to retain the employee's license, certification or registration that is
required to maintain the employees current job at DBH, shall be placed on administrative leave
during the time
of their training. The procedures for requesting training are outlined in DBH
Policy 750.2A and must be followed.
Section B:
DBH Employees are responsible for the cost of licenses and certifications required to maintain
their positions.
Section A:
ARTICLE 10
UNIFORMS AND GEAR
DBH agrees to make available $600 per fiscal year for uniforms per employee. Every two years
DBH will provide one pair
of OSHA compliant safety boots to all employees except Motor
Vehicle Operators. Safety boots/shoes are
to be worn at all times to ensure the safety of the
employee --
no other shoes are to be worn.
Section B:
In addition, the Employer shall purchase protective gear that is required in each shop, which
includes the following:
1. Head gear,
2. Gloves (as needed),
3. Goggles,
4. Earplugs, and
8 5. High quality boots
Section C:
When employees are required to utilize special safety devices or protective equipment, such will
be furnished at no cost to the employee and maintained and replaced on a fair wear and tear
basis.
Section D:
No government issued equipment, except cell phones, is to be removed from the worksite
without written authorization.
Section E:
Uniforms will be selected during the first quarter of the fiscal year each year during the life of
this Agreement. For FY 2022, unifmms will be selected within 60 days of Council approval.
ARTICLE 11
SAVINGS CLAUSE
Should any provision
of this Agreement be rendered or declared invalid by reason of any existing or
subsequently enacted legislation or by decree
of a court or administrative agency of competent
jurisdiction, such invalidation shall not affect any other part or provision thereof. Where appropriate, the
parties shall meet within 120 days
to negotiate any substitute provision (s).
ARTICLE
12
DISTRIBUTION AND PRINTING OF AGREEMENT
The Employer and the Union shall each be responsible for their cost
of printing this Agreement.
ARTICLE
13
METRO PASS
The Employer shall subsidize the cost
of monthly transit passes by fifty dollars ($50.00) per month for
employees who purchase and use such passes to commute to and from work.
9 ARTICLE 14
DURATION AND FINALITY OF AGREEMENT
Section A:
This Agreement shall be in full force and effect from the date this Agreement is signed, and shall
remain in effect through September 30 2024. The Agreement shall be automatically renewed
from year to year thereafter until changed by the parties in the following manner: written notice
by a party
of its desire. to renegotiate this Agreement; such notice to be given during the period
120 days to
90 days prior to the first day of a fiscal year, for the purposes of negotiating a
compensation arid non-compensation agreement for the subsequent fiscal year.
Section B:
It is understood that this Agreement contains the full understanding of the parties as to all
existing matters subject to collective bargaining during the life
of this Agreement. This
Agreement shall not be reconsidered during its life nor shall either party make any changes in
compensation for the duration
of the Agreement unless by mutual consent or as provided
elsewhere in this Agreement or
as required by law.
Section C:
Should any provision of this Agreement be rendered or declared invalid by reason of any existing
or subsequently enacted legislation or by decree
of a court or administrative agency of competent
jurisdiction, such invalidation shall not affect any other part or provision hereof. In that event,
either party shall have the right
to demand negotiations for a substitute provision. IN WITNESS THEREOF, the parties hereto have entered into this Agreement on this
____ day of _______ , 20_
FOR THE DISTRICT OF COLUMBIA
DEPARTMENT OF BEHAVIORAL
HEALTH
11
FOR THE UNION APPROVAL
The compensation collective bargaining agreement between the District of Columbia
Government and the District
of Columbia Nurses Association, dated
---------
2023 has been reviewed in accordance with the District of Columbia Comprehensive Merit
Personnel Act
of 1978 as amended and is hereby approved on this __ day of
------' 2023.
Muriel Bowser
Mayor
12 District of Columbia Government Salary Schedule: Department of Behavioral Health
Public Service Employees Local 572, Laborers International Union Of North America (LIUNA)
~----~
, __ .,_, _______ M,....,.., __ ~--n11mJ.!11t•tt<t"tltttttttmm""""'~"'''"""""'"'"'"""'""''"' __ ,,,_ .,.......,,, """"'" "" '""'"'"""'"''''", , ••••----------- '""'
Fiscal Year: 2023 Service Code Definition: B01 (Regular)
Effective Date: October 9, 2022
Union!Nonunion: Union CBU Code: SEL
Series: 05703, 04749, 04804, 03603, 02805, 05306
Pay Plan!Schedule: RW
PeopleSoft Schedule: WS0030
%
Increase: 2.5% Over FY 20
Resolution Number:
Date of Resolution:
Gradel
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2 $15.01 $15.56 $16. 11 $16.66 $17.21 $17.76 $18. 31 $18.86 $19.41 $19.96 $0.55
3 $17.01 $17.58 $18.15 $18.72 $19.29 $19.86 $20.43 $21.00 $21.57 $22.14 $0.57
4 $18.73 $19.39 $20.05 $20. 71 $21.37 $22.03 $22. 69 $23.35 $24.01 $24. 67 $0.66
5 $20.57 $21.30 $22.03 $22.76 $23.49 $24.22 $24. 95 $25.68 $26.41 $27.14 $0.73
6 $22.34 $23.11 $23.88 $24.65 $25.42 $26.19 $26.96 $27.73 $28. 50 $29.27 $0.77
7 $23.72 $24.62 $25.52 $26.42 $27.32 $28.22 $29. 12 $30.02 $30.92 $31.82 $0.90
8 $25.51 $26.42 $27.33 $28. 24 $29.15 $30.06 $30. 97 $31.88 $32.79 $33.70 $0.91
9 $26.99 $27.92 $28.85 $29.78 $30. 71 $31.64 $32. 57 $33.50 $34.43 $35.36 $0.93
10 $28.46 $29.45 $30.44 $31.43 $32.42 $33.41 $34.40 $35.39 $36.38 $37.37 $0.99
11 $29.91 $30.96 $32.01 $33.06 $34.11 $35. 16 $36.21 $37.26 $38.31 $39. 36 $1.05
12 $31.53 $32.61 $33.69 $34.77 $35.85 $36. 93 $38.01 $39.09 $40.17 $41.25 $1.08
13 $32.87 $34.04 $35. 21 $36.38 $37.55 $38.72 $39.89 $41.06 $42.23 $43.40 $1.17
14 $34.45 $35.64 $36. 83 $38.02 $39.21 $40.40 $41.59 $42.78 $43. 97 $45.16 $1.19
15 $35.95 $37.19 $38.43 $39.67 $40. 91 $42.15 $43.39 $44.63 $45.87 $47. 11 $1.24 District of Columbia Government Salary Schedule: Department of Behavioral Health
Public Service Employees Local 572, Laborers International Union Of North America (LIUNA)
-
--------- ,,_,,.,,..,_-___ ,,.,,,,"°""'m,mmm"-~"'"''"'""""''" "'"'R"'"""'N""""" ,,, , -----
Fiscal Year: 2024 Service Code Definition: B01 (Regular)
Effective Date: October 8, 2023
Union/Nonunion: Union CBU Code: SEL
Series: 05703, 04749, 04804, 03603, 02805, 05306
Pay Plan/Schedule: RW
Peop/eSoft Schedule: WS0030
%
Increase: 3.0%
Resolution Number:
Date of Resolution:
Gradel
:
Between
1 2 3 4 5 6 7 8
9 10 Stef?s
1 $13.57 $14.07 $14. 57 $15.07 $15.57 $16.07 $16.57 $17.07 $17.57 $18.07 $0.50
2 $15.45 $16.02 $16. 59 $17.16 $17.73 $18.30 $18.87 $19.44 $20.01 $20. 58 $0.57
3 $17.51 $18.10 $18. 69 $19.28 $19.87 $20.46 $21.05 $21.64 $22.23 $22.82 $0.59
4 $19.29 $19.97 $20.65 $21.33 $22.01 $22.69 $23.37 $24.05 $24.73 $25.41 $0.68
5 $21.19 $21.94 $22.69 $23.44 $24.19 $24. 94 $25.69 $26.44 $27.19 $27.94 $0.75
6 $23.02 $23. 81 $24.60 $25. 39 $26.18 $26.97 $27.76 $28.55 $29.34 $30.13 $0.79
7 $24.42 $25. 35 $26.28 $27. 21 $28.14 $29.07 $30.00 $30. 93 $31.86 $32.79 $0.93
8 $26.30 $27.23 $28.16 $29.09 $30.02 $30.95 $31.88 $32.81 $33.74 $34.67 $0.93
9 $27.79 $28.75 $29. 71 $30.67 $31.63 $32.59 $33. 55 $34.51 $35.47 $36.43 $0.96
10 $29.31 $30. 33 $31.35 $32.37 $33.39 $34.41 $35.43 $36.45 $37.47 $38.49 $1.02
11 $30.81 $31.89 $32.97 $34.05 $35.13 $36. 21 $37.29 $38.37 $39.45 $40.53 $1.08
12 $32.45 $33. 57 $34.69 $35.81 $36.93 $38.05 $39.17 $40.29 $41.41 $42.53 $1.12
13 $33.84 $35.05 $36.26 $37.47 $38.68 $39.89 $41.10 $42.31 $43.52 $44.73 $1.21
14 $35.47 $36. 70 $37.93 $39. 16 $40.39 $41.62 $42. 85 $44.08 $45.31 $46. 54 $1.23
15 $37.02 $38.30 $39.58 $40. 86 $42.14 $43.42 $44.70 $45.98 $47. 26 $48.54 $1.28 ·-----·-------------------------------------------
District of Columbia Government Salary Schedule: Department of Behavioral Health
Public Service Employees Local 572, Laborers International Union Of North America (LIUNA)
_______ _,,,_,..,,,,,,,,,, ___________ mnrntnt,ttt,t"t"I.IUUl!IIUl>1111111tttl<nt1W"'""""'"' .... m ...... ,, ... mnnumn,.nnm,,, ,,.,.,.,;,oN" •~"""'''" ! 0 , I '""" > --• n I<'"'""" ----S
Fiscal Year: 2024 Service Code Definition: B01 (Regular)
Effective Date: October 6, 2024
Union!Nonunion: Union CBU Code: SEL
Series: 05703, 04749, 04804, 03603, 02805, 05306
Pay Plan/Schedule: RW
PeopfeSoft Schedule: WS0030
%
Increase: 3.0%
Resolution Number:
Date
of Resolution:
Gradel
~-~~ ---2
••• ------~ :-:~-~=5= -··
:=
1 3 6 7 8 9
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1 $13.96 $14.48 $15.00 $15. 52 $16.04 $16.56 $17.08 $17.60 $18.12
2 $15.90 $16.49 $17.08 $17.67 $18.26 $18.85 $19.44 $20.03 $20. 62
3 $18.03 $18. 64 $19.25 $19.86 $20.47 $21.08 $21.69 $22.30 $22. 91
4 $19.87 $20.57 $21.27 $21.97 $22.67 $23.37 $24.07 $24.77 $25.47
5 $21.80 $22.58 $23.36 $24.14 $24. 92 $25.70 $26.48 $27.26 $28.04
6 $23.69 $24. 51 $25.33 $26.15 $26. 97 $27.79 $28. 61 $29.43 $30.25
7 $25.18 $26. 13 $27.08 $28.03 $28.98 $29.93 $30.88 $31.83 $32. 78
8 $27.08 $28.04 $29.00 $29.96 $30.92 $31.88 $32. 84 $33.80 $34.76
9 $28.62 $29.61 $30.60 $31.59 $32. 58 $33.57 $34. 56 $35.55 $36.54
10 $30.19 $31.24 $32.29 $33.34 $34.39 $35.44 $36.49 $37.54 $38.59
11 $31.74 $32.85 $33.96 $35.07 $36.18 $37.29 $38.40 $39.51 $40. 62
12 $33.40 $34.56 $35.72 $36. 88 $38.04 $39.20 $40.36 $41.52 $42. 68
13 $34.84 $36.09 $37.34 $38.59 $39.84 $41.09 $42.34 $43. 59 $44.84
14 $36.52 $37.79 $39.06 $40. 33 $41.60 $42.87 $44.14 $45.41 $46.68
15 $38.16 $39.47 $40.78 $42.09 $43.40 $44.71 $46.02 $47.33 $48.64
10
Betw
;:]
Ste s
$18.64 $0.52
$21.21 $0.59
$23.52 $0.61
$26.
17 $0.70
$28.
82 $0.78
$31.07 $0.82
$33.73 $0.95
$35.72 $0.96
$37.
53 $0.99
$39.64
$1.05
$41.73 $1.11
$43.84 $1.16
$46.09
$1.25
$47.95 $1.27
$49.95 $1.31 Glen Lee
Chief Financial Officer
MEMORANDUM
TO:
FROM:
DATE:
SUBJECT:
REFERENCE:
Conclusion
Government of the District of Columbia
Office
of the Chief Financial Officer
* * *
The Honorable Phil Mendelson
Chairman, Council of the District of Columbia
Glen Lee
;)
Chief Financial Officer
11
/} /} /U t:-_
June 5, 2023 P-
Fiscal Impact Statement -Compensation Agreement between the
District of Columbia Government Department of Behavioral Health and
the Public Service Employees Local 572, Laborers International Union
of North America Approval Resolution of 2023
Draft Introduction as provided to the Office of Revenue Analysis on
June 5, 2023
Funds are sufficient in the fiscal year 2023 budget and proposed fiscal year 2024 through fiscal year
2027 budget and financial plan to implement the bill. The resolution will cost approximately $89,000
in fiscal
year 2023, $80,000 in fiscal year 2024 and a total of $605,000 through fiscal year 2027.
Funds
are available in Workforce Investments to cover this cost.
Background
The resolution
approves a compensation and working conditions agreement between the
Department of Behavioral Health (DBH) and the Public Service Employees Local 572 Labors
International Union of North America (LIUNA). The agreement affects 21 FTEs in the motor pool and
maintenance bargaining units.
The agreement, which will be in effect from October
1, 2021 through September 30, 2025 includes
the following items:
• a 3.5%
bonus payment applied retroactively to fiscal year 2022 base salary
• a 2.5% wage increase for fiscal
year 2023 (partially retroactive)
• a 3% wage increase for fiscal
year 2024
• a 3% wage increase for fiscal year 2025
1350 Pennsylvania Avenue, NW, Suite 203, Washington, DC 20004 (202)727-2476
www.cfo.dc.gov The Honorable Phil Me ndelson
FIS: "Compensation Agreement between the District of Columbia Government Department of Behavioral
Health
and the Public Service Employees Local 572, Laborers International Union of North America Approval
Resolution of 2023," Draft
Introduction as provided to the Office of Reve nue Analysis on June 5, 2023
The agreement increases the minimum hours of pay employees must receive when called in or called
back, from two
hours to four hours. It increases the yearly employee allowance for uniform costs
from
$410 to $600 and now provides that DBH shall provide high-quality boots as part of the
equipment provided to employees.
Financial Plan Impact
Funds are sufficient in the fiscal year 2023 budget and proposed fiscal year 2024 through fiscal year
2027 budget and financial plan to implement the bill. The resolution will cost approximately $89,000
in fiscal
year 2023, $80,000 in fiscal year 2024 and a total of $605,000 through fiscal year 2027.
Funds
are available in Workforce Investments to cover this cost.
Cost of the Agreement between DBH and LIUNA Local 572, Effective through September 30, 2025
FY 2023CaJ FY2024 FY 2025 FY 2026(b) FY 2027(b) Total
Cost of Bonus
and Base Salary
Increa
ses $73,000 $68,000 $106,000 $129,000 $152,000 $528,000
Cost of
Increa
sed
Fringe
Benefits
CcJ,
uniforms
and
equipment $16,000 $12,000 $13,000 $16,000 $19,000 $77,000
TOT AL COSTCdl $89,000 $80,000 $120,000 $145,000 $171,000 $605,000
Funds available
in the Financial
Plan
(e) $0 $0 ($24,000) ($49,000) ($74,000) ($147,000)
COST TO BE
COVERED BY
WORKFORCE
INVESTMENTS
$89,000 $80,000 $96,000 $96,000 $97,000 $458,000
Table Notes
a) Includes
the retroactive bonus due for fiscal year 2022
b) Assumes salaries
grown by 1.7% in fiscal years 2026 and 2027
c) Assumes salary inc reases lead to additional fringe costs equal to 12.65 perce nt of increa ses
d) Costs are 100% Local Funds
e) Incre
ases built into the financial plan are used toward the cost of the agreement
Page 2 of 2 GOVERNMENT OF THE DISTRICT OF COLUMBIA
OFFICE OF THE ATTORNEY GENERAL
***
--
Legal Counsel Division
MEMORANDUM
TO:
FROM:
DATE:
RE:
Tommy Wells
Director
Office
of Policy and Legislative Affairs
Megan D.
Browder
Deputy Attorney General
Legal Counsel Division
June 5, 2023
Compensation Agreement Between the
Department of Behavioral Health and the
Public Service Employees Local 572,
Laborers International Union of North America
Approval Resolution of 2023
(AE-23-354)
This is to Certify that the Office of the Attorney General has reviewed the
legislation entitled the "Compensation Agreement between the
Department of Behavioral Health and
the Public Service Employees Local 572, Laborers International Union of North America Approval
Resolution
of 2023" and determined that it is legally sufficient. If you have any questions, please do
not hesitate to call me
at (202) 724-5524.
1Y/_~(j)Jje
Megan D. Browder
1350 Pe nnsylvania Ave nue, N.W., Suite 409, Washington, D .C. 20004 Phone (202) 724-5524 Em ail: megan.browder@dc.gov