Main Table LA City Coalition Tentative Agreement Summary Has Been Reached

After months of negotiations, the LA City Coalition is pleased to announce they have reached a tentative “main table” agreement with the City of Los Angeles. The text of the tentative agreement, including proposed cost of living increases and wage adjustments, is included here:

LA City Coalition – Main Table

Tentative Agreement Summary

Term: December 31, 2023 – the end of the last payroll period for 2028, with bargaining over successor agreement to begin July 1, 2028


Cost of Living increases effective in the pay period which includes the dates indicated:

  • April 1, 2024 – 3%
  • October 1, 2024 – 3%
  • July 1, 2025 – 4%
  • July 1, 2026 – 4%
  • July 1, 2027 – 3%
  • January 1, 2028 – 3%
  • July 1, 2028 – 2%

Minimum Wage Adjustments – starting step & employees moved to the step that provides at least the amounts indicated & flat rated positions increased to the amounts indicated:

  • April 21, 2024 – $20.00/hour
  • October 20, 2024 – $21.50/hour
  • June 29, 2025 – $23.00/hour
  • June 28, 2026 – $25.00/hour

Bilingual pay – employees receive an additional premium for each language they use and for which employees are authorized

Graveyard Shift – employees who work more than 50% of their shift between 12:00 am and 8:00 am receive three premium levels (8.25%) for that shift (increase of 2.75% from the current night shift pay).  Part-time employees are also eligible for shift pay.

Acting Pay – employees qualify after 10 cumulative days of acting status in a twelve-month period (previously 10 consecutive days)

Supervisory/Lead Increment – Beginning February 1, 2024, there will be a limited reopener to bargain over the two premium level difference between a supervisor/lead and their subordinate

DWP Equity – Beginning July 1, 2024, there will be a limited reopener to bargain over potential adjustments for flat-rated positions below their DWP equivalent

Vacancy Rates – Beginning January 2025, the parties will meet to discuss the impact of vacancy rates and potential remedies for those positions that exceed 15% vacancy

Salary Step Reform – Beginning January 2025, the parties will meet to discuss potential alternative arrangements to the current salary step structure


Sick Leave Payout – Pilot program during the term which provides 100% payout of unused sick leave pertaining to both annual payouts and upon retirement.  These provisions will take effect on the first day of the successor MOUs (to include the 2023 calendar year)

Paid Parental Leave – make pilot program permanent and increase the paid time off to 12 weeks

Personal Leave – Pilot program during the term which reduces personal leave to 24 hours, but provides payout of unused personal leave at the end of each calendar year.  In addition, provide 2 additional floating holidays – prorated for part-time employees.  The first payment for unused personal leave time will occur in January 2025 (to account for the unused time credited in calendar year 2024)

Part-Time Employees

Beginning with adoption of the MOU, the City shall begin placing into escrow an amount equal to the prorated compensated hours relative to the half-time employee medical benefit ($9.70/hour on average).  The parties will concurrently meet and confer and intend to work out any logistical barriers related to providing part-time employees who work more than 400 hours in a twelve-month period, the single-party Kaiser health benefit.  Funds placed in escrow shall apply to providing such benefits to part-time employees.

Beginning July 1, 2024, the parties will meet to discuss potential alternative arrangements for part-time employees:

  • Proportional sick leave accrual
  • Caps in the number of hours worked, and
  • Disciplinary process reform

Contracting Out

Expand notification requirements for bargaining unit work which is proposed to be contracted out.


The parties will meet about and discuss potential alternative arrangements/remedies for housing related issues, including:

  • Providing mortgage/rent reduction benefits for employees who live in the City or are otherwise housing burdened (spend more than 30% of their disposable income on housing)
  • Adding Social Housing and Permanent Supportive Housing units on City owned property, built under Project Labor Agreements and managed/maintained by LA City Coalition members – a portion of which would be set aside for LA City Coalition members, and
  • Establishing a Housing Development Committee and appropriate staffing levels to address housing needs

Union Rights

Adjust language to ensure provision of membership information.

Note: LA City Coalition Bargaining Units which already have a superior provision will retain their relative language

Unit Table proposals will be settled at each bargaining unit table

Otherwise, the terms of the MOU remain unchanged.

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