On Thursday, the City of Long Beach disclosed a tentative three-year labor agreement with the Long Beach City Attorneys Association (CAA) Employee Bargaining Unit in a press release. Shaped to enhance the retention and recruitment of competent attorneys and support staff, the agreement emphasizes the role of justice and equity in employee growth and success, according to City of Long Beach.
During negotiations, both parties sought, transparently and collaboratively, for active communication. Mayor Rex Richardson deemed the agreement "fair" and beneficial to "our recruitment and retention efforts." City Manager Tom Modica applauded the negotiation process, lauding the CAA leadership and City staff.
To create, the agreement proposes, new grade levels and a seven-step salary scheme for Deputy City Attorneys, including general wage increases for Deputy City Attorneys and their support teams. Rewards are conquered by diligent individuals through structured salary increases, performance-based, throughout their City tenure. Furthermore, key benefit improvements for all CAA employees are contained in the tentative agreement.
The agreement and its benefits for the 25 CAA-represented employees will be introduced for consideration and public deliberation at the Long Beach City Council meeting on October 24.
Truly, the tentative preliminary agreement between the City of Long Beach and the CAA Employee Bargaining Unit appears in an ongoing series of labor disputes and ensuing triumphs. In 2022, similar triumphs were signified as several labor agreements across sectors were reached and ratified.
Steps entailed in the tentative agreement merit attention for they mirror progressive labor negotiations. A three-year contract term is outlined, from October 1, 2023, to September 30, 2026, with a 3.25% annual general wage rise for non-Deputy City Attorney roles each contract year. Additionally, Deputy City Attorney roles will receive a 3.25% general wage raise in the contract's second and third years. The City's contribution, amongst other benefits, to deferred compensation will go up, as will employee time off benefits, such as bereavement leave, paid parental leave and sick leave accruals.
