To OPEIU Local 8 members at Seattle Housing Authority
In case you missed it, our Union Bargaining Team has reached a Tentative Agreement (TA) with SHA that includes meaningful improvements to our contract. Today, at 1 pm and 6 pm, we are meeting to review TA and ask questions — details are below.
Don’t forget: The deadline to vote is tomorrow, Feb. 4, at 9 am!
Given the political climate and budget concerns, this has been a tough round of negotiations, but your solidarity and visibility have made a real difference in helping us get the best deal possible. After careful consideration, your Bargaining Team recommends a “YES.”
What Happens Next
Step 1: Review the TA and ask questions
Join us today for Membership Meetings in-person at 1 pm or virtually at 6 pm. This is a chance to get the info you need to cast your vote on the TA. To review the full TA, click here.
MEMBERSHIP MEETINGS
(Please plan to attend before work, during your lunch/break, or after work. Pizza will be provided at the in-person meeting.)
• In-Person Meeting at CO: Tuesday, Feb. 3, at 1 pm
Tahoma Conference Room (on the first floor through the participant waiting area, beyond the outer lobby
• Virtual Meeting: Tuesday, Feb. 3, at 6 pm
Zoom meeting link – https://us02web.zoom.us/j/2505066115?pwd=eSt2RVVIMDRYUEJBaTF4ckFKUHZBdz09&omn=88967927907
Meeting ID: 250 506 6115 Passcode: 9832543288
Step 2: Cast your Vote
Only members can vote! Check your email for voting information or contact your Union Rep (rose@opeiu8.org or valarie@opeiu8.org).
The deadline to vote is TOMORROW, Feb. 4, by 9 am.
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CONTRACT HIGHLIGHTS
Compensation 2026
- Retroactive pay to the first pay period of 2026.
- APM classification upgraded.
- Transition to a new pay grade structure, resulting in increases for about half of our membership based on:
- Time in current position
- Total length of service at SHA
- After placement on new grades, all employees receive a 3% across-the-board increase (with employees at or above their pay grade maximum receiving a 3% lump sum payment or the equivalent in annual leave, at the employee’s choice).
Compensation 2027
- TBD: Compensation tied to budget, with “me too” language ensuring we do not receive less than management.
Compensation 2028
- TBD: Compensation tied to budget, with the same “me too” protection.
- Performance Evaluations – Improved timing of evaluations for new employees and employees who transfer positions so they may be eligible for merit leave and/or merit pay.
- Comp Time – Expanded the time frame employees have to use accrued comp time.
- Annual Leave Cash-Out Eligibility – Lowered the required hours an employee needs to maintain in their bank from 120 hours to 80 hours, making it easier to cash out leave.
- Layoffs – Strengthened language limiting when SHA can bypass seniority.
- Work Location Assignments – Established parameters around assigning employees to locations outside their primary office.
- Bereavement Leave – Expanded the list of covered family members.
- Equity Reviews – Clarified language to reflect current practice.
- Promotions – Improved the ability to receive higher pay when promoted.
- Grievance & Arbitration – Added additional arbitrators at Step 4 in case FMCS is unavailable.
Contract Term – Three (3) year agreement.