The Contract

⬇ Download the full contract (PDF)

The collective bargaining agreement is the legally binding document that governs wages, hours, and conditions of work for eligible Library employees. The contract supersedes the Employee Handbook on any labor matter it specifically addresses; the handbook fills in details on matters the contract leaves open.

This page is a navigation aid. The PDF is the authoritative document. When in doubt, read the section in the PDF or ask a steward.

What's in it

Article 1 — Recognition

Defines who is in the bargaining unit: full-time, part-time, and substitute employees who aren't management, executive, supervisory, or confidential staff.

Articles 2–4 — Union rights, management rights, no strikes

Union membership is voluntary. Up to ten Stewards represent the bargaining unit. The Library retains broad management rights over operations, staffing, and discipline-for-cause. AFSCME agrees not to strike.

Article 5 — Hours of work

40-hour work week (Sun 00:00 to Sat 23:59). Overtime at time-and-a-half above 40 hours for non-exempt staff, with supervisor authorization required and no pyramiding. 15-minute paid rest periods every four hours; 30-minute unpaid meal breaks for shifts over six hours. Schedules posted by the 15th of the prior month. Remote work is case-by-case for eligible classifications.

Article 6 — Sick leave

Full-time staff accrue 3.70 hours per pay period (bi-monthly). Maximum accrual is 640 hours as of July 1, 2026. Sick leave can be used for the employee's own illness, FMLA qualifying events, and emergency care of immediate family. Bereavement leave is up to 5 days for immediate family, 1 day for extended family. Conversion of unused sick leave to vacation is available if you've used 4 or fewer sick days in the prior fiscal year.

Article 7 — Vacation

Accrual scales with service:

Years of service	Days per year
0 – 12 months	13
13 – 60 months	19
61 – 144 months	23
145 – 240 months	26

Vacation maximum accrual is 1.5× the annual rate. 28+ days advance notice gets you a written response within 10 days.

Article 8 — Holidays

12 paid holidays per year, plus Easter for staff scheduled to work it (since the Library is closed). When a holiday lands on your day off, you schedule an alternative day with your supervisor.

Article 10 — Compensation

The full wage scale is Appendix A of the PDF. Steps are 2.5% apart. Step increases happen August 1 each year, subject to performance. The contract includes 3% COLA increases to Step 1 in August 2026, 2027, and 2028.

Bilingual premium: $0.50/hr for any of 11 supported languages, $1.00/hr for Spanish, after passing a proficiency test.

Parental leave: up to 30 workdays (5/8 schedule) or 24 workdays (4/10 schedule) at full pay for birth, adoption, or placement.

Article 11 — Insurance

For employee-only health coverage, the Library pays 100% of premium. For employee + dependent(s), the Library pays 90%. HSA contributions: $1,000 employee-only, $2,000 with dependents. Telehealth available for part-time staff.

Articles 13–14 — Discipline and grievances

Discipline follows progressive principles in most cases, but egregious conduct can skip steps. You have the right to a Union representative during investigatory interviews, with at least 24 hours' written notice, and at pre-disciplinary meetings.

The grievance process has three steps: informal resolution (15 days), formal written grievance to the EEO Officer (15 days), and escalation to the CEO (final decision within 45 days).

Article 15 — Probation

• New hires: 180-day probation, at-will, no grievance rights for termination during probation.
• Promotions within the bargaining unit: 180-day promotional probation; you can return to your prior classification without losing seniority.

Article 17 — Seniority and layoffs

Layoffs by classification seniority — least senior in a classification goes first. 21 calendar days' advance notice. Recall rights for 180 days after layoff.

Articles 18–19 — Limitations and term

Financial commitments are subject to Library Board and City Council appropriation. Contract is in effect through June 30, 2029. Successor bargaining begins by February 2029.

Where to read it

For anything that matters — a grievance, a discipline question, a leave calculation — go to the PDF. This page summarizes for orientation only. The PDF is the legally binding text.

⬇ Download the full contract (PDF)