Clark County

Your Coalition Bargaining Team reached a Tentative Agreement (TA) on our 2025-2027 union contract!

Over the last several months you and your peers have stood in solidarity and supported your Coalition Bargaining Team. As a result, your Bargaining Team is proud to deliver a contract that, in addition to other gains, includes the following wins:

• 3% COLA for 2025 (over the 2024 “Me Too” Award) with retro back to Jan. 1, 2025 (see new wage scales HERE)
• CPI-based (west Class A cities) COLA formula for 2026 & 2027 with a 2-4% range
• 2% longevity premium on all hours paid, beginning in Year 15 of employment
• Increase to the starting vacation rate and less waiting time between increases to the accrual rate (see new rates HERE)
• Increase to overall maximum vacation accrual
• Increase to County healthcare contribution of $120/month
• Minimum 5% increase when classification has an upward realignment due to a market analysis
• Expanded bereavement leave
• Language protecting against discipline for using sick leave
• Better language supporting progressive discipline
• Maintain a modified “Me Too” wage parity Memorandum of Understanding (MOU)

We came into this cycle of contract negotiations with a historic arbitration win against the County. While this generated much enthusiasm with the membership, it also meant that the County entered with a position that our members received their wage increases “early” and was not eager to make additional changes to what they viewed as a mature contract. Additionally, because we could not come to terms over implementation of the arbitration award, it delayed economic discussions and ultimately had a negative impact on the County’s willingness to meet members’ top priorities.

Getting Unstuck

In coordination with the other unions in the Coalition, we filed a grievance on January 10, 2025 over the 5% increase for the County Manager. This threat, along with the possibility of 2-3 months of interest payments on our previous arbitration award, gave us leverage at the bargaining table that the Coalition has not previously held. These bargaining chips were used to get a long sought after longevity premium and higher general wage increases than we’ve achieved in the last two contracts.

Your Coalition Bargaining Team was vocal from the start that the employer would not separate us and that we would have no deal if it was not supported by all five unions in the coalition. This solidarity made a huge difference at the bargaining table as we presented a unified position instead of the internal squabbling we’ve seen over the years.  

The Result

Through solidarity, creative leveraging, and the hard work of the team at the bargaining table, we were able to achieve members’ top priorities around general wage increases, increased healthcare contributions, longevity pay, and improved vacation accrual.

These are just a few victories this cycle; all of the details can be found in the redlined TA document. This contract is unanimously recommended for a “YES” vote by the full Clark County Coalition Bargaining Team (all five unions).