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* Overall wage increase of 13% over the life of the agreement, coupled with selective wage and longevity increases resulting in actual hourly rate increases between 15% and over 50% (pg. 102)
* All time loss will be reset to 0 (zero) hours of time loss. All employees will start with a clean slate on attendance starting January 1, 2025.
* Updated grievance procedure that requires TriMet to issue timely decisions to discipline-related grievances, or the grievance is decided in Union’s favor. New grievance language requires both parties to meet prescribed timelines or forfeit the grievance. (pg. 6)
* Employees will not face disciplinary action for utilizing any of the initial 80 hours of unprotected leave during a rolling 12-month period. (pg. 19)
* Employees are entitled to 2 days of vacation after completing 91 days of employment. (Page 10)
* After 15 years of service, employees' vacation time increases to six weeks, up from five weeks. Following 24 years of service, employees receive seven weeks, an increase from the previous six weeks. (pg. 10)
* All employees will receive their birthday upon completion of probation. An employee may elect to take their birthday on a day other than their actual birthday. (pg. 14)
* Immediate Tool allowance increase to $.65 per hour. Tool allowance increases to $1.00 per hour over the life of the contract. (pg. 101)
* Additional Journey Worker rate increase for those who are not currently making top Journey Worker rate. Example, current base pay for Bus Mechanic is $41.39. Current employees at $41.39 will be paid $50.20 by end of CBA, which represents an increase of over 25%.
* Longevity pay increase for all Operators and non journey workers – new step is after 8 years ($.70 per hour. This is the first longevity increase for operators in 25 years. This is an immediate $.70 increase to all eligible employees (YOS) in addition to the overall wage increase. (pg. 101)
* Purchasing & Stores Longevity increase from $.40 to $.70 after 8 years (totaling $1.15 after 8 years). This is the first ever increase to this longevity. (pg. 85)
* 2% increase to employer 401(A) contributions in 2027, making the total 10%. This is not a match. It is a mandatory employer contribution. (pg. 121)
* There is now a $2 night shift differential for many employees, including: Station agents, bus and rail training supervisors, dispatchers, controllers, all road, rail and lead supervisors, maintenance division employees, IDP specialists, IDP coordinators, customer safety supervisors, lead customer safety supervisors, etc.
* Eligible employees are entitled to receive up to $150 monthly for verifiable childcare expenses, limited to one per family. Depending on use, ATU 757 can bargain additional money for the program in future CBAs. (MOA)
* After 3 years of employment, all employees shall be eligible to receive tuition reimbursement for all coursework that qualifies as a career-related degree program. (pg. 76 & MOA H2)
* Electric Vehicle Training Guarantees training on electric buses. (pg. 56)
* Healthcare Benefits remain the same. Any cleanup of unnecessary dates or outdated language will not affect employees’ access to current healthcare standards.
* Employees who have worked for TriMet at least 6 months are entitled to military leave of up to 21 days per year without loss of pay for initial active duty. The 21 days do not need to be consecutive. (MOA #A113)
* To the extent Union decides to offer Voluntary Long Term Disability Insurance, the District shall make the payroll deductions if authorized by the employee. This fills a gap in available insurance coverage for employees. (pg. 17)
* When an employee takes memorial leave, the leave may be taken within 180 days of the death if the death was outside the continental USA. (pg. 22)
* Any employee promoted to a non-union position prior to January 1, 2025 shall retain seniority for 5 years from promotion. Any employee promoted to non-union position after January 1, 2025 shall retain seniority for 6 months from date of promotion. (pg. 24)
* Employees shall be paid their full rate for jury duty & are no longer paid only the difference between jury duty pay and their regular pay. (pg. 25)
* Managers are now required to make a good faith effort to inform the Union when an employee is not meeting probationary standards for the purpose of collaborating and helping the employee be successful. (pg. 27)
* The District’s yearly contribution to ATU’s recreation activities budget increases from $55,000 to $88,000. (pg. 27)
* If an operator notifies the District two hours prior to hitting (12) hours of service, then the Operator will now be provided transportation back to their home garage if they are not relieved at an established relief point. (pg. 31)
* An AM/PM board shall be established for the extra board. Work from the AM board shall first be offered to AM board operators. PM work shall first be offered to PM board operators. The scheduling will be designed to create stability for operators. (pg. 36) There shall be a committee with union representation that meets regarding the full rollout of the AM/PM board. (pg. 41). The pilot program and implementation date has yet to be determined.
* Dispatchers selected to conduct training for employees will receive an additional $2/hr over base rate of pay. (pg. 45)
* After initial issue, the District will supply Road, Rail, and Training supervisors a winter coat once every three years (or more often, if winter coat becomes unserviceable). (pg. 49)
* The District will pay the cost of boots for Rail Field Supervisors and Lead Supervisors. (pg. 49)
* Any Rail Controller who is selected to conduct training will receive an additional $2/hr over base rate of pay. (pg. 53)
* Naming conventions in the agreement are updated to match current employee titles. (pg. 57)
* Starting with the sign up in 2025, if Bus Maintenance has 70% of its budged FTE Journey Worker positions filled, then not less than 25% of all Journey Worker positions shall be scheduled on 4/10 shifts. Currently, Bus Maintenance has 70% of its budged FTE Journey Worker positions filled. (pg. 58)
* More consistent use of vacation matrices across maintenance departments. Day-to-day vacation requests may be made prior to the start of the shift. (pg. 60)
* A pre-training program that allows Service Workers to access hands on training will be studied as an alternate to the Training Tuition Payment Program. (pg. 63)
* MMIS Clerks who have been selected and trained can work as relief Maintenance Systems Coordinators and will be upgraded to Maintenance Systems Coordinator pay for the hours they are doing the work. (pg. 72)
* The Maintenance Department may use journey level technicians, maintainers, or mechanics as on the job training (OJT) coaches. OJT coaches will receive a $3.50/hr premium while performing OJT coaching duties. (pg. 73)
* Employees eligible for the training tuition payment program may now take classes both remotely and in person. Increase in number of employees who may be enrolled in any given school term. (pg. 77)
* Utility Service Aid position is created and will receive a $2/hr premium (pg. 79)
* A “stand-by” program is established to provide compensation for those assigned to serve on stand by to accept mandatory overtime call-outs. All Plant Maintenance Mechanics (PMM), and qualified Facilities Maintenance Workers (FMW) shall participate. Each PMM and FMW shall receive 18 hours regular pay in addition to their pay for hours worked that week. Staff may trade stand-by weeks with other qualified program participants in their classification. (pg. 82)
* A Utility Partsperson will earn an upgrade of $2/hr when assigned other reporting time and/or duties. (pg. 85)
* Field outreach and Community Relations Representatives working between 12am to 6am shall receive night shift differential of $2/hr (up from $1/hr). (pg. 89)
* Hours of Service Table updated so that CSS and lead CSS can only be required to work a maximum of 20 hours in a day and must receive a minimum of 4 hours rest between shifts. (pg. 127)
* There are some spots in the TA where references to Workers Comp were removed. This does not limit an employee’s access to Workers Comp. This is clean up language only.
* Contract language updated to include gender neutral pro-nouns.
* Number of streetcar operators who may take vacation on the same date has increased to 4 (up from 3). (MOA)
* Stores and Schedule writers have been moved to a different location within the agreement. The movement is clean up and is not intended to change any rights granted by the agreement. (pg. 73)
* Article 6 has been cleaned up to reflect current employee rights, current practices, and to match current naming conventions. (pg. 88)
Cons –
Employees will be expected to work their last scheduled work assignment before regular vacation. The District may request a doctor note for any use of sick leave the day before or after scheduled vacation. (pg. 10)
An employee who takes more than 3 consecutive sick days may be required to submit verification of need for sick leave, which is consistent with TriMet’s rights under Oregon sick leave laws. (pg. 19)
Probationary period has been extended from 120 to 180 days. (pg. 27)
Once an operator has used 40 hours of paid sick leave in a 12-month calendar period and thereafter marks off sick 1 day before or 1 day after a holiday, they must produce a doctor’s note. (pg. 33)
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