Transport Workers' Union (TWU), Local 250-A (9163 Transit Operators), 2022 MOU Update Summaries

Term

July 1, 2022 to June 30, 2024

Wages 

First Year: 
5.25%, effective July 1, 2022 
 
Second Year:
2.5%, effective July 1, 2023, except if the March 2023 Joint Report prepared by the Controller, the Mayor’s Budget Director, and the Board of Supervisors’ Budget Analyst projects a budget deficit for Fiscal Year (FY) 2024 that exceeds $300 million, then the base wage adjustment will be delayed, to be effective January 6, 2024.
 
2.25%, effective January 1, 2024, except if the March 2023 Joint Report projects a budget deficit for FY2024 that exceeds $300 million, then the base wage adjustment will be delayed, to be effective close of business June 30, 2024.

Uniform and Equipment Allowance 

Changes allowance from $25.00 to equivalent of one hour of pay at the top step. 

Expert Operator Premium 

Expands Expert Operator Premium by making existing 3% premium Tier 1, and adding Tiers 2 and 3 at 5% and 7.5%, respectively, with increasing performance-based eligibility requirements.

Operator of the Month Recognition Allowance 

Change allowance to amount equivalent to set amount of hours at the top step as follows:
Systemwide Operator – from $500 to 13 hours.
Operator of the Month – from $400 to 10 hours.
Runner-Up – From $250 to 7 hours.

Life Insurance

Removed minimum service requirements for coverage.

Holidays 

Recognizes Juneteenth (June 19)

Headway Premium 

Requires the parties to meet and confer during the term of the MOU to discuss improvements in tracking and paying this premium.

Runs Subject to Daily Reassignments (SDR) 

Provides that any reassignment caused by cancellation of a run counts as a Run Subject to Daily Reassignment eligible for the established 3% premium.

Supplementation of Accrued Paid Time Off

Expands Operators’ ability to supplement sick, vacation, and floating holiday pay with additional accrued paid time off so as to equal the Operator’s regular “run pay”. 

Participation in Bid by Operators on Leave

Clarifies requirement that Operators return from leave two weeks before a Sign-Up in order to participate, except as prohibited by law.

Sign-ups for Time Off 

Adds Floating Holidays to sign-ups for time off and clarifies timing of annual sign-ups. 

Adjustment in Schedules Between General Sign-Ups 

Clarifies the limitation on changing Operators’ schedules between sign-ups.

Processing of Customer Service Complaints

Clarifies that review of Customer Service Complaints will include review of related video. Eliminates requirement of meeting with Union Chair before an investigation may proceed and the requirement of a telephone conference with complainant.

Lateness and Absence Without Leave (AWOL) 

Revises procedures, timeframes, and discipline levels for Lateness and AWOL. 

Correcting Payroll Problems 

Revises language to reflect current procedure. 

Timing of Grievance Appeals

Deletes requirement that disciplinary dismissals be appealed within one working day of the Step 2 decision. Seven-day deadline for all other appeals from Step 2 decisions will apply instead.

Election of Remedies

Eliminates requirement that employees choose between grievance procedure and internal complaint processes for claims of discrimination, retaliation, harassment, or failure to accommodate a disability.

Union Chairpersons 

Increases number of union chairpersons from eight to nine, reflecting increase in number of Divisions.

Year 1
July 1, 2022 - 5.25%
Year 2
July 1, 2023 - 2.5%
January 6, 2024 - 2.25%

If the citywide budget deficit projection exceeds $300M in Year 2, each affected base wage increase will be delayed 6 months.

Operators will be paid a Tier 2 Premium of 5% of the hourly rate of pay per hour for all pay periods in which they meet all of the following conditions:
-All requirements of Tier 1
-No more than 13 unscheduled absences in the previous 12 months
-No more than two Working Miss-Out Occurrences in the previous 12 months
-No AWOL occurrences in the previous 12 months
-Upon implementation of a Performance Plan Program, a minimum score of 2.0 in the previous year

Operators will be paid a tier 3 Premium of 7.5% of the hourly rate of pay per hour for all pay periods in which they meet all of the following conditions:
-All requirements of Tiers 1 and 2
-No Passenger Service Reports or Customer Service Complaints with merit in the previous 12 months
-No schedule violations with merit in the previous 12 months
-Upon implementation of a Performance Plan Program, a minimum score of 2.5 in the previous year

SFMTA shall provide $500,000 (previously $175,000) accidental death, dismemberment and loss of sight coverage for each Operator from the first date of employment. This policy shall be limited to injuries sustained during the course of an assault (previously felonious assault) on the Operator provided the injuries arise while the Operator is performing the duties of the Operator's occupation, or occuring during direct commutation to and from work.