Summary of Changes for 2026-27 CBA
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Article 9 - Compensation (Plus Appendix A and B)
There were LOTS of changes in this article.
Section changes:
9.1 combined 9.1 thru 9.3.
9.5 was turned into 9.3 Union Substitute.
9.4 was split into 9.2 Salary Schedule Adjustment and 9.22 One Time Retention Payments.
The Pay Scale: ( appendix A and B, plus as outlined in 9.1 and 9.2 )
Everyone should see a minimum increase of a dollar or more to their pay.
The old pay table has been replaced with a better, more understandable table. The pay table is Appendix B.
This does mean that your pay grade has been changed. The change is listed in Appendix A.
Your pay step should stay relatively the same unless you were at the top of your pay grade, but the bargaining team did their best to ensure that payments to all members will be a net positive this year and next. No employee shall incur any reduction in pay due to this change.
Steps max out at 15 for everyone. However, there is now a longevity pay for the next two years ( see section 9.22 ) for anyone who is at the top of their pay grade.
To ensure everyone receives equitable increases, those in the positions of Integrated Library System, IT Specialist and IT Senior Assistant will see a 2 step increase.
There will be a 4% increase to the table for 2027.
Payments will be in two parts for this year.
If the contract is ratified by Union by May 10th and passed by the library board on May 18th, members will see you wage increase starting June 1st. Retroactive pay to January 1st will be paid out by July 15th. We expect the retro pay to be given to members on their July 10th paycheck.
9.3 Union Substitute (new)
Subs will be on the PSA pay scale.
Union subs will get a 3% wage increase dated back to January 1st and that retro pay is expected to be paid on the same timeline for retro pay as stated above.
Union subs will see an increase of 4% to their wage in 2027.
9.5 Establishment and Adjustments of Step Increase Date(s) (SID): (previously 9.8)
C was removed since we are no longer adjusting calculations due to LWOP.
9.6 Wage Progression through pay grade (previously 9.9)
Added “or promoted” in instances mentioning “hired” in this section. This should now include all employed hired or promoting into new positions, such as a PSA moving to SLA.
9.8 Wages upon Return to Bargaining Unit (previously 9.11)
Removed “If the Employee did not have a step on the Pay Grade when departing the bargaining unit, their wage rate will be set in accordance with Article 8.5”. Since steps were implemented in 2022 and this language only impacts the last 3 years, it was agreed that the language was no longer necessary.
9.10 Promotions (previously 9.13)
Added language “Should an employee promote to a job classification in which they previously held permanent status within three (3) years of the voluntary demotion, their previous placement will be restored.”
9.12 Voluntary Demotion (previously 9.15)
Section reworded to hopefully better advantage employees taking any demotions. New wording: “Any Employee who participates in a voluntary demotion shall move to the pay grade assigned to their new job classification and remain in the same step as their previous placement.“
9.14 Bookmobile Driver Premium
Specifications for when premium pay for drivers will be given was added.
9.22 One-Time Retention Payments (new)
This should also be known as the longevity payments.
Staff that have worked for FVRL for 10+ years and who are that max of their paygrade will receive payments in 2027 and 2028.
There will be one payment per year.
If Employees leave employment within 3 months of receiving the stipend, they will have to pay the stipend back.
Employees may decline the payment prior to December 31 year.
If you’ve had 10+ years of continued service, you will get 750 before tax/etc. 21+ years will get a pay of 1000 before tax/etc.
Article 5 - Health and Safety
5.2 – Employees will receive an additional 10 minute relief period if building is above 78 degrees.
5.3 – This section was split into 5.3 through 5.5.
Article 6 - Seniority
6.3 Seniority Calculation – Added to end “Leave without pay will not affect seniority calculation.”
6.5 Seniority Exceptions (removed) – Entire section was removed and later sections were renumbered. Since LWOP no longer affects calculations, this was to keep in line with that language.
6.5 Seniority Lists (previously 6.6) – The sentence concerning LWOP adjustments was removed due to removing 6.3
Article 7 - Classification
7.3 Open Position Announcement – Wording was changed and condensed to reflect current practice with job announcements.
7.5 Open Position Bid Eligibility Criteria (previously titled “Bidding Process”)
Criteria to apply for a position was organized into a list.
Language was added that those with a suspension without pay in the last 12 months cannot apply for new positions.
Language was changed around staff on PIPs who wish to apply for open positions. They must have 14 or fewer days remaining instead of 30.
7.6 Bidding Process ( previously titled “Lateral Transfer” )
Previous 7.6 and 7.7 were added into this new section as A and B.
Section numbering was adjusted for rest of Article 7.
Lateral Transfer wording was not changed.
The Section B title added Demotions.
Wording for the B section was condensed but no changes were significantly made as these terms are reflected in Article 31 Definitions. The intention behind this change was to minimize the areas where conflict may happen if changes are made to one section and not reflected in another. Previously, this section and the same section in definitions were identical. Now this section refers to the same/similar section(s) in Definitions for these terms. The Definition in Article 31 has not changed.
This sentence “Skills assessments may be required for positions that have technical, mechanical or physical qualifications.” Was changed to “Some recruitment processes may include skills assessments.“
7.7 Trial Service Period (previously 7.8)
The wording here was condensed for the same reason as 7.6. The duration period was moved to Article 31 Definitions under Trial Service Period.
(previously) 7.14 Classification Review
This section was only for the duration of the prior contract and was removed for this new CBA.
7.16 Reallocation Trial Service Period –
“Reclassified” was changed to “reallocated” in the first sentence.
Article 12 - Hours of Work and Overtime
12.1 Workweek
D was moved to a new section 12.3 Schedule Change.
E was updated to be D since the previous D was moved into its own section.
12.2 Workday
This section was reworked to be more concise. No work day hours/limits are expected with this change.
12.3 Schedule Change (new section)
This is the same wording as section D above, but with the word “permanent” removed.
Following sections were re-numbered because of the addition of this section.
12.5 Additional Work (previously 12.4)
Part A had some change in wording in attempt to make the intentions clearer and easier to follow.
The portion “management agrees to work with the Employee to provide a schedule change which provides for two consecutive days off.” Was changed to “which may include alternate days off within the same workweek.”
Article 13 - Discipline
13.1 – Language was added:
“Before an oral warning is issued, an employee must be forewarned of the potential consequences of their conduct or performance. When this forewarning is provided during coaching or informal counseling, the employee will receive a written summary of the coaching discussion, which may be provided electronically. Coaching summaries will not be considered a written warning as outlined in B below.”
13.1 A Oral Warning:
Added language “After coaching and informal counseling occurs as described above, an oral warning shall be issued.”
13.1B Written Warning
“and destroyed” at the end was removed. The warning will not long be attributed to the employee, but the employer must maintain a file separate for retention purposes as required by law.
Article 15 - Compensated Leave
15.4 Holiday Compensation
The sentence “Eligible part-time Employees shall receive holiday pay prorated on the basis of their regular work schedule” was moved to 15.4C.
15.19 Vacation Payment
Employees may get vacation payouts at the end of the year now. See this section for details.
15.24 Bereavement Leave
15.24 and 15.25 were combined into the same section.
Employees have 5 days of bereavement leave instead of 3.
Bereavement can be applied to participating in funerals.
Article 18 - Grievance Procedure 2025.10.23 FVRL
Step 5 Arbitration
Some language was added around the demand for arbitration and the Union bearing any cost for a list of arbitrators.
Article 20 - Performance Feedback
20.1
Removed a confusing part of the initial paragraph and added “The timing of an employee’s evaluation will not delay a step or pay increase.” This new wording was the intention behind the prior wording.
20.3
There is an additional performance feedback reviews to be done during probation.
The intention between adding an additional feedback and a timeline is so staff on probation will have a good idea on what they need to correct and that they are given time to make any corrections prior to the end of probation.
Article 31 - Definitions
Trial Service Period
This section had the layout adjusted to make it easier to read and understand.
The follow sentence was a rewording of the prior last two sentences of this section: “The trial service period will be the same duration as the probationary period, including the ability to accelerate the period based on the Employee’s ability to demonstration they can perform the duties of the position and completion of the training plan/checklist.”
There were LOTS of changes in this article.
Section changes:
9.1 combined 9.1 thru 9.3.
9.5 was turned into 9.3 Union Substitute.
9.4 was split into 9.2 Salary Schedule Adjustment and 9.22 One Time Retention Payments.
The Pay Scale: ( appendix A and B, plus as outlined in 9.1 and 9.2 )
Everyone should see a minimum increase of a dollar or more to their pay.
The old pay table has been replaced with a better, more understandable table. The pay table is Appendix B.
This does mean that your pay grade has been changed. The change is listed in Appendix A.
Your pay step should stay relatively the same unless you were at the top of your pay grade, but the bargaining team did their best to ensure that payments to all members will be a net positive this year and next. No employee shall incur any reduction in pay due to this change.
Steps max out at 15 for everyone. However, there is now a longevity pay for the next two years ( see section 9.22 ) for anyone who is at the top of their pay grade.
To ensure everyone receives equitable increases, those in the positions of Integrated Library System, IT Specialist and IT Senior Assistant will see a 2 step increase.
There will be a 4% increase to the table for 2027.
Payments will be in two parts for this year.
If the contract is ratified by Union by May 10th and passed by the library board on May 18th, members will see you wage increase starting June 1st. Retroactive pay to January 1st will be paid out by July 15th. We expect the retro pay to be given to members on their July 10th paycheck.
9.3 Union Substitute (new)
Subs will be on the PSA pay scale.
Union subs will get a 3% wage increase dated back to January 1st and that retro pay is expected to be paid on the same timeline for retro pay as stated above.
Union subs will see an increase of 4% to their wage in 2027.
9.5 Establishment and Adjustments of Step Increase Date(s) (SID): (previously 9.8)
C was removed since we are no longer adjusting calculations due to LWOP.
9.6 Wage Progression through pay grade (previously 9.9)
Added “or promoted” in instances mentioning “hired” in this section. This should now include all employed hired or promoting into new positions, such as a PSA moving to SLA.
9.8 Wages upon Return to Bargaining Unit (previously 9.11)
Removed “If the Employee did not have a step on the Pay Grade when departing the bargaining unit, their wage rate will be set in accordance with Article 8.5”. Since steps were implemented in 2022 and this language only impacts the last 3 years, it was agreed that the language was no longer necessary.
9.10 Promotions (previously 9.13)
Added language “Should an employee promote to a job classification in which they previously held permanent status within three (3) years of the voluntary demotion, their previous placement will be restored.”
9.12 Voluntary Demotion (previously 9.15)
Section reworded to hopefully better advantage employees taking any demotions. New wording: “Any Employee who participates in a voluntary demotion shall move to the pay grade assigned to their new job classification and remain in the same step as their previous placement.“
9.14 Bookmobile Driver Premium
Specifications for when premium pay for drivers will be given was added.
9.22 One-Time Retention Payments (new)
This should also be known as the longevity payments.
Staff that have worked for FVRL for 10+ years and who are that max of their paygrade will receive payments in 2027 and 2028.
There will be one payment per year.
If Employees leave employment within 3 months of receiving the stipend, they will have to pay the stipend back.
Employees may decline the payment prior to December 31 year.
If you’ve had 10+ years of continued service, you will get 750 before tax/etc. 21+ years will get a pay of 1000 before tax/etc.
Article 5 - Health and Safety
5.2 – Employees will receive an additional 10 minute relief period if building is above 78 degrees.
5.3 – This section was split into 5.3 through 5.5.
- (new)5.4: Safety trainings are done monthly but not required during monthly staff meetings. It may still be included as one of the covered topics. The bargaining team agreed to this language with the hopes that safety discussions specific to location specific scenarios are still discussed in staff meetings.
- (new)5.5: Safety committees at each branch may recommend locations of or additional AEDs.
Article 6 - Seniority
6.3 Seniority Calculation – Added to end “Leave without pay will not affect seniority calculation.”
6.5 Seniority Exceptions (removed) – Entire section was removed and later sections were renumbered. Since LWOP no longer affects calculations, this was to keep in line with that language.
6.5 Seniority Lists (previously 6.6) – The sentence concerning LWOP adjustments was removed due to removing 6.3
Article 7 - Classification
7.3 Open Position Announcement – Wording was changed and condensed to reflect current practice with job announcements.
7.5 Open Position Bid Eligibility Criteria (previously titled “Bidding Process”)
Criteria to apply for a position was organized into a list.
Language was added that those with a suspension without pay in the last 12 months cannot apply for new positions.
Language was changed around staff on PIPs who wish to apply for open positions. They must have 14 or fewer days remaining instead of 30.
7.6 Bidding Process ( previously titled “Lateral Transfer” )
Previous 7.6 and 7.7 were added into this new section as A and B.
Section numbering was adjusted for rest of Article 7.
Lateral Transfer wording was not changed.
The Section B title added Demotions.
Wording for the B section was condensed but no changes were significantly made as these terms are reflected in Article 31 Definitions. The intention behind this change was to minimize the areas where conflict may happen if changes are made to one section and not reflected in another. Previously, this section and the same section in definitions were identical. Now this section refers to the same/similar section(s) in Definitions for these terms. The Definition in Article 31 has not changed.
This sentence “Skills assessments may be required for positions that have technical, mechanical or physical qualifications.” Was changed to “Some recruitment processes may include skills assessments.“
7.7 Trial Service Period (previously 7.8)
The wording here was condensed for the same reason as 7.6. The duration period was moved to Article 31 Definitions under Trial Service Period.
(previously) 7.14 Classification Review
This section was only for the duration of the prior contract and was removed for this new CBA.
7.16 Reallocation Trial Service Period –
“Reclassified” was changed to “reallocated” in the first sentence.
Article 12 - Hours of Work and Overtime
12.1 Workweek
D was moved to a new section 12.3 Schedule Change.
E was updated to be D since the previous D was moved into its own section.
12.2 Workday
This section was reworked to be more concise. No work day hours/limits are expected with this change.
12.3 Schedule Change (new section)
This is the same wording as section D above, but with the word “permanent” removed.
Following sections were re-numbered because of the addition of this section.
12.5 Additional Work (previously 12.4)
Part A had some change in wording in attempt to make the intentions clearer and easier to follow.
The portion “management agrees to work with the Employee to provide a schedule change which provides for two consecutive days off.” Was changed to “which may include alternate days off within the same workweek.”
Article 13 - Discipline
13.1 – Language was added:
“Before an oral warning is issued, an employee must be forewarned of the potential consequences of their conduct or performance. When this forewarning is provided during coaching or informal counseling, the employee will receive a written summary of the coaching discussion, which may be provided electronically. Coaching summaries will not be considered a written warning as outlined in B below.”
13.1 A Oral Warning:
Added language “After coaching and informal counseling occurs as described above, an oral warning shall be issued.”
13.1B Written Warning
“and destroyed” at the end was removed. The warning will not long be attributed to the employee, but the employer must maintain a file separate for retention purposes as required by law.
Article 15 - Compensated Leave
15.4 Holiday Compensation
The sentence “Eligible part-time Employees shall receive holiday pay prorated on the basis of their regular work schedule” was moved to 15.4C.
15.19 Vacation Payment
Employees may get vacation payouts at the end of the year now. See this section for details.
15.24 Bereavement Leave
15.24 and 15.25 were combined into the same section.
Employees have 5 days of bereavement leave instead of 3.
Bereavement can be applied to participating in funerals.
Article 18 - Grievance Procedure 2025.10.23 FVRL
Step 5 Arbitration
Some language was added around the demand for arbitration and the Union bearing any cost for a list of arbitrators.
Article 20 - Performance Feedback
20.1
Removed a confusing part of the initial paragraph and added “The timing of an employee’s evaluation will not delay a step or pay increase.” This new wording was the intention behind the prior wording.
20.3
There is an additional performance feedback reviews to be done during probation.
The intention between adding an additional feedback and a timeline is so staff on probation will have a good idea on what they need to correct and that they are given time to make any corrections prior to the end of probation.
Article 31 - Definitions
Trial Service Period
This section had the layout adjusted to make it easier to read and understand.
The follow sentence was a rewording of the prior last two sentences of this section: “The trial service period will be the same duration as the probationary period, including the ability to accelerate the period based on the Employee’s ability to demonstration they can perform the duties of the position and completion of the training plan/checklist.”
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