fbpx

2021 MHCD Agreement Summary

Bargaining Update for benefits beginning 1/1/2022:

Your bargaining team and management have met 5 times and have concluded bargaining on most Healthcare and benefits options. Management and your bargaining team have chosen to send this joint communication regarding what items have been agreed to, in order to keep you in the loop.

  • NICE Healthcare – This was an addition to your healthcare plan at no cost to you. Nice Healthcare includes telehealth, at home visits, 500+ prescription options, and virtual mental healthcare all without a copay or a deductible. 

  • VSP for vision – It was agreed to end the CIGNA reimbursement plan for eye care and to switch to VSP providers. This plan will not require you to pay the full amount up front then get reimbursed, but instead you would pay a copay if you utilize a VSP provider, and the rest would be covered by the plan up to the plan allowance.

  • Healthcare Premiums – The healthcare premiums decreased slightly. The new premiums for a full-time, non-tobacco user are displayed in the table titled “Option 3”.
Option 3
Enrollment TypeMonthly PremiumAnnual Premium
Employee$69$828
Employee + Child(ren)$272$3,264
Employee + Spouse$310$3,720
Employee + Child(ren) + Spouse$474$5,688
  • Orthodontics – There will no longer be an age limit on orthodontic care. Prior to this agreement only children to age 19 could obtain orthodontic care. There will be no increase in employee premiums. 

  • CIGNA Mental Health Therapy – There will no longer be a copay for in-network mental healthcare benefits through CIGNA in order to better achieve mental healthcare access for the workers at MHCD.

  • Life Insurance for Co-responders – There will be an increase in benefits provided by life insurance to the co-responder position to better compensate their families if the co-responder were to die in the course of duty. The payout of the life insurance plan for co-responders has doubled in size.

  • Short/Long Term Disability for Co-responders – There will be an increase in benefits provided by short and long term disability to the co-responder position to better compensate them if they are injured in the course of duty. These benefits will pay 60% of a co-responder’s wages rather than the 50% prior to this agreement.

  • Retirement Employer-Match – MHCD will now match an employee after 1 year of service at 4% for retirement benefits rather than the former 3.5%. Upon 2 years of service this benefit increases to a 5% match. The retirement plan will remain compliant with “Safe Harbor” laws.

  • Bereavement Leave – If a staff member experiences a miscarriage they can now utilize bereavement leave.

  • SIB Accrual –  SIB accrual rates have now doubled.

  • Expand use of Central Sick Leave Bank  – Employees with one year of service or more who are on FMLA leave and have exhausted all SIB and PTO, can now access this benefit for parental leave, as well as illness. 

  • Wellbeing Days – 16 hours of SIB can now be used for Wellbeing Days each year. They must be used in 8 hour increments and cannot be used consecutively. Unused the time remains in SIB but each year only 16 hours may be used for wellbeing time. Taking a wellness day will not be unreasonably denied.

  • Wellness Challenge: The wellness challenge has been expanded to include:  
    • 10 points for committee membership at: Together Green Team, Health & Well-Being Initiatives Committee. 
    • 10 points for participation in an in-person or virtual All-Staff meeting breakout activity. 
    • 25 pts for obtaining a COVID – 19 booster shot

Bargaining Update for Wages Starting 11/29/21

  •  Wage scale – You and your coworkers have achieved a wage scale. The wage scale had overwhelming support in the bargaining survey.
    • Right now the way your current system works is that a new hire has their years of previous experience tabulated into credits. Many people have come forward saying that only certain experience was counted and they felt more of their experience should have been counted. These credits are then plugged into an equation to produce your hourly pay. Under the current system your pay cannot change unless you bargain for the pay to increase. The current system does nothing to reward workers who stay at MHCD over the years. The lowest paid worker under the current system made $14.87 per hour.

    • The wage scale is very different. With the wage scale your coworkers negotiated, a new hire is placed on the first step of the scale and each year the worker receives two raises. One is the cost of living increase which in this agreement is 4% for the earlier steps and 3% for the later steps. The second raise is the step increase which in this agreement is 50 cents. The lowest paid worker under this new wage scale will make $24.04 per hour.

    • One small exception was made for licensed clinicians and nurses. Licensed Clinicians and Nurses can be placed on step 2 on the scale rather than step 1 as a new hire if they have 12 months of directly comparable experience. For nurses only, this can result in a placement at up to step 4. All current licensed clinicians will be at step 2 and all nurses will be at step 5.

    • The transition to the new system will happen in the following way. On November 22nd management will pull a list of all current employees and will take the current hourly rate of pay then add 4% and add a market adjustment percentage. If you would like to get an estimate of your particular new wages contact your union organizer Keith Ohler 720-296-9480 kohler@seiu105.org

    • A special note if you are a case manager or mental health therapist II and are about to receive licensure between the dates of 11/22/21 and 12/31/21 and you are placed on the first step of the wage scale you will be readjusted to step 2 on the wage scale.

    • Any disputes with your current level of pay must be resolved before the implementation of the new contract so contact your stewards or organizer if you believe there was an obvious error in your current pay.

    • The current scale was designed to run the remaining length of the contract from 2022 to 2023. In 2023 you will then have the opportunity to negotiate another three year contract. That new contract could have a three year scale rather than a two year scale.

The amounts of the scale are as follows…

Mental Health Worker
Food Service Provider
Residential Counselor I
Personal Financial Services I
Clinical Case Manager I
Mental Health Therapist I
Medical Assistant
Mailroom Staff
Peer Specialist I

Vocational Supervisor I
Housing Resource Specialist
Maintenance Mechanic
Driver
Administrative Assistant

StepNov 2021-20222023
1$24.04$25.00
2$24.54$25.50
3$25.04$26.00
4$25.54$26.50
5$26.04$27.00
6$26.54$27.50
7$27.04$28.00
8$27.54$28.50
9$28.04$29.00
10$28.54$29.50
11$29.04$30.00
12$29.54$30.50
13$30.04$31.00
14$30.54$31.50
15$31.04$32.00

Peer Specialist II
Vocational Placement Specialist I/Vocational Counselor I
Lead Maintenance Mechanic
Personal Financial Services II

StepNov 2021-20222023
1$25.04$26.04
2$25.54$26.54
3$26.04$27.04
4$26.54$27.54
5$27.04$28.04
6$27.54$28.54
7$28.04$29.04
8$28.54$29.54
9$29.04$30.04
10$29.54$30.54
11$30.04$31.04
12$30.54$31.54
13$31.04$32.04
14$31.54$32.54
15$32.04$33.04

Residential Counselor II
Vocational Placement Specialist II/Vocational Counselor II

Vocational Supervisor II
Clinical Case Manager II
Mental Health Therapist II
Lead PFS Advisor

StepNov 2021-20222023
1$26.04$27.08
2$26.54$27.58
3$27.04$28.08
4$27.54$28.58
5$28.04$29.08
6$28.54$29.58
7$29.04$30.08
8$29.54$30.58
9$30.04$31.08
10$30.54$31.58
11$31.04$32.08
12$31.54$32.58
13$32.04$33.08
14$32.54$33.58
15$33.04$34.08

Mental Health Therapist II Homebased Team

StepNov 2021-20222023
1$26.05$27.09
2$26.55$27.59
3$27.05$28.09
4$27.55$28.59
5$28.05$29.09
6$28.55$29.59
7$29.05$30.09
8$29.55$30.59
9$30.05$31.09
10$30.55$31.59
11$31.05$32.09
12$31.55$32.59
13$32.05$33.09
14$32.55$33.59
15$33.05$34.09

Psychiatric Nurse I (LPN)

StepNov 2021-20222023
1$26.06$27.10
2$26.56$27.60
3$27.06$28.10
4$27.56$28.60
5$28.06$29.10
6$28.56$29.60
7$29.06$30.10
8$29.56$30.60
9$30.06$31.10
10$30.56$31.60
11$31.06$32.10
12$31.56$32.60
13$32.06$33.10
14$32.56$33.60
15$33.06$34.10

Mental Health Therapist/PHD

StepNov 2021-20222023
1$26.70$27.76
2$27.20$28.26
3$27.70$28.76
4$28.20$29.26
5$28.70$29.76
6$29.20$30.26
7$29.70$30.76
8$30.20$31.26
9$30.70$31.76
10$31.20$32.26
11$31.70$32.76
12$32.20$33.26
13$32.70$33.76
14$33.20$34.26
15$33.70$34.76

Vocational Counselor III
Vocational Project Coordinator

StepNov 2021-20222023
1$27.04$28.12
2$27.54$28.62
3$28.04$29.12
4$28.54$29.62
5$29.04$30.12
6$29.54$30.62
7$30.04$31.12
8$30.54$31.62
9$31.04$32.12
10$31.54$32.62
11$32.04$33.12
12$32.54$33.62
13$33.04$34.12
14$33.54$34.62
15$34.04$35.12

LPC
LMFT
LCSW

StepNov 2021-20222023
1$29.72$30.91
2$30.22$31.41
3$30.72$31.91
4$31.22$32.41
5$31.72$32.91
6$32.22$33.41
7$32.72$33.91
8$33.22$34.41
9$33.72$34.91
10$34.22$35.41
11$34.72$35.91
12$35.22$36.41
13$35.72$36.91
14$36.22$37.41
15$36.72$37.91

LPC Homebased Team
LMFT Homebased Team
LCSW Homebased Team
CCC

StepNov 2021-20222023
1$30.93$32.17
2$31.43$32.67
3$31.93$33.17
4$32.43$33.67
5$32.93$34.17
6$33.43$34.67
7$33.93$35.17
8$34.43$35.67
9$34.93$36.17
10$35.43$36.67
11$35.93$37.17
12$36.43$37.67
13$36.93$38.17
14$37.43$38.67
15$37.93$39.17

Licensed Co-Responders riding along on 911 calls and STAR

StepNov 2021-20222023
1$31.43$32.67
2$31.93$33.17
3$32.43$33.67
4$32.93$34.17
5$33.43$34.67
6$33.93$35.17
7$34.43$35.67
8$34.93$36.17
9$35.43$36.67
10$35.93$37.17
11$36.43$37.67
12$36.93$38.17
13$37.43$38.67
14$37.93$39.17
15$38.43$39.67

Psychiatric Nurse II (RN)

StepNov 2021-20222023
1$33.80$35.15
2$34.30$35.65
3$34.80$36.15
4$35.30$36.65
5$35.80$37.15
6$36.30$37.65
7$36.80$38.15
8$37.30$38.65
9$37.80$39.15
10$38.30$39.65
11$38.80$40.15
12$39.30$40.65
13$39.80$41.15
14$40.30$41.65
15$40.80$42.15

Psychiatric Nurse III (BSN)

StepNov 2021-20222023
1$37.27$38.76
2$37.77$39.26
3$38.27$39.76
4$38.77$40.26
5$39.27$40.76
6$39.77$41.26
7$40.27$41.76
8$40.77$42.26
9$41.27$42.76
10$41.77$43.26
11$42.27$43.76
12$42.77$44.26
13$43.27$44.76
14$43.77$45.26
15$44.27$45.76

Psychologist – Licensed Homebased Team

StepYear 1Year 2
1$43.25$44.98
2$43.75$45.48
3$44.25$45.98
4$44.75$46.48
5$45.25$46.98
6$45.75$47.48
7$46.25$47.98
8$46.75$48.48
9$47.25$48.98
10$47.75$49.48
11$48.25$49.98
12$48.75$50.48
13$49.25$50.98
14$49.75$51.48
15$50.25$51.98

Psychologist – Licensed

StepNov 2021-20222023
1$42.25$43.93
2$42.75$44.43
3$43.25$44.93
4$43.75$45.43
5$44.25$45.93
6$44.75$46.43
7$45.25$46.93
8$45.75$47.43
9$46.25$47.93
10$46.75$48.43
11$47.25$48.93
12$47.75$49.43
13$48.25$49.93
14$48.75$50.43
15$49.25$50.93
  • Restructuring job categories – Several new classifications were created for certain job categories. They are as follows.
    • Peer Specialist will now have two levels. Peer Specialist I will be an employee without peer certification. Peer Specialist II will be an employee with certification.

    • The Vocational Counselor role currently has a level I and II. After ratification there would then be a Vocational Counselor I, II, and III. Vocational Counselor I would be an employee with a Peer Support Certification and a High School Diploma or equivalent. Vocational Counselor II would be an employee with a Bachelor’s degree. Vocational Counselor III would be an employee with a Masters degree.

    • The current contract lists only Administrative Assistants with no levels. 4 Employees were miscategorized by management as Administrative Assistant Is when no such category existed. There will continue to be no distinction within Administrative Assistants. The 4 miscategorized employees will be properly categorized and paid the same rate as their coworkers.

    • A Lead Maintenance Technician position will be created after ratification that creates a pathway to a management role within that team.

    • Personal Financial Services Advisor (PFS Advisor) upon ratification would have the following levels. PFS I, PFS II, PFS Lead.

    • Upon ratification a driver position will be added to the text of the contract which had been created last summer.

    • The Co-responder team will now have a small distinction between co-responders who do ride alongs with 911 calls as well as STAR co-responders making a 50 cent increase over co-responders who are not burdened with that work.

  •  Second jobs – Workers have been asked to fill the role of a second job while at MHCD. There have been reports that certain provisions of their contract were not honored at their second job such as differentials.
    • Upon ratification all provisions of your current contract will apply to your second job including differentials, break and meal times, wages, protections, etc.

  • Emergency Staffing – MHCD reports there is a staffing shortage at the Solution Center and Walk in Crisis Center. The following provisions were negotiated to incentive and reward workers who volunteer to fill empty shifts and temporarily alleviate the staffing problem.
    • A flat rate of $75 will be provided to cover a shift.

    • This incentive pay will apply to coverage of a shift with 72 hours advance notice or less.

    • All union employees would get the first call for coverage requests before calling external workers.

    • Staff regularly working at the Solution Center or WIC who pick up shifts will also be paid their incentive pay.

  • Committees – Several committees exist at MHCD that are made up of workers tirelessly contributing their expertise and experience toward making MHCD a better place to work.

    • To reward these workers any leader of the following committees will be given 90 points on the wellness challenge.
      • Safety Committee
      • Workload Committee
      • HR Steward
      • Collaborative Partnership Committee
      • Bargaining Committee
      • Asian American and Pacific Islander ERG
      • Black Organizers Leaders and Doers (BOLD) ERG
      • Deaf Culture ERG
      • Learn. Create. Innovate. ERG
      • Mi Gente ERG
      • PRIDE in Diversity ERG
      • TRANSCEND (Interfaith) ERG
      • Veterans ERG

    • To incentivize workers to attend committee meetings 10 wellness challenge points will be given to any worker that attends the above committees. Leaders of those committees will be asked to keep a log of attendance which can be provided to an attendee. The attendee will then submit proof of attendance to obtain their points.