Court Vote

The OCEA negotiations team unanimously recommends adoption of the Tentative Agreement for the General, Court Clerk, and Supervisory bargaining units. The three-year agreement provides wage increases in the first two years and a lump sum payment in the third. There are NO takeaways. Beyond compensation, the agreement delivers significant quality-of-life improvements, addresses post-COVID workplace changes through a dedicated Labor Management subcommittee, and more.
1. TERM   Three (3) years: Oct. 31, 2025 through Oct. 26, 2028
2. COMPENSATION  

General Wage Increase

  • Two percent (2%) effective the first pay period following ratification by both parties.
  • Two percent (2%) effective Nov. 13, 2026.

Lump Sum Payment

  • All regularly scheduled full-time employees will receive five hundred dollars ($500) effective Nov. 12, 2027. (Employees who are regularly scheduled less than 40 hours/week will receive a pro-rated amount.)
3. ANNUAL PERSONAL DAY   Adds an additional day off each year which shall be observed in the pay period in which your date of birth falls.
4. INCREASE SICK LEAVE INCENTIVE CONVERSION   The Sick Leave Incentive conversion from accrued sick leave to vacation increases from 32 hours to 40 hours for employees meeting eligibility requirements.
5. INCREASE SICK OTHER LEAVE (SO)   Increases annual Sick Other Leave (SO) allowance from 24 hours to 32 hours.
6. INCREASE SPRING COMP HOURS   Increases compensatory hours credited annually on March 1 from 4 hours to 6 hours for full-time employees and 2 hours to 3 hours for part-time employees.
7. INCREASE SICK LEAVE ACCUMULATION   Increases sick leave accumulation for employees during first three years of employment from current 9 days to 10 days (two workweeks) per year, and after three years of employment, from current 12 days to 15 days (three workweeks); effective first full pay period following ratification by both parties.
8. MENTAL HEALTH AND WELLBEING CARE   MOU confirmation that Personal Sick Leave (SP) may be used specifically for a mental health condition or for personal wellbeing care.
9. VACATION ACCRUAL   Advances commencement date for vacation accrual and usage from after one year of employment to beginning on the date of hire.
10. VACATION CASHOUT AMOUNT & FREQUENCY  

General Unit | Supervisory Unit | Court Clerk Unit

  • Removes any restrictions regarding how often and at what value vacation cashouts may be granted, as long as you are within your annual allowance.

General Unit | Court Clerk Unit

  • Increases the amount of vacation hours that may be cashed out annually from 40 hours to 60 hours.
11. BILINGUAL PAY   Expands eligibility for bilingual pay by changing the qualifying frequency from “at least once daily” to “multiple times per week.”
12. COURT REPORTER CERTIFICATION PAY   Court Reporters receive a $500 lump sum payment for each of two (2) additional certificates: Verbatim Reporter and Certificate of Merit.
13. COURT REPORTER INCENTIVE PRESERVATION   Incentives for Court Reporters related to longevity, referrals, and recruitment will continue through October 26, 2028.
14. LABOR MANAGEMENT COMMITTEE—AD HOC SUBCOMMITTEE   Establishes a dedicated ad hoc Labor Management Subcommittee to study both the post-COVID changes in assigned duties for impacted classifications and to review the LPS Classification.
15. NO TAKE AWAYS!    

VOTING

The OCEA Bargaining team recommends you vote YES on this tentative agreement. Voting will take place online for members only.

1 p.m. Thursday, Oct. 23, 2025 – 5 p.m. Tuesday, Oct. 28, 2025

CAST YOUR VOTE HERE


Members can also vote in person at OCEA during business hours.

Representatives will be available to answer any questions you may have,
as will bargaining team members and your workplace stewards.

Click here to read the entire Tentative Agreement

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