The Citywide Contract, which is still in effect in 2017, addresses general working conditions and other non-wage
matters. Issues such as time and leave, eligibility for health insurance coverage,
personnel and pay practices and overtime are negotiated under the Citywide Contract.
The Citywide Contract is called non-economic because it doesnt establish
wages, but it does have an impact on members pocketbooks. For instance,
it sets holidays, annual leave, overtime rules, meal and car allowances, and shift
What agencies are covered under the
- Mayoral agencies
- Borough President offices
- Comptrollers office
titles are covered under the Citywide Contract?
A complete list of
covered titles is located in Appendix A.
agencies are not covered?
agencies: (for example: Transit Authority, Housing Authority, Board of Ed
and CUNY.) The Citywide Contract does not cover these workers. Please contact
your union representative or local president for contracts for these agencies.
When requesting information, please indicate your title and agency.
institutions and Libraries: Institutions such as the New York Public Library,
Brooklyn Public Library, Brooklyn Museum, all the Botanical Gardens, American
Museum of Natural History, etc. are covered by separate contracts. Please contact
your union representative or local president for a copy of your contract. When
requesting information, please indicate your title and agency.
workers: Please contact your union representative or local president for a
copy of your contract. When requesting information, please indicate your title
Prevailing rate workers (also known as
220 workers): Prevailing rate workers are covered under Comptrollers
Determinations. Please contact your union representative or local president for
a copy of your determination. When requesting information, please indicate your
title and agency. (For more information, go to the NYC Comptrollers website
Highlights of the 1995-2001 Citywide Contract (Still in Effect in 2017)
of Contract: Jan. 1, 1995-June 30, 2001
for full-time per-diems were improved:
MetroCards are now available to city employees through a pre-tax payroll deduction
plan. A committee has been established to discuss expanding the program to include
other public transportation systems (e.g., PATH, Metro North Railroad), other
MetroCard denominations, and inclusion of other non-mayoral employers.
Meal allowance increased by 75 cents.
allowance increased to 28 cents (with 30-mile guarantee).
Overtime cap increased to $54,549 and raised by future collective
Bereavement leave has
been extended to grandchildren.
of the federal Family Medical Leave Act will now cover domestic partners.
A dedicated sick leave contribution plan is now available. This
allows employees to donate sick leave to colleagues.
tax consequences for domestic partners health insurance will be minimized
through an agreed upon change in tax methodology.
employer must now provide two-week notice for major capital renovations at work
Improved job security procedures for
non-competitive and labor class employees, including full-time per-diems:
Improved personnel and civil service practices:
competitive, non-competitive and labor class employees appointed to another title
that requires a probationary period shall have the right to return to the former
position if they do not pass probation.
situations (job title consolidation), step-up provisionals (workers with a permanent
title serving provisionally in a higher title) will have up to 24 months of prior
provisional service count toward the 36-month salary lock in procedure.
In functional transfers, time served by provisionals in their
previous agency counts toward the two years needed to qualify for the due process
procedure; time served by non-competitive and labor class employees in their previous
agency counts toward time served in their new agency for purposes of seniority
for job security.
committee will review alternatives to current health and safety grievance procedure.
The standing Workers Compensation Committee will review
current Workers Compensation procedures.
relating to the protection and security of employees will be referred to the standing
Citywide Health and Safety Committee.
standing Payroll Committee will study issues relating to timely payment of additions
to gross, timely input of time and leave records, and timely placement of new
and returning employees to payroll.
period of 5 minutes for lateness has been eliminated for employees who work flex-time
Recoupment of overpayments may
include use of leave balances if both parties agree.
permitted by law, the city may withhold an employees final paycheck until
the employee completes a Conflict of Interest form, where such a form is required.
Where do I find
in a work week (Article II and Appendix A)
Holidays (Article V, Section 9)
Holiday pay (Article III)
Shift Differential (Article III)
Sick time (Article V)
Annual leave (Article V)
Rights of full-time
per-diem workers (Article I, Section 5)
Basic grievance procedure (Article
Layoff procedures for non-competitive employees (Article XVII, Section
3 and 4)
Safety and Health (Article XIV)
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