---
contract_id: dc37-moa-2021-2026
label: "DC37 MOA, 2021-2026"
expanded_label: "District Council 37 of AFSCME (DC37) — Memorandum of Agreement, 2021-2026"
term_start: 2021
term_end: 2026
source_pdf: "https://www.nyc.gov/assets/olr/downloads/pdf/collectivebargaining/2021-2026/dc-37-2021-2026-moa.pdf"
pages: 7
ocr_pages: 7
pages_with_tables: 0
clauses: 4
sector: "clerical-and-professional"
union_full: "American Federation of State, County and Municipal Employees (AFSCME), District Council 37, AFL-CIO"
headcount_approx: 125000
wage_verified: "full"
wage_cumulative_pct: 16.21
---

# District Council 37 of AFSCME (DC37) — Memorandum of Agreement, 2021-2026

**Term:** 2021–2026  
**Source PDF:** [https://www.nyc.gov/assets/olr/downloads/pdf/collectivebargaining/2021-2026/dc-37-2021-2026-moa.pdf](https://www.nyc.gov/assets/olr/downloads/pdf/collectivebargaining/2021-2026/dc-37-2021-2026-moa.pdf)  
**Pages:** 7 (7 OCR-reconstructed)  
**Clauses extracted:** 4

**Workforce:** The largest public-employee union in NYC. The DC 37 economic agreement sets wage pattern for ~50 affiliated locals covering clerical, technical, custodial, library, school-support, and professional titles across mayoral agencies, HHC, NYCHA, CUNY, and the public libraries.

> This Markdown export is derived from the source PDF via `pdfplumber` text extraction with `ocrmac` (macOS Vision) OCR fallback for image-only pages. Tables were detected and rendered as pipe-delimited Markdown so column boundaries survive. Pages flagged `OCR` were reconstructed from page images and may contain minor character recognition errors — verify quotations against the source PDF before publishing.

---

<a id="section-3-a-does-not-apply-to-recurring-increment-payments-r-p1"></a>
### Section 3 — a. does not apply to Recurring Increment Payments (RIPs) that
_Page 1_ · _OCR-reconstructed_ · _Topics: wages, parental-leave, other-leave, recognition_

automatically increase with wage increases.
Ratification Bonus
a. A lump sum cash payment in the amount of $3,000, pro-rated for other than full
time employees, shall be payable as soon as practicable upon ratification of the
Agreement to those employees who are in active payroll status and in a title
covered by this Agreement, as of the date of ratification. Active payroll status is
defined as being in active payroll status ("B Status"), military leave with pay ("K


status"), or on paid family leave. The lump sum cash payment shall be
pensionable, consistent with applicable law.
All full time per annum and full time per diem employees who were in active
status on the date of the ratification are entitled to receive the lump sum cash
payment of $3,000. Employees who were terminated for cause, resigned, retired,
or otherwise separated from service prior to the date of ratification of this
Agreement shall not be eligible for the lump sum cash payment.
In no event shall any employee receive greater than $3,000 in bonus payments
pursuant to this section.
b. Proration of Lump Sum Cash Payment for other than Full-Time and Full Time-
Per Diem Employees
Part-time per annum, part-time per diem (including seasonal appointees), per
session, hourly paid Employees and Employees whose normal work year is less
than a full calendar year shall receive a pro-rata lump sum cash payment the
computation of which shall be based on their regularly scheduled hours between
April 1, 2022 and March 31, 2023.
i. Part-time employees who were in active pay status the entire period from
April 1, 2022 through March 31, 2023, and on the date of ratification,
shall receive a pro-rata lump sum payment not to exceed $3,000.
ii.
Employees who were in active pay status on the date of ratification, and
for a portion of the period April 1, 2022 through March 31, 2023, shall
receive a pro-rata lump sum cash payment not to exceed $3,000 based
upon the portion of time that they were in active pay status.
ili.
Where the regular and customary work year for a title is less than a
twelve-month year, such as a school year, such computations provided for
in Section 4.b.i. and 4.b.ii. shall be based on active service during the
customary work years falling in the period from April 1, 2022 through
March 31, 2023 (e.g., for school-based employees April 1, 2022 through
June 30, 2022 and September 8, 2022 through March 31, 2023). In no event
shall this lump sum payment exceed $3,000.
IV.
The lump sum cash payments shall not become part of the Employee's basic
salary rate nor be added to the Employee's basic salary for the calculation
of any salary-based benefits including the calculation of future collective
bargaining increases.
V.
For circumstances that were not anticipated by the parties, the First Deputy
Commissioner of Labor Relations may elect to issue, on a case-by-case
basis, interpretations concerning the application of Section 4 of the 2021-
2


2026 DC 37 MEA. Such case-by-case interpretations shall not be subject to
any dispute resolution procedures as per past practice of the parties.
Conditions of Payment
a. The Lump sum cash payment pursuant to Section 4 of this 2021-2026 DC37 MOA
shall be payable as soon as practicable upon ratification of this 2021-2026 DC37
MOA.
b. The general wage increases pursuant to Section 2.a. and b. of this 2021-2026
DC37 MOA shall be payable as soon as practicable upon ratification of this 2021-
2026 DC37 MOA.
c. The general wage increases pursuant to Section 2.c., d., and e. of this 2021-2026
DC37 MOA shall be payable as soon as practicable following the effective dates
of such increases.
Prohibition of Further Economic Demands
Except as provided for in Sections 7 and 8 of this Agreement, no Party to this agreement
shall make additional economic demands during the term of this 2021-2026 DC 37 MOA
or during the negotiations for the applicable Successor Separate Unit Agreement.
Additional Compensation Funds
Effective May 26, 2023, or the applicable date of the Successor Separate Unit Agreement,
each bargaining unit shall have available funds not to exceed 0.50% to purchase recurring
benefits, mutually agreed to by the parties. The funds available shall be based on the
December 31, 2020 payroll, including spinoffs and pensions.
Equity Panel
The parties agree to form an equity panel consisting of one member appointed by the union,
one member appointed by the City, and one neutral member selected by mutual agreement
of the parties.
The panel shall address employees/titles where there is demonstrable evidence of
significant recruitment or retention issues and/or compelling evidence of significant
changes in job duties or qualifications.
The cost of the equity panel shall be 1%, which shall be available on May 26, 2023. The
funds available shall be based on the December 31, 2020 payroll, including spinoffs and
pensions.
3


10.
11.
12.
13.
14.
4
$18 Minimum Rate for DC 37
Effective July 1, 2023, any title covered by this agreement whose total pay rate (at the
hiring or incumbent rate) falls below $18 per hour shall be increased to $18 per hour
effective July 1, 2023. The cost of these increases shall be charged to the Equity Fund
established pursuant to Section 8 of this agreement.
Child Care Fund
Subject to the execution of a separate supplemental agreement between the parties, the
union shall establish a Child Care Trust Fund for the purpose of providing support to
members for childcare expenses. Effective May 26, 2023, the City's contribution to the
DC37 Child Care Trust Fund shall be a total of $3 Million per annum.
Welfare Fund
Effective May 26, 2023, there shall be a recurring $50 per annum per employee (active
and retiree) increase to the welfare fund contribution.
Work Flexibility Committee
The parties shall form a committee comprised of an equal number of union and city
representatives to discuss work flexibility measures to enhance the recruitment and
retention of City employees and employee morale, including but not limited to:
• Creation of a remote work pilot, with a goal of implementing such a pilot no later
than June 1, 2023;
Compressed work schedules;
Flexible scheduling; and
Health and Safety
The parties agree to the health and safety side letter appended to this agreement.
Payroll
a. Effective as soon as practicable following ratification of this agreement, all employees
of Mayoral agencies, elected officials, the Department of Education, and the New York
City Housing Authority who receive paychecks via direct deposit shall be opted out of
receiving paper pay stubs. Employees may choose to opt-in and receive paper stubs via
NYCAPS Employee Self-Service or the appropriate method at employers not on
NYCAPS.


15.
16.
17.
b. The parties shall continue to discuss methods to encourage all employees to participate
in direct deposit, including marketing of free checking options and available incentives,
and changes to distribution methods.
Applicability
This Agreement does not apply to DC 37-represented Prevailing Rate Groups, EMS, Fire
Protection Inspectors, Urban Park Rangers and Traffic Enforcement Agents Level III and
IV who shall be the subject of subsequent negotiations.
Continuation of Terms
"he terms of the predecessor separate unit agreements shall be continued except a
rodified pursuant to this 2021-2026 DC 37 MOA
Approval of Agreement
This Agreement is subject to union ratification.

<a id="for-the-city-of-new-york-p5"></a>
### FOR THE CITY OF NEW YORK
_Page 5_ · _OCR-reconstructed_

FOR DISTRICT COUNCIL 37,
AFSCME, AFL-CIO

<a id="renee-camrion-p5"></a>
### RENEE CAMRION
_Page 5_ · _OCR-reconstructed_

Commissioner of Labor Relations
BY: EQ

<a id="henry-garrido-p5"></a>
### HENRY GARRIDO
_Page 5_ · _OCR-reconstructed_ · _Topics: training, safety, agency-shop_

Executive Director
February 16, 2023


The
New York
Renee Campion
Commissioner
Daniel Pollak
First Deputy Commissioner
Office of Labor Relations
22 Cortlandt Street, New York, NY 10007
nyc.gov/olr
Claire Levitt
Deputy Commissioner
Health Care Strategy
Georgette Gestely
Director, Employee Benefits Program
February 16, 2023
Mr. Henry Garrido
Executive Director
District Council 37
125 Barclay Street
New York, New York 10007
Re: 2021- 2026 District Council 37 Memorandum of Agreement
Dear Mr. Garrido:
This letter is to memorialize the parties' mutual understandings and agreements regarding the above
captioned Agreement.
1. Pandemic Response Committee:
Effective upon the date of ratification, a Pandemic Response Committee shall be established with joint
Employer and Union membership. Such Committee shall study, review and discuss concerns regarding
City employee safety and health related to the City's ongoing response to the COVID-19 pandemic as well
as any future pandemics. The Committee shall consist of representatives of the Department of Citywide
Administrative Services ("DCAS"), the Office of Labor Relations ("OLR"), the Office of Management and
Budget, ("OMB") the Department of Health and Mental Hygiene ("DOHMH"), NYC Emergency
Management ("'NYCEM"') and an equivalent number of employee representatives from District Council 37
("DC 37"). The Committee shall be co-chaired by OLR and the DC37 Director of Safety and Health, or a
designee. The Committee shall meet no less than once per year, but may be convened more frequently by
mutual agreement as the situation warrants. The Committee's discussions may include, but shall not be
limited to, the following areas of concer:
i.
The sharing of plans, policies, procedures and protocols for addressing future contagious
ii.
iii.
iv.
V.
diseases:
The availability of vaccines and testing for contagious diseases to City employees in the
event of a declared health emergency
Reviewing information and issues related to HVAC maintenance and ventilation systems,
and employee-safety concerns about proper ventilation, filtration and air circulation;
Reviewing issues related to the supply of Personal Protective Equipment (PPE) for City
employees, and associated concerns related to fit testing and training;
The sharing of available, relevant data and statistics regarding employees impacted by
COVID-19 and other significant infectious diseases; and
1


vii.
Enhancing the city's mental health programs through improved education and services
related to pandemics; and
Such other areas as the Committee may mutually agree.
The Committee shall coordinate as appropriate with the Citywide Occupational Safety and Health
Committee established under Article XIV, Section 1 of the 2001-2021 Citywide Agreement.
It is further acknowledged that any such agreements that may arise from these Committee
discussions may be contingent upon available City funding as well as funding from other sources, such as
the State and Federal government.
2. Citywide Policies
Upon issuance, the City shall provide to the union a copy of any new Citywide policy, procedure, directive
or similar document that addresses any infectious or contagious disease that may occur in the future.
3. Emplovee Mental Health/Wellness Information
The Employer shall distribute information regarding workplace mental health services and workplace
wellness resources to newly hired employees prior to the completion of thirty (30) days of employment.
4. Personal Protective Equipment
The City shall ensure there is an adequate supply in storage of appropriate masks, gloves and hand sanitizer
available for city employees and shall conduct a periodic review to identify any expired items.
If the above conforms to your understanding, please execute below.
Sincerely,
Reef
Renee Campion
Commissioner
Office of Labor Relations
AGREED AND ACCEPTED BY DC 37:
2/16/23
Date
Henry Garrido
Executive Director
2

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_End of contract. Source PDF: <https://www.nyc.gov/assets/olr/downloads/pdf/collectivebargaining/2021-2026/dc-37-2021-2026-moa.pdf>_
