---
contract_id: supervisor-of-mechanics-l621-executed-contract-2021-2026
label: "Supervisor of Mechanics L621 Executed Contract, 2021-2026"
expanded_label: "Supervisor of Mechanics L621 Executed Contract, 2021-2026"
term_start: 2021
term_end: 2026
source_pdf: "https://www.nyc.gov/assets/olr/downloads/pdf/collectivebargaining/2021-2026/L621-Supervisor-of-Mechanics-et-al-10-13-2020--11-18-2025.pdf"
pages: 39
ocr_pages: 0
pages_with_tables: 0
clauses: 39
sector: "skilled-trades"
---

# Supervisor of Mechanics L621 Executed Contract, 2021-2026

**Term:** 2021–2026  
**Source PDF:** [https://www.nyc.gov/assets/olr/downloads/pdf/collectivebargaining/2021-2026/L621-Supervisor-of-Mechanics-et-al-10-13-2020--11-18-2025.pdf](https://www.nyc.gov/assets/olr/downloads/pdf/collectivebargaining/2021-2026/L621-Supervisor-of-Mechanics-et-al-10-13-2020--11-18-2025.pdf)  
**Pages:** 39  
**Clauses extracted:** 39

**Workforce:** Supervisor of Mechanics L621 Executed Contract, 2021-2026 — see contract for the full recognition clause defining covered titles.

> 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.

---

## Contents

- [OFFICE OF LABOR RELATIONS](#office-of-labor-relations-p1)
- [Article XVIII — CITYWIDE ISSUES .................................................................2 9](#article-xviii-citywide-issues-2-9-p2)
- [Article I — UNION RECOGNITION AND UNIT DESIGNATION](#article-i-union-recognition-and-unit-designation-p3)
- [Article II — DUES CHECKOFF](#article-ii-dues-checkoff-p4)
- [Article III — UNION ACTIVITY](#article-iii-union-activity-p4)
- [Article IV — WAGES AND SUPPLEMENTS](#article-iv-wages-and-supplements-p5)
- [Section 2 — Wage Increases](#section-2-wage-increases-p6)
- [Section 3 — Salary Rates](#section-3-salary-rates-p7)
- [Section 4 — Assignment Differentials](#section-4-assignment-differentials-p10)
- [Section 6 — New Hires](#section-6-new-hires-p14)
- [Section 1 — Definition:](#section-1-definition-p17)
- [Section 5 — Disciplinary Procedure for Employees Subject to Section 75](#section-5-disciplinary-procedure-for-employees-subject-to-se-p20)
- [Section 75 — of the Civil Service Law or the Rules and Regulations of the Health and](#section-75-of-the-civil-service-law-or-the-rules-and-regulat-p21)
- [Section 6 — Disciplinary Procedure for Provisional Employees](#section-6-disciplinary-procedure-for-provisional-employees-p22)
- [Section 14 — Expedited Arbitration Procedure.](#section-14-expedited-arbitration-procedure-p23)
- [Section 12 — and notify the parties of proposed hearing dates for such cases.](#section-12-and-notify-the-parties-of-proposed-hearing-dates--p24)
- [Article VI — NO STRIKES](#article-vi-no-strikes-p24)
- [Article VII — TRANSFERS](#article-vii-transfers-p25)
- [Article VIII — OVERTIME](#article-viii-overtime-p26)
- [Article IX — PRODUCTIVITY AND PERFORMANCE](#article-ix-productivity-and-performance-p27)
- [Section 1 — Supervisory Responsibility](#section-1-supervisory-responsibility-p27)
- [Section 3 — Performance Compensation](#section-3-performance-compensation-p28)
- [Article X — BULLETIN BOARDS AND NOTICES](#article-x-bulletin-boards-and-notices-p28)
- [Article XI — PERSONNEL AND PAY PRACTICES](#article-xi-personnel-and-pay-practices-p28)
- [Article XII — WORKING CONDITIONS](#article-xii-working-conditions-p29)
- [Article XIII — SAFETY](#article-xiii-safety-p29)
- [Article XIV — LABOR-MANAGEMENT COMMITTEE](#article-xiv-labor-management-committee-p29)
- [Article XV — FINANCIAL EMERGENCY ACT](#article-xv-financial-emergency-act-p30)
- [Article XVI — APPENDICES](#article-xvi-appendices-p30)
- [Article XVII — SAVINGS CLAUSE](#article-xvii-savings-clause-p30)
- [Article XVIII — CITYWIDE ISSUES](#article-xviii-citywide-issues-p30)
- [CARL CHIARAMONTE](#carl-chiaramonte-p31)
- [ERICEICHENHTZ](#ericeichenhtz-p31)
- [COU7RACT](#cou7ract-p31)
- [AGREED AND ACCEPTED ON BEHALF OF](#agreed-and-accepted-on-behalf-of-p35)
- [CARL CHIARAMONTE](#carl-chiaramonte-p35)
- [Article IV — and Article V of the contract. The one hundred and twenty-day ( 120) period for filing](#article-iv-and-article-v-of-the-contract-the-one-hundred-and-p36)
- [AGREED AND ACCEPTED ON BEHALF OF](#agreed-and-accepted-on-behalf-of-p36)
- [CARL CHIARAMONTE](#carl-chiaramonte-p36)

---

<a id="office-of-labor-relations-p1"></a>
### OFFICE OF LABOR RELATIONS
_Page 1_

REG!STAA T!ON
OFFICIAL co;!,R.t'.CT
DATE:
2s, 2PZ
~tilm,7}


Local 621, S.E.I.U.
2020-2025 Supervisor of Mechanics (M.E.), et al. Agreement

<a id="article-xviii-citywide-issues-2-9-p2"></a>
## Article XVIII — CITYWIDE ISSUES .................................................................2 9
_Page 2_

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Local 621, S.E.I.U,
2020-2025 Supervisor of Mechanics (M.E.) et al. Agreement
AGREEMENT entered into this 2S+-,,. day of'Feto<~ , 2025 by and between the City of New
York and related public employers pursuant to and limited to their respective elections or statutory
requirement to be covered by the New York City Collective Bargaining Law and their respective
authorizations to the City to bargain on their behalf (hereinafter referred to jointly as the
"Employer"), and Local 621, Service Employees International Union(hereinafter referred to as
the "Union"), for the sixty-one (61) months and six (6) days period from October 13, 2020 to
November 18, 202S for all titles listed below in Article I Section l except for the Deputy Director
of Motor Equipment Maintenance (Sanitation) where the sixty-one months and six (6) days period
from May 31, 2021 to July 5, 2026 shall apply.
WITNESSETH:
WHEREAS, the parties hereto have entered into collective bargaining and desire to reduce the
results thereof to writing,
NOW, THEREFORE, it is mutually agreed as follows:

<a id="article-i-union-recognition-and-unit-designation-p3"></a>
## Article I — UNION RECOGNITION AND UNIT DESIGNATION
_Page 3_ · _Topics: wages, recognition_

Section 1.
The Employer recognizes the Union as the sole and exclusive collective bargaining representative
for the bargaining unit set forth below, consisting of employees of the Employer, wherever
employed, whether full-time, part-time per annum, hourly or per diem, in the below listed title(s),
and in any successor title(s) that may be certified by the Board of Certification of the Office of
Collective Bargaining to be part of the unit herein for which the Union is the exclusive collective
bargaining representative the duties ofw hich are or shall be equated by the City Personnel Director
and the Director of the Budget for salary purposes to any of the below listed title(s):
Supervisor of Mechanics (Mechanical Equipment)
Supervisor of Ironwork
Deputy Director of Motor Equipment Maintenance (Sanitation)
Director of Motor Transport (Police Department)
Director of Motor Equipment Maintenance (Sanitation) (Non-Managerial)
Executive Director of Fleet Operations (Fire Department)*
*Certified pursuant to OCB decision no. 13 OCB2d 14 (BOC 2020)
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Section 2.
The tenns 11employee" and "employees" as used in this Agreement shall mean only those persons
in the unit described in Section I of this Article except that Articles VII and VIII shall not apply
to employees assigned and paid an assignment differential as Assistant Supervising Supervisor
Class I or Class II or Supervising Supervisor. Further, employees serving in the title of Deputy
Director of Motor Equipment Maintenance, Director of Motor Transport, Director of Motor
Equipment Maintenance, and employees serving at Level II oft he title of Supervisor of Mechanic
(Mechanical Equipment), shall be excluded from the aforementioned Articles VII and VIII.

<a id="article-ii-dues-checkoff-p4"></a>
## Article II — DUES CHECKOFF
_Page 4_ · _Topics: wages, agency-shop_

Section 1.
a. The Union shall have the exclusive right to the checkoff and transmittal of dues on behalf
of each employee in accordance with the Mayor's Executive Order No. 98, dated May 15,
1969, entitled "Regulations Relating to the Checkoff of Union Dues" and in accordance
with the Mayor's Executive Order No. I 07, dated December 29, 1986, entitled
"Procedures for Orderly Payroll Check-Off of Union Dues and Agency Shop Fees."
b. Any employee may consent in writing to the authorization of the deduction of dues from
the employee's wages and to the designation of the Union as the recipient thereof. Such
consent, if given, shall be in a proper form acceptable to the City, which bears the signature
of the employee.
Section 2.
The parties agree to an agency shop to the extent permitted by applicable law, as described in a
supplemental agreement hereby incorporated by reference into this Agreement.

<a id="article-iii-union-activity-p4"></a>
## Article III — UNION ACTIVITY
_Page 4_ · _Topics: grievance, hours_

Section 1.
Time spent by Union officials and representatives in the conduct of labor relations shall be
governed by the terms of Executive Order No. 75, as amended, dated March 22, 1973, entitled
"Time Spent on the Conduct of Labor Relations between the City and its employees and on
Union Activity" or any other applicable Executive Order. No employee shall otherwise engage in
Union activities while assigned to regular duties.
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Section 2.
The Employer agrees not to discriminate in any way against any employee for Union activity,
but such activity shall not be carried on during working hours or in working areas.
Section 3.
The Union shall be entitled to designate one ( 1) shop steward for each Agency except in the case
of the Department of Sanitation where the Union shall be entitled to designate one ( 1) shop
steward for each borough of New York City.
Section 4.
The Union shall certify in writing to the Employer the names of its stewards and any changes in
personnel serving in that capacity. No shop stewards may leave their regularly assigned work
locations in order to investigate a grievance without first obtaining the approval of their
supervisor.
Section 5.
There shall be no Union activity on Employer time other than that which is specifically permitted
by the terms of this Agreement.

<a id="article-iv-wages-and-supplements-p5"></a>
## Article IV — WAGES AND SUPPLEMENTS
_Page 5_ · _Topics: wages, hours_

Section l. General Provisions
A. This Article IV is subject to the provisions, terms and conditions of the Alternative Career
and Salary Pay Plan Regulations, dated March 15, 1967 as amended, except that the
specific terms and conditions of this Article shall supersede any provisions of such
Regulations inconsistent with this Agreement subject to the limitations of applicable
provisions of law.
B. Unless otherwise specified, all salary provisions of this Agreement, including general
increases and any other salary adjustments, are based upon a normal work week of 40
hours, with the exception of Supervisor of Mechanics (Mechanical Equipment) - Level Ill,
Executive Director of Fleet Operations (Fire Department), Director of Motor Equipment
Maintenance (Sanitation) (Non-Managerial), and Director of Motor Transport (Police
Department), which are 35-hour positions. An employee who works on a part-time per
annum basis and who is eligible for any salary adjustments provided in this Agreement
shall receive the appropriate pro-rata portion of such salary adjustment computed on the
relationship between the number of hours regularly worked each week by such employee
and the number of hours in the said normal work week, unless otherwise specified.
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C. Employees who work on a per diem or hourly basis and who are eligible for any salary
adjustment provided in this Agreement shall receive the appropriate pro-rata portion of
such salary adjustment computed as follows, unless otherwise specified:
Per diem rate - 1/261 of the appropriate minimum basic salary.
Hourly Rate- 40 hour week basis - 1/2088 of the appropriate
minimum basic salary.
35 hour week basis - 1/1827 of the appropriate
minimum basic salary.

<a id="section-2-wage-increases-p6"></a>
### Section 2 — Wage Increases
_Page 6_ · _Topics: wages_

A. General Wage Increases
a. For Employees other than Deputy Directors:
Effective October 13, 2020, Employees shall receive a general increase
1.
of3.00%.
ii. Effective October 13, 2021, Employees shall receive a general increase
of 3.00% compounded.
iii. Effective October 13, 2022, Employees shall receive a general increase
of3.00% compounded.
iv. Effective October 13, 2023, Employees shall receive a general increase
of 3.00% compounded.
v. Effective October 13, 2024, Employees shall receive a general increase
of 3.25% compounded
b. For Deputy Directors:
Effective May 31, 2021, Employees shall receive a general increase
1.
of3.00%.
ii. Effective May 31, 2022, Employees shall receive a general increase
of 3.00% compounded.
Effective May 31, 2023, Employees shall receive a general increase
111.
of 3.00% compounded.
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iv. Effective May 31, 2024, Employees shall receive a general increase
of 3.00% compounded.
v. Effective May 31, 2025, Employees shall receive a general increase
of 3.25% compounded.
c. Part-time per annum, per session, hourly paid and part-time per diem Employees
(including seasonal appointees) and Employees whose normal work year is less than a
full calendar year shall receive the increases provided in Section 2a and 2b on the basis
of computations heretofore utilized by the parties for all such Employees.
d. The general increases provided for in Section 2(a) and 2(b) above shall be based
upon the base rates (including salary or incremental salary schedules) of the applicable
titles in effect on the day prior to the general increase, e.g. the general increase provided
for in Section 2 (a)(i) shall be based on the base rates (including salary or incremental
salary schedules) of the applicable titles in effect on October 12, 2020. .
e. The general increases shall be applied to the base rates, incremental salary levels
and the minimum "hiring rates", minimum "incumbent rates" and maximum rates
(including levels) if any, fixed for the applicable titles, and to assignment differentials.

<a id="section-3-salary-rates-p7"></a>
### Section 3 — Salary Rates
_Page 7_ · _Topics: wages, recognition, promotion_

Employees in the titles covered by this agreement, promoted into the bargaining unit after
October 13, 2020, (5/31/2021 for Deputy Directors) except those subject to the new hire rates set
forth in subsection 7, shall be subject to the following salaries. Employees in the titles covered by
this agreement who were newly promoted into the bargaining unit on or after October 13, 2019
who were not previously in the bargaining unit, shall be paid in accordance with the "151 year
following promotion" rates given below for one year. After completing one year at the "tst year
following promotion" rate, all such employees will then be elevated to the incumbent rates during
the term of this agreement. All members of Local 621 who were promoted to SMME on or before
October 13, 2019 will be paid the incumbent rates:
Employees w/2 years of City Service
Effective 10/13/2020 (5/31/2021 DD)
I st year following Incumbent Min.
promotion (After I yr. in unit) Max.
Supervisor of Mechanics
$121,196 $124,832 Flat Rate
(Mechanical Equipment) Level I
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Supervisor of Mechanics
$148,202 $152,648 $169,491
(Mechanical Equipment) Level 2
Supervisor of Ironwork $125,151 $128,906 Flat Rate
Deputy Director of Motor Equipment
$152,926 $157,514 $169,492
Maintenance (Sanitation)
Director of Motor Equipment
$155,872 $160,548 $185,103
Maintenance (Sanitation)
Director of Motor Transport (Police
$152,648 $157,227 $173,342
Department)
Incumbent Min. Max
Supervisor of Mechanics
$176,271 $204,426
(Mechanical Equipment) Level 3
Executive Director (FDNY) $176,271 $204,426
Em~lol'.ees w/2 l'.ears of Ci!l'. Service
Effective 10/13/2021 (5/31/2022 DD}
I st year following Incumbent Min.
promotion (After 1 yr. in unit) Max.
Supervisor of Mechanics
$124,832 $128,577 Flat Rate
(Mechanical Equipment) Level 1
Supervisor of Mechanics
$152,648 $157,227 $174,577
(Mechanical Equipment) Level 2
Supervisor of Ironwork $128,906 $132,773 Flat Rate
Deputy Director of Motor Equipment
$157,514 $162,239 $174,577
Maintenance (Sanitation)
Director of Motor Equipment
$160,548 $165,364 $190,656
Maintenance (Sanitation)
Director of Motor Transport (Police
$ I 57,227 $161,944 $178,542
Department)
Incumbent Min. Max
Supervisor of Mechanics
$181,559 $210,559
(Mechanical Equipment) Level 3
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Executive Director (FDNY) $181,559 $210,559
Emulo:1::ees w/2 l'.ears of Ci!:l'. Service
Effective 10/13/2022 {5/31/2023 DD}
I st year following Incumbent Min.
promotion (After I yr. in unit) Max.
Supervisor of Mechanics
$128,577 $132,434 Flat Rate
(Mechanical Equipment) Level I
Supervisor of Mechanics
$157,227 $161,944 $179,814
(Mechanical Equipment) Level 2
Supervisor of Ironwork $132,773 $136,756 Flat Rate
Deputy Director of Motor Equipment
$162,239 $167,106 $179,814
Maintenance (Sanitation)
Director of Motor Equipment
$165,364 $170,325 $196,376
Maintenance (Sanitation)
Director of Motor Transport (Police
$161,944 $166,802 $183,898
Department)
Incumbent Min. Max
Supervisor of Mechanics
$187,006 $216,876
(Mechanical Equipment) Level 3
Executive Director (F DNY) $187,006 $216,876
Emulol'.ees w/2 l'.ears of Ci!l: Service
Effective 10/13/2023 {5/31/2024 DD}
I st year following Incumbent Min.
promotion (After I yr. in unit) Max.
Supervisor of Mechanics
$132,434 $136,407 Flat Rate
(Mechanical Equipment) Level I
Supervisor of Mechanics
$161,944 $166,802 $185,208
(Mechanical Equipment) Level 2
Supervisor of Ironwork $136,756 $140,859 Flat Rate
Deputy Director of Motor Equipment
$167,106 $172,119 $185,208
Maintenance (Sanitation)
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Director of Motor Equipment
$170,325 $175,435 $202,267
Maintenance (Sanitation)
Director of Motor Transport (Police
$166,802 $171,806 $189,415
Department)
Incumbent Min. Max
Supervisor of Mechanics
$192,616 $223,382
(Mechanical Equipment) Level 3
Executive Director (FDNY) $192,616 $223,382
Em~lo:1:ees w/21:ears of Citv Service
Effective 10/13/2024 {5/31/2025 DD}
I st year following Incumbent Min.
promotion (After I yr. in unit) Max.
Supervisor of Mechanics
$136,738 $140,840 Flat Rate
(Mechanical Equipment) Level 1
Supervisor of Mechanics
$167,207 $172,223 $191,227
(Mechanical Equipment} Level 2
Supervisor of Ironwork $141,201 $145,437 Flat Rate
Deputy Director of Motor Equipment
$172,537 $177,713 $191,227
Maintenance (Sanitation)
Director of Motor Equipment
$175,861 $181,137 $208,841
Maintenance (Sanitation)
Director of Motor Transport (Police
$172,223 $177,390 $195,571
Department)
Incumbent Min. Max
Supervisor of Mechanics
$198,876 $230,642
(Mechanical Equipment) Level 3
Executive Director (FDNY) $198,876 $230,642

<a id="section-4-assignment-differentials-p10"></a>
### Section 4 — Assignment Differentials
_Page 10_ · _Topics: wages, recognition_

For the period beginning October 13, 2020 SMME Level rs serving in one of the three higher
SMME assignments shall receive an assignment differential above the base salary rate set forth
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this Article IV:
Assistant Assistant
Supervising Supervising
Supervisor Supervisor Supervising
Effective Date Class II Class I Supervisor
October 13, 2020 $5,639 $7,670 $10,561
October 13, 2021 $5,808 $7,900 $10,878
October 13, 2022 $5,982 $8,137 $) 1,204
October 13, 2023 $6, 16 I $8,381 $11,540
October 13, 2024 $6,361 $8,653 $11,915
Applying the above assignment differential, the annual incumbent salaries for the three high
SMME Level I assignments for the period October 13, 2020 to November 18, 2025 shall be as
follows
Assistant Assistant
Supervising Supervising
Supervisor Supervisor Supervising
Effective Date Class II Class I Supervisor
October 13, 2020 $130,471 $132,502 $135,393
October 13, 2021 $134,385 $136,477 $139,455
October 13, 2022 $138,416 $140,571 $143,638
October 13, 2023 $142,568 $144,788 $147,947
October 13, 2024 $147,201 $149,493 $152,755
The following definitions shall apply to the various assignment differentials set forth above:
Assistant Supervising Supervisor Class II (sometimes referred to as "Senior Supervisor"):
ls in responsible charge of one large or several smaller repair facilities, machine shops, plants or
pumping stations, a borough shop and its satellite garages or several shops in a central repair shop,
may be required to coordinate personnel and activities within assigned area; supervises assigned
personnel.
Assistant Supervising Supervisor Class I (sometimes referred to as "Assistant Chief'):
Is in responsible charge of several shops, plants or pumping stations, several borough shops and
their satellite garages or an entire floor comprised of shops and related facilities in a central repair
shop; may assist in the planning, directing and coordinating of repair and maintenance activities;
supervises assigned personnel.
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Supervising Supervisor (sometimes referred to as "Chier'):
Is in responsible charge of various operations and functions of a unit comprised of garage
operations. borough shops. a central repair shop, plants or pumping stations. or a similar repair and
maintenance function, involving planning, directing and coordinating repair and maintenance
activities; performs administrative work; may serve as principal assistant to a bureau director;
supervises assigned personnel.
Section S. New Hire Salary Rates
The following rates shall apply to "new hires•' who enter the bargaining unit after January
5
1 \ 2020 during the first two years of service. pursuant to the provisions of subsection 6 of this
Article. ''New Hires" are defined as employees with fewer than two years of city service.
Effective 10/13/2020 New Hire Rate 1 Year Rate
(Effective 5/31 /21 for
Deputy Directors)
Supervisor of Mechanics
(Mechanical Equipment) $110,098 $113,401
Level 1
Supervisor of Mechanics
(Mechanical Equipment) $124,077 $127,799
Leve12
Supervisor of Ironwork $108,346 $111,596
Deputy Director of Motor
Equipment Maintenance $138,926 $143.094
(Sanitation)
Effective I 0/13/2021
(Effective 5/31/22 for Deputy I Year Rate
New Hire Rate
Directors)
Supervisor of Mechanics (Mechanical
$113,401 $116,803
Equipment) Level 1
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Supervisor of Mechanics (Mechanical
$127,799 $131,633
Equipment) Level 2
Supervisor of Ironwork $111,596 $114,944
Deputy Director of Motor Equipment
$143,094 $147,387
Maintenance (Sanitation)
Effective 10/13/2022
(Effective 5/31/23 for Deuut:\'. New Hire Rate I Year Rate
Directors)
Supervisor of Mechanics (Mechanical
$116,803 $120,307
Equipment) Level I
Supervisor of Mechanics (Mechanical
$131,633 $135,582
Equipment) Level 2
Supervisor of Ironwork $114,944 $118,392
Deputy Director of Motor Equipment
$147,387 $151,808
Maintenance (Sanitation)
Effective 10/13/2023
(Effective 5/3 I /24 for Deuu!Y New Hire Rate 1 Year Rate
Directors)
Supervisor of Mechanics (Mechanical
$120,307 $123,916
Equipment) Level 1
Supervisor of Mechanics (Mechanical
$135,582 $139,649
Equipment) Level 2
Supervisor of Ironwork $1 I 8,392 $121,944
Deputy Director of Motor Equipment
$151,809 $156,363
Maintenance (Sanitation)
Effective 10/13/2024 New Hire Rate
(Effective 5/31/25 for Deuut:\'. I Year Rate
Directors)
Supervisor of Mechanics (Mechanical
$124,217 $127,943
Equipment) Level 1
Supervisor of Mechanics (Mechanical
$139,988 $144,188
Equipment) Level 2
Supervisor of Ironwork $122,204 $125,907
Deputy Director of Motor Equipment
$156,743 $161,445
Maintenance (Sanitation)
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<a id="section-6-new-hires-p14"></a>
### Section 6 — New Hires
_Page 14_ · _Topics: discipline, promotion_

This Section refers only to employees in the titles Deputy Director of Motor Equipment
Maintenance, Supervisor ofI ronwork, and Supervisor of Mechanics (Mechanical Equipment)
Level I and Level II:
a. For the purposes of Section 6(b) and 6(e), employees in the title of Deputy Director of
Motor Equipment Maintenance I) who were in active pay status before May 31, 2021 and 2) who
are affected by the following personnel actions after said date shall not be treated as "newly hired"
employees and shall receive no less than the indicated "incumbent minimum" set forth in
subsection 3 of this Article IV; In addition, for the purposes of Sections 6(c), 6(d) and 6(e),
employees in the title Supervisor of Mechanics (Mechanical Equipment) Level I or Level II and
Supervisor of Ironwork I) who were in active pay status before October 13, 2020 and 2) who are
affected by the following personnel actions after said date shall not be treated as "newly hired"
employees and shall be entitled to receive no less than the indicated "incumbent rate" set forth in
subsection 3 of this Article IV
i. Employees who return to active status from an approved leave of absence.
ii. Employees in active status (whether full or part-time) appointed to permanent status from
a civil service list, or to a new title (regardless ofj urisdictional class or civil service status)
without a break in service of more than 31 days.
iii. Employees who were laid off or terminated for economic reasons who are appointed from
a recall/preferred list or who were subject to involuntary redeployment.
iv. Provisional employees who were terminated due to a civil service list who are appointed
from a civil service list within one year of such termination.
v. Permanent employees who resign and are reinstated or who are appointed from a civil
service list within one year of such resignation.
vi. Employees (regardless ofj urisdictional class or civil service status) who resign and return
within 31 days of such resignation.
vii. A provisional employee who is appointed directly from one provisional appointment to
another.
viii. For employees whose circumstances were not anticipated by the parties, the First Deputy
Commissioner of Labor Relations is empowered to issue, on a case-by-case basis,
interpretations concerning application of this Section 8. Such case-by-case interpretations
shall not be subject to the dispute resolution procedures set forth in Article V of this
Agreement.
b. The following provisions shall apply to employees in the title Deputy Director of Motor
Equipment Maintenance newly hired on or after May 31,, 2021 :
i. During the first two (2) years of service, the "appointment rate" for a newly hired
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employee shall be 10.08% less than the applicable incumbent minimum rate for said title that is in
effect on the date of such appointment as set forth in this Agreement. The general increases
provided for in subsection 2(A) shall be applied to the "appointment rate."
ii. Upon completion of two (2) years of service such employees shall be paid no less
than the indicated "incumbent minimum" rate for the applicable title that is in effect on the two
(2) year anniversary of their original date of appointment as set forth in subsection 3 of this Article
IV.
c. The following provisions shall apply to employees in the title Supervisor of Ironwork
newly hired on or after October 13, 2020:
i. During the first two (2) years of service, the "appointment rate" for a newly hired
employee shall be 15.51 % percent less than the applicable incumbent rate for said title that is in
effect on the date of such appointment as set forth in this Agreement. The general increases
provided for in subsection 2(A) shall be applied to the "appointment rate."
ii. Upon completion of two (2) years of service such employees shall be paid no less
than the indicated "incumbent" rate for the applicable title that is in effect on the two (2) year
anniversary of their original date of appointment as set forth in subsection 3 of this Article IV.
d. The following provisions shall apply to employees in the title Supervisor of Mechanic
Mechanical Equipment Level I newly hired on or after October 13, 2020:
i. During the first two (2) years of service, the "appointment rate" for a newly hired
employee shall be 10.08% percent less than the applicable incumbent rate for said title that is in
effect on the date of such appointment as set forth in this Agreement. The general increases
provided for in subsection 2(A) shall be applied to the "appointment rate."
ii. Upon completion of two (2) years of service such employees shall be paid no less
than the indicated "incumbent" rate for the applicable title that is in effect on the two (2) year
anniversary of their original date of appointment as set forth in subsection 3 of this Article IV.
e. The following provisions shall apply to employees in the title Supervisor of Mechanic
Mechanical Equipment Level II newly hired on or after October 13, 2020:
i. During the first two (2) years of service, the "appointment rate" for a newly hired
employee shall be 19.44% percent less than the applicable incumbent rate for said title that is in
effect on the date of such appointment as set forth in this Agreement. The general increases
provided for in subsection 2(A) shall be applied to the "appointment rate."
ii. Upon completion of two (2) years of service such employees shall be paid no less
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than the indicated "incumbent" rate for the applicable title that is in effect on the two (2) year
anniversary of their original date of appointment as set forth in subsection 3 of this Article IV.
f. i If applicable, for a title subject to an incremental pay plan, the employee shall be
paid the appropriate increment based upon the employee's length of service.
ii. Employees who change titles or levels before attaining two years of service will be
treated in the new title or level as ift hey had been originally appointed to said title or level on their
original hiring date.
g. The First Deputy Commissioner of Labor Relations may, after notification to the
affected union(s) , exempt certain hard to recruit titles from the provisions of subsections 8(b) , 8(c )
and S(d).
Section 7.
In the case of an employee on leave of absence without pay the salary rate of such employee shall
be changed to reflect the salary adjustments specified in this Article IV.
Section 8.
(a) In accordance with the election by the Union pursuant to the provisions of Article XIII of
the 1995-2001 Citywide Agreement as amended between the City of New York and related
public employers and District Council 37, A.F.S.C.M.E., or its successor Agreement(s),
the Welfare Fund provisions of that Citywide Agreement as amended or any successor(s)
thereto shall apply to employees covered by this Agreement.
(b) When an election is made by the Union pursuant to the provisions of Article XIII, Section
l(b), oft he 1995-2001 Citywide Agreement as amended between the City ofN ew York and
related public employers and District Council 37, A.F.S.C.M.E., or any successor(s)
thereto, the provisions of Article XIII, Section l(b) of the Citywide Agreement as amended
or any successor(s) thereto, shall apply to employees covered by this Agreement, and
when such election is made, the Union hereby waives its right to training, education and/or
legal services contributions provided in this Agreement. In no case shall the single
contribution provided in Article XIII, Section l(b) of the Citywide Agreement as amended
or any successor(s) thereto, exceed the total amount that the Union would have been
entitled to receive if the separate contributions had continued.
(c) Contributions remitted to the Union pursuant to this Section I and Article XIII of the
Citywide Agreement are contingent upon a signed separate trusted fund agreement between
the Employer and the Union.
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Section 9.
The Union agrees to provide welfare fund benefits to domestic partners of covered Employees in
the same manner as those benefits are provided to spouses of married covered Employees.
Section 10.
In accordance with the Health Benefits Agreement dated January 11, 200 I, each welfare fund shall
provide welfare fund benefits equal to the benefits provided on behalf of an active Employee to
widow(e r)s, domestic partners and/or children of any Employee who dies in the line ofd uty as that
term is referenced in Section 12-126(b)(2) of the New York City Administrative Code. The cost
of providing this benefit shall be funded by the Stabilization Fund.
Section 11.
This Agreement incorporates the terms of the May 5, 2014 and June 18, 2018 Letter Agreements
regarding health savings and welfare fund contributions between the City of New York and the
Municipal Labor Committee, as appended to this agreement.

<a id="section-1-definition-p17"></a>
### Section 1 — Definition:
_Page 17_ · _Topics: wages, grievance, discipline, hours, work-rules, promotion_

The term "Grievance " shall mean:
a. A dispute concerning the application or interpretation of the terms of this Agreement;
b. A claimed violation, misinterpretation or misapplication oft he rules or regulations, written
policy or orders of the Employer applicable to the agency which employs the grievant
affecting terms and conditions of employment; provided, disputes involving the Rules and
Regulations of the New York City Personnel Director or the Rules and Regulations of
the Health and Hospitals Corporation with respect to those matters set forth in the first
paragraph of Section 7390.1 of the Unconsolidated Laws shall not be subject to the
grievance procedure or arbitration;
c. A claimed assignment of employees to duties substantially different from those stated in
their job specifications;
d. A claimed improper holding of an open-competitive rather than promotional examination;
e. A claimed wrongful disciplinary action taken against a permanent employee covered by
Section 75(1) of the Civil Service Law or a permanent employee covered by the Rules
and Regulations of the Health and Hospitals Corporation upon whom the agency head
has served written charges of incompetence or misconduct while the employee is serving
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in the employee's permanent title or which affects the employee's permanent status.
f. Failure to serve written charges as required by Section 75 of the Civil Service Law or the
Rules and Regulations of the Health and Hospitals Corporation upon a permanent
employee covered by Section 75(1) of the Civil Service Law or a permanent competitive
employee covered by the Rules and Regulations of the Health and Hospitals Corporation
where any of the penalties (including a fine) set forth in Section 75(3) of the Civil Service
Law have been imposed;
g. A claimed wrongful disciplinary action taken against a provisional employee who has
served for two years in the same or similar title or related occupational group in the same
agency.
h. A claimed wrongful disciplinary action taken against an employee appointed pursuant to
Rule 3.2. 1 I of the Personnel Rules and Regulations of the City of New York who has
served continuously for two years in the same or similar title or related occupational group
in the same agency.
Section 2.
The Grievance Procedure, except for grievances as defined in Section l(d), l(e), l(g) and l(h) of
this Article, shall be as follows:
Employees may at any time informally discuss with their supervisors a matter, which may become
a grievance. If the results of such a discussion are unsatisfactory, the employees may present the
grievance at Step I.
All grievances must be presented in writing at all steps in the grievance procedure. For all
grievances as defined in Section l(c), no monetary award shall in any event cover any period prior
to the date of the filing of the Step I grievance unless such grievance has been filed within thirty
(30) days of the assignment to alleged out-of-title work. No monetary award for a grievance
alleging a miscalculation of salary rate resulting in a payroll error of a continuing nature shall be
issued unless such grievance has been filed within the time limitation set forth in Step I below for
such grievances; if the grievance is so filed, any monetary award shall in any event cover only the
period up to six years prior to the date of the filing of the grievance.
STEP I The employee and/or the Union shall present the grievance in the form of a memorandum
to the person designated for such purpose by the agency head no later than 120 days after
the date on which the grievance arose except that grievances alleging a miscalculation of
salary rate resulting in a payroll error of a continuing nature shall be presented no later than
120 days after the first date on which the grievant discovered the payroll error. The
employee may also request an appointment to discuss the grievance and such request shall
be granted. The person designated by the Employer to hear the grievance shall take any
steps necessary to a proper disposition of the grievance and shall issue a determination in
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writing by the end of the third work day following the date of submission.
NOTE: The following STEP /(a) shall applicable only in 1/re Health and Hospilals Corporation in
the case ofg rievances arising under Seclion I (a), I (b), I (c) and I (j) of1 his Ar1icle and
shall be applied prior lo Step II oft his Section:
STEP l(a) - An appeal from an unsatisfactory determination at Step I shall be
presented in writing to the person designated by the agency head for such purpose.
The appeal must be made within five (5) work days of the receipt of the Step I
determination. A copy of the grievance appeal shall be sent to the person who
initially passed upon the grievance. The person designated to receive the appeal at
this Step shall meet with the employee and/or the Union for review of the grievance
and shall issue a determination to the employee and/or the Union by the end of the
fifth work day following the day on which the appeal was filed.
STEP II - An appeal from an unsatisfactory determination at STEP I or STEP l(a), where
applicable, shall be presented in writing to the agency head or the agency head's designated
representative who shall not be the same person designated in STEP I. The appeal must be
made within five (5) work days of the receipt of the STEP I or STEP I(a) determination.
The agency head or designated representative, if any, shall meet with the employee and/or
the Union for review of the grievance and shall issue a determination in writing by the end
of the tenth work day following the date on which the appeal was filed.
STEP III - An appeal from an unsatisfactory determination at STEP II shall be presented by the
employee and/or the Union to the Commissioner of Labor Relations in writing within
ten ( 10) work days of the receipt of the STEP II determination. The grievant or the Union
should submit copies of the STEP I and STEP II grievance filings and any agency
responses thereto. Copies of such appeal shall be sent to the agency head. The
Commissioner of Labor Relations or the Commissioner's designee shall review all
appeals from STEP II determinations and shall issue a determination on such appeals
within fifteen (15) work days following the date on which the appeal was filed.
STEP IV - An appeal from an unsatisfactory determination at STEP III may be brought solely by
the Union to the Office of Collective Bargaining for impartial arbitration within fifteen
(15) work days of receipt of the STEP III determination. In addition, the Employer shall
have the right to bring directly to arbitration any dispute between the parties concerning
any matter defined herein as a "grievance". The Employer shall commence such arbitration
by submitting a written request therefor to the Office of Collective Bargaining. A copy of
the notice requesting impartial arbitration shall be forwarded to the opposing party. The
arbitration shall be conducted in accordance with the Title 61 of the Rules of the City of
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New York. The costs and fees of such arbitration shall be borne equally by the Union and
the Employer.
The determination or award of the arbitrator shall be final and binding in accord with
applicable law and shall not add to, subtract from or modify any contract, rule, regulation,
written policy or order mentioned in Section I of this Article.
Section 3.
As a condition to the right of the Union to invoke impartial arbitration set forth in this Article,
including the arbitration of a grievance involving a claimed improper holding of an open
competitive rather than a promotional examination, the employee or employees and the Union
shall be required to file with the Director of the Office of Collective Bargaining a written waiver
of the right, if any, of the employee and the Union to submit the underlying dispute to any other
administrative or judicial tribunal except for the purpose of enforcing the arbitrator's award.
Section 4.
a. Any grievance under Section l(d) relating to a claimed improper holding of an open
competitive rather than a promotional examination shall be presented in writing by the
employee or the Union representative to the Commissioner of Labor Relations not later
than thirty (30) days after the notice of the intention to conduct such open-competitive
examination, or copy of the appointing officer's request for such open-competitive
examination, as the case may be, has been posted in accordance with Section 51 of the
Civil Service Law. The grievance shall be considered and passed upon within ten ( I 0)
days after its presentation. The determination shall be in writing, copies of which shall be
transmitted to both parties to the grievance upon issuance.
b. A grievance relating to the use of an open-competitive rather than a promotional
examination which is unresolved by the Commissioner of Labor Relations may be brought
to impartial arbitration as provided in Sections 2 and 3 above. Such a grievance shall be
presented by the Union, in writing, for arbitration within 15 days of the presentation of
such grievance to the Commissioner of Labor Relations, and the arbitrator shall decide
such grievance within 75 days of its presentation to the arbitrator. The party requesting
such arbitration shall send a copy of such request to the other party. The costs and fees of
such arbitration shall be borne equally by the Employer and the Union.

<a id="section-5-disciplinary-procedure-for-employees-subject-to-se-p20"></a>
### Section 5 — Disciplinary Procedure for Employees Subject to Section 75
_Page 20_ · _Topics: grievance, discipline, promotion_

In any case involving a grievance under Section l(e) of this Article, the following procedure shall
govern upon service of written charges of incompetence or misconduct:
STEP A - Following the service of written charges, a conference with such employee
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shall be held with respect to such charges by the person designated by the agency head to
review a grievance at STEP I of the Grievance Procedure set forth in this Agreement. The
employee may be represented at such conference by a representative of the Union. The
person designated by the agency head to review the charges shall take any steps necessary
to a proper disposition of the charges and shall issue a detennination in writing by the end
of the fifth day following the date of the conference.
If the employee is satisfied with the detennination in STEP A above, the employee may
choose to accept such detennination as an alternative to and in lieu of a determination made
pursuant to the procedures provided for in Section 75 of the Civil Service Law or the
Rules and Regulations of the Health and Hospitals Corporation. As a condition of
accepting such determination, the employee shall sign a waiver of the employee's right to
the procedures available to him or her under Sections 75 and 76 of the Civil Service Law
or the Rules and Regulations of the Health and Hospitals Corporation.
STEP B(i) - If the employee is not satisfied with the detennination at STEP A above then
the Employer shall proceed in accordance with the disciplinary procedures set forth in

<a id="section-75-of-the-civil-service-law-or-the-rules-and-regulat-p21"></a>
### Section 75 — of the Civil Service Law or the Rules and Regulations of the Health and
_Page 21_ · _Topics: grievance, discipline, hours, promotion_

Hospitals Corporation. As an alternative, the Union with the consent of the employee
may choose to proceed in accordance with the Grievance Procedure set forth in this
Agreement, including the right to proceed to binding arbitration pursuant to STEP IVof
such Grievance Procedure. As a condition for submitting the matter to the Grievance
Procedure the employee and the Union shall file a written waiver of the right to utilize the
procedures available to the employee pursuant to Sections 75 and 76 of the Civil Service
Law or the Rules and Regulations of the Health and Hospitals Corporation or any
other administrative or judicial tribunal, except for the purpose of enforcing an arbitrator's
award, if any. Notwithstanding such waiver, the period of an employee's suspension
without pay pending hearing and determination ofc harges shall not exceed thirty (30) days.
STEP B(ii) - If the election is made to proceed pursuant to the Grievance Procedure, an
appeal from the determination of STEP A above, shall be made to the agency head or
designated representative. The appeal must be made in writing within five (5) work days
oft he receipt oft he determination. The agency head or designated representative shall meet
with the employee and the Union for review of the grievance and shall issue a
determination to the employee and the Union by the end of the tenth work day following
the day on which the appeal was filed. The agency head or designated representative shall
have the power to impose the discipline, if any, decided upon, up to and including
termination of the accused employee's employment. In the event of such termination or
suspension without pay totaling more than thirty (30) days, the Union with the consent of
the grievant may elect to skip STEP C of this Section and proceed directly to STEP D.
STEP C - If the grievant is not satisfied with the determination of the agency head or
designated representative the grievant or the Union may appeal to the Commissioner of
Labor Relations in writing within ten (10) days of the determination of the agency head
or designated representative. The Commissioner of Labor Relations shall issue a written
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reply to the grievant and the Union within fifteen (15) work days.
STEP D - If the grievant is not satisfied with the detennination of the Commissioner of
Labor Relations, the Union with the consent of the grievant may proceed to arbitration
pursuant to the procedures set forth in STEP IV of the Grievance Procedure set forth in
this Agreement.

<a id="section-6-disciplinary-procedure-for-provisional-employees-p22"></a>
### Section 6 — Disciplinary Procedure for Provisional Employees
_Page 22_ · _Topics: grievance, discipline, promotion_

In any case involving a grievance under Sections l (g) or 1( h) of this Article, all terms of the
"Disciplinary Procedure for Provisional Employees," as set forth in the agreement between DC 37
and the City ofNew York dated April 27, 2018, appended to this agreement, shall govern.
Section 7.
A grievance concerning a large number of employees and which concerns a claimed
misinterpretation, inequitable application, violation or failure to comply with the provisions of this
Agreement may be filed directly at STEP III of the grievance procedure. All other individual
grievances in process concerning the same issue shall be consolidated with the "group II grievance.
Section 8.
If a determination satisfactory to the Union at any level of the Grievance Procedure is not
implemented within a reasonable time, the Union may re-institute the original grievance at STEP
III of the Grievance Procedure; or if a satisfactory STEP III detennination has not been so
implemented, the Union may institute a grievance concerning such failure to implement at STEP
IV of the Grievance Procedure.
Section 9.
If the Employer exceeds any time limit prescribed at any step in the Grievance Procedure, the
grievant and/or the Union may invoke the next step of the procedure, except that only the Union
may invoke impartial arbitration under STEP IV.
Section 10.
The Employer shall notify the Union in writing of all grievances filed by employees, all grievance
hearings, and all detenninations. The Union shall have the right to have a representative present
at any grievance hearing and shall be given forty-eight ( 48) hours' notice of all grievance hearings.
Section 11.
Each of the steps in the Grievance Procedure, as well as time limits prescribed at each step of this
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Grievance Procedure, may be waived by mutual agreement of the parties.
Section 12.
A non-Mayoral agency not covered by this Agreement but which employs employees in titles
identical to those covered by this Agreement may elect to permit the Union to appeal an
unsatisfactory determination received at the last step of its Grievance Procedure prior to arbitration
on fiscal matters only to the Commissioner of Labor Relations. If such election is made, the
Union shall present its appeal to the Commissioner of Labor Relations in writing within ten (10)
work days of the receipt of the last step determination. The Union should submit copies of the
grievance filings at the prior steps of its Grievance Procedure and any agency responses thereto.
Copies of such appeals shall be sent to the agency head. The Commissioner of Labor Relations,
or the Commissioner's designee, shall review all such appeals and answer all such appeals within
fifteen (IS) work days. An appeal from a determination oft he Commissioner of Labor Relations
may be taken to arbitration under procedures, if any, applicable to the non-Mayoral agency
involved.
Section 13.
The grievance and the arbitration procedure contained in this Agreement shall be the exclusive
remedy for the resolution of disputes defined as "grievances" herein. This shall not be interpreted
to preclude either party from enforcing the arbitrator's award in court. This Section shall not be
construed in any manner to limit the statutory rights and obligations oft he Employer under Article
XIV of the Civil Service Law.

<a id="section-14-expedited-arbitration-procedure-p23"></a>
### Section 14 — Expedited Arbitration Procedure.
_Page 23_ · _Topics: grievance, discipline, hours_

a. The parties agree that there is a need for an expedited arbitration process, which would
allow for the prompt adjudication of grievances as set forth below.
b. The parties voluntarily agree to submit matters to final and binding arbitration pursuant to
the New York City Collective Bargaining Law and under the jurisdiction of the Office of
Collective Bargaining. An arbitrator or panel of arbitrators, as agreed to by the parties,
will act as the arbitrator of any issue submitted under the expedited procedure herein.
c. The selection of those matters which will be submitted shall include, but not limited to,
out-of-title cases concerning all titles, disciplinary cases wherein the proposed penalty is a
monetary fine of one week or less or written reprimand, and other cases pursuant to mutual
agreement by the parties. The following procedures shall apply:
SELECTION AND SCHEDULING OF CASES:
1.
(I) The Deputy Chairperson for Disputes oft he Office of Collective Bargaining
shall propose which cases shall be subject to the procedures set forth in this
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<a id="section-12-and-notify-the-parties-of-proposed-hearing-dates--p24"></a>
### Section 12 — and notify the parties of proposed hearing dates for such cases.
_Page 24_ · _Topics: grievance, hours_

(2) The parties shall have ten business days from the receipt of the Deputy
Chairperson's proposed list of cases and hearing schedule(s) to raise any
objections thereto.
(3) If a case is not proposed by the Deputy Chairperson for expedited handling,
either party may, at any time prior to the scheduling ofa n arbitration hearing
date for such case, request in writing to the other party and to the Deputy
Chairperson of Disputes of the Office of Collective Bargaining that said
case be submitted to the expedited procedure. The party receiving such
request shall have ten business days from the receipt of the request to raise
any objections thereto.
(4) No case shall be submitted to the expedited arbitration process without the
mutual agreement of the parties.
ii. CONDUCT OF HEARlNGS:
(I) The presentation of the case, to the extent possible, shall be made in the
narrative form. To the degree that witnesses are necessary, examination
will be limited to questions of material fact and cross examination will be
similarly limited. Submission of relevant documents, etc., will not be
unreasonably limited and may be submitted as a 11packet11 exhibit.
(2) In the event either party is unable to proceed with hearing a particular case,
the case shall be rescheduled. However, only one adjournment shall be
pennitted. In the event that either party is unable to proceed on a second
occasion, a default judgment may be entered against the adjourning party at
the Arbitrator's discretion absent good cause shown.
(3) The Arbitrator shall not be precluded from attempting to assist the parties
in settling a particular case.
(4) A decision will be issued by the Arbitrator within two weeks. It will not be
necessary in the A ward to recount any of the facts presented. However, a
brief explanation of the Arbitrator's rationale may be included. Bench
decisions may also be issued by the Arbitrator.
(5) Decisions in this expedited procedure shall not be considered as precedent
for any other case nor entered into evidence in any other forum or dispute
except to enforce the Arbitrator's award.
(6) The parties shall, whenever possible, exchange any documents intended to
be offered in evidence at least one week in advance of the first hearing date
and shall endeavor to stipulate to the issue in advance of the hearing date.

<a id="article-vi-no-strikes-p24"></a>
## Article VI — NO STRIKES
_Page 24_

In accordance with the New York City Collective Bargaining Law, as amended, neither the Union
nor any employee shall induce or engage in any strikes, slowdowns, work stoppages, mass
absenteeism, or induce any mass resignations during the term of this Agreement.
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<a id="article-vii-transfers-p25"></a>
## Article VII — TRANSFERS
_Page 25_ · _Topics: discipline, layoff, training, promotion_

Section 1.
The term transfer shall mean (i) the shifting of an employee to a position in charge of a division
or shop, or (ii) the shifting of an employee from one work location to another without any
significant change in the duties and responsibilities of the employee's civil service title.
Section 2.
The initial assignment of a newly appointed employee after an initial period of training to an
existing or newly created position shall not constitute a transfer, except where the existing or newly
created position is in charge of a department or shop.
Section 3.
A shifting of an employee to a position in which the said employee assumes the duties and
responsibilities of a transferred employee shall not constitute a transfer, except where the vacant
position is in charge of a department or shop.
Section 4.
For the purposes of this Article, the term work location shall mean a geographic area consisting of
a garage, a group of garages, or a central repair shop.
Section 5.
With the exception of temporary transfers, voluntary transfers from one work location to another
within an agency shall be made on the basis of greatest seniority in title in such agency from among
employees who, in the judgement of the Employer, are otherwise equally qualified for the
particular job opening.
Among the items to be assessed by the Employer to determine the qualifications of employees
seeking transfers are the individual employee's abilities, performance, rate of absenteeism, general
health and capabilities and disciplinary record.
Section 6.
With the exception oft emporary transfers, involuntary transfers from one work location to another
within an agency shall be made on the basis of least seniority in title in such agency from among
employees who, in the judgement of the Employer, are otherwise equally qualified.
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Section 7.
There shall be a six (6) month probationary period for all persons transferred. At or before the end
of said probationary period, an employee who has been transferred may be returned to the work
location from which transferred if, in the judgement oft he Employer, said transferred employee's
abilities, performance, rate of absenteeism, general health and capacities and disciplinary record
in such new position warrant such return.
Section 8.
Temporary transfers are transfers which are limited to ninety (90) calendar days.
Section 9.
When possible, all vacancies that the Employer has decided to fill by pennanent transfer shall be
posted on a department bulletin board as far in advance of the date the transfer is to be effective as
is practicable; however, the Employer need not post a job opening more than a month in advance.
This section applies to job openings to be filled either on a voluntary or involuntary basis.
Section 10.
Any employee who voluntarily transfers to another location shall remain in that location for a
period of not less than one year. No transfer requests shall be accepted from any employee so
transferred within one year preceding the date of request. When an employee has been selected
for a voluntary transfer but said transfer has not been implemented within 90 days of such
selection, such employee shall have the option to withdraw the original bid and to bid for a
different position. However, such withdrawal from the original bid shall be permanent, and the
original bid may not be reactivated.

<a id="article-viii-overtime-p26"></a>
## Article VIII — OVERTIME
_Page 26_ · _Topics: overtime_

Section 1.
All overtime shall, as far as practicable, be distributed equally among the employees within a
department except as modified in Section 2 of this Article.
Section 2.
In the Department of Sanitation, overtime shall, as far as is practicable, be distributed equally
among employees in each work area.
For purposes of this Article only, work areas as they presently exist in the Bureau of Motor
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Equipment of the Department of Sanitation are defined as follows:
a. Field Operations
Each Borough Shop including its satellite garages shall be deemed a separate work area.
Fresh Kills Landfill is also designated as a work area except that emergency overtime,
including, but not limited to work in progress, will be given priority when assigning
overtime in this location.
b. Central Repair Shop
Off-vehicle shops which presently include the Machine Shop, Engine Shop, Unit Repair
Shop, Transmission Shop, Upholstery Shop, Electric Shop, and the Glass Shop shall be
deemed a single work area.
On-vehicle mechanical repair shops which presently include Special Chassis and the
Passenger Car Shop shall be deemed a single work area.
Metal working shops including the Body Shop and the Forge Shop shall be deemed a
single work area.
The Tire Shop shall be deemed a single work area.
Employees, as defined herein, who work in locations other than those indicated above, shall work
in accordance with the needs of their location.
Nothing herein shall be used to define a work area or location under Article VII of this agreement
or for any purpose other than the distribution of overtime in the Department of Sanitation as
defined herein.

<a id="article-ix-productivity-and-performance-p27"></a>
## Article IX — PRODUCTIVITY AND PERFORMANCE
_Page 27_

Introduction
Delivery of municipal services in the most efficient, effective and courteous manner is of
paramount importance to the Employer and the Union. Such achievement is recognized
to be a mutual obligation of both parties within their respective roles and responsibilities.
To achieve and maintain a high level of effectiveness, the parties hereby agree to the
following tenns:

<a id="section-1-supervisory-responsibility-p27"></a>
### Section 1 — Supervisory Responsibility
_Page 27_ · _Topics: discipline_

The Union recognizes the Employer's right under the New York City Collective Bargaining
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Law to establish and/or revise standards for supervisory responsibility in achieving and
maintaining performance levels of supervised employees for employees in supervisory positions
listed in Article I, Section 1, of this Agreement. The Employer will give the Union prior notice
of the establishment and/or revision of standards for supervisory responsibility hereunder.
Section 2.
Employees who fail to meet such standards may be subject to disciplinary measures in accordance
with app1icable law.

<a id="section-3-performance-compensation-p28"></a>
### Section 3 — Performance Compensation
_Page 28_ · _Topics: wages_

The Union acknowledges the Employer's right to pay additional compensation for outstanding
performance.
The Employer agrees to notify the Union of its intent to pay such additional compensation.

<a id="article-x-bulletin-boards-and-notices-p28"></a>
## Article X — BULLETIN BOARDS AND NOTICES
_Page 28_

The Union may post notices on bulletin boards in places and locations where notices usually are
posted by the Employer for the employees to read. All notices shall be on Union stationery, and
shall be used only to notify employees of matters pertaining to Union affairs. The minimum space
to be provided on any such bulletin board shall be sufficient for a document on paper size 8½11 x
1311
•

<a id="article-xi-personnel-and-pay-practices-p28"></a>
## Article XI — PERSONNEL AND PAY PRACTICES
_Page 28_ · _Topics: vacation, layoff, hours_

Section 1.
The Employer agrees to authorize all agencies, covered hereunder, effective January 1, 1971, to
estab1ish imprest funds for the reimbursement to employees of all necessary and authorized
carfare, telephone, automobile and meal expenses and such other types of expenses as the
Comptroller may approve. The funds shall be administered in accordance with the rules and
regulations of the Comptroller.
Section 2.
In the scheduling ofv acations for employees of agencies covered hereunder subject to the vacation
policy and procedures of the respective agencies, the Employer agrees that all authorized vacation
picks for employees covered by this Agreement shall be by seniority in the employee's civil
service title.
27
Local 621 2020-2025
7
~5 00


Section 3.
The Employer may require that all employees newly hired after March 4, 2019 be paid
exclusively through direct deposit or electronic funds transfer. For employees on direct deposit,
the employer may provide pay stubs electronically except where the employee has requested in
writing to receive a printed pay stub.

<a id="article-xii-working-conditions-p29"></a>
## Article XII — WORKING CONDITIONS
_Page 29_

Section 1.
The Employer shall make all reasonable efforts to provide employees with adequate, clean and
safe washing and toilet facilities.
Section 2.
All employees' work areas shall be adequately ventilated, lighted and otherwise maintained.

<a id="article-xiii-safety-p29"></a>
## Article XIII — SAFETY
_Page 29_ · _Topics: grievance, safety_

Section 1.
All unsafe conditions reported by the Union, concerning employees covered by this Agreement,
shall be duly noted by the appropriate supervisor and acted upon expeditiously.
Section 2.
All unsafe conditions not acted upon expeditiously may become the subject of a grievance.

<a id="article-xiv-labor-management-committee-p29"></a>
## Article XIV — LABOR-MANAGEMENT COMMITTEE
_Page 29_ · _Topics: grievance_

Section 1.
The Employer and the Union, having recognized that cooperation between management and
employees is indispensable to the accomplishment of sound and harmonious labor relations, shall
jointly maintain and support a labor-management committee in each oft he agencies having at least
fifty employees covered by this Agreement.
Section 2.
Each labor-management committee shall consider and recommend to the agency head changes in
the working conditions of the employees within the agency who are covered by this Agreement.
Matters subject to the Grievance Procedure shall not be appropriate items for consideration by the
28
Local 621 2020-2025
25 0 0 7


labor-management committee.
Section 3.
Each labor-management committee shall consist of six members who shall serve for the term of
this Agreement. The Union shall designate three members and the agency head shall designate
three members. Vacancies shall be filled by the appointing party for the balance of the term to be
served. Each member may designate one alternate. Each committee shall select a chairperson from
among its members at each meeting. The chairpersonship of each committee shall alternate
between the members designated by the agency head and the members designated by the Union.
A quorum shall consist of a majority of the total membership of a committee. A committee shall
make its recommendations to the agency head in writing.
Section 4.
The labor-management committee shall meet at the call of either the Union members or the
Employer members at times mutually agreeable to both parties. At least one week in advance of
a meeting the party calling the meeting shall provide, to the other party, a written agenda of matters
to be discussed. Minutes shall be kept and copies supplied to all members of the committee.

<a id="article-xv-financial-emergency-act-p30"></a>
## Article XV — FINANCIAL EMERGENCY ACT
_Page 30_

The provisions of this Agreement are subject to applicable provisions of law, including the New
York State Financial Emergency Act for the City of New York as amended.

<a id="article-xvi-appendices-p30"></a>
## Article XVI — APPENDICES
_Page 30_

The Appendix or Appendices, if any, attached hereto and initialed by the undersigned shall be
deemed a part of this Agreement as if fully set forth herein.

<a id="article-xvii-savings-clause-p30"></a>
## Article XVII — SAVINGS CLAUSE
_Page 30_

In the event that any provision of this Agreement is found to be invalid, such invalidity shall not
impair the validity and enforceability of the remaining provisions of this Agreement.

<a id="article-xviii-citywide-issues-p30"></a>
## Article XVIII — CITYWIDE ISSUES
_Page 30_

This Agreement is subject to the provisions, terms and conditions of the Agreement which has
been or may be negotiated between the City and the Union recognized as the exclusive collective
bargaining representative on Citywide matters which must be uniform for specified employees,
including the employees covered by this Agreement.
Employees in Rule X titles shall receive the benefits of the Citywide Agreement unless otherwise
specifically excluded herein.
29
Local 621 2020-2025
25 0 0 7


WHEREFORE, we have hereunto set our hands and seals this~ay o f ~ 2 025.
FOR THE CITY OF NEW YORK AND RELATED FOR LOCAL 621,
PUBLIC EMPLOYERS AS DEFINED HEREIN: SEIU:
BY:--~'----="'----=-:::_~:::::-::if;;:_~-

<a id="carl-chiaramonte-p31"></a>
### CARL CHIARAMONTE
_Page 31_

President
APPRov,;c;s .TO FORM:
L . ~
BY:

<a id="ericeichenhtz-p31"></a>
### ERICEICHENHTZ
_Page 31_

Acting Corporation Counsel
UNIT: Supervisor of Mechanics (M.E.), et al.
TERM: October 13, 2020 to November 18, 2025, where applicable
May 31, 2021 to July 5, 2026, where applicable
or-
or-i-:iCE LABOR R~LATIONS
-.,,-..N
.... t(." ...' ."') ...
R\::1,.:1.w I •, .'-\ ; , ~

<a id="cou7ract-p31"></a>
### COU7RACT
_Page 31_ · _Topics: wages, sick-leave, parental-leave, other-leave, safety, promotion_

DATE:
NO:
30
1J
25007
Local 621 2020-2025 ~ki, 2-~ 7._o Zs
4
~·


Office of Labor Relations
22 Cortlandt Street, New York, NY 10007
nyc.gov/olr
Renee Campion Claire Levitt
Commissioner Deputy Commissioner
Health Core Strategy
Daniel Pollak
Georgette Gestely
First Deputy Commissioner
Director, Employee Benefits Program
Nicole Andrade
General Counsel
Carl Chiaramonte
President
Supervisors Local 621, SEIU AFL-CIO
6106 78 Street
Middle Village, NY 11379
Re: 2021-2026 Local 621 SMME, et al. Agreement
Dear Mr. Chiaramonte;
This letter serves to confirm our mutual understanding that Local 621, S.E.I. U ., AFL-CIO
("Local 621 ") has provided the necessary recurring funding to increase the compensation of the
member of Local 621 on full-time paid release to that of a Level Ill Supervisor of Mechanics
(Mechanical Equipment). The parties agree that the charge to the Union for the increase in the
annual salary to the member of Local 621 on full-time paid release will continue regardless of the
civil service title or the assignment level of any future active employee who may serve in the full
time paid release position. As part of the 2021-2026 Memorandum of Agreement ("MOA'')
between Local 621, and the City of New York, signed June 27, 2023, the compensation of the
member of Local 621 on full-time paid release shall be adjusted to the amounts set forth below.
1. Effective October 13, 2020, the salary for the position on full-time release with pay
shall be increased to $204,426.
2. Effective October 13, 2021, the salary for the position on full-time release with pay
shall be increased to $210,559.
3. Effective October 13, 2022, the salary for the position on full-time release with pay
shall be increased to $216,876.
4. Effective October 13, 2023, the salary for the position on full-time release with pay
shall be increased to $223,382.


5. Effective October 13, 2024, the salary for the position on full-time release with pay
shall be increased by 3.25% to $230,642.
lfthis accords with your understanding, please countersign on the lines below.
Sincerely,
, SEIU,
Carl Chiaramonte
President
25007


Office of Labor Relations
22 Cortlandt Street, New York, NY 10007
nyc.gov/olr
Renee Campion Claira Levitt
Commissioner Deputy Commissioner
Health Care Strategy
Daniel Pollak
Georgette Gestely
First Deputy Commissioner
Director, Employee Benefits Program
Nicole Andrade
General Counsel
Carl Chiaramonte
President
Supervisors Local 621, SEIU AFL-CIO
6106 78 Street
Middle Village, NY 113 79
Re: 2021-2026 Local 621 SMME, et al. Agreement
Dear Mr. Chiaramonte:
This is to confirm certain mutual understandings and agreements regarding the above captioned
Agreement.
For the purposes of Article IV section 6(a)(i), "approved leave" is further defined to include:
a. maternity/childcare leave
b. military leave
c. unpaid time while on jury duty
d. unpaid leave for union business pursuant to Executive Order 75
e. unpaid leave pending workers' compensation determination
f. unpaid leave while on workers' compensation option 2
g. approved unpaid time off due to illness or exhaustion of paid sick leave
h. approved unpaid time off due to family illness
i. other pre-approved leaves without pay
25007


If the above accords with your understanding, please execute the signature line provided below.
Very truly yours,
Renee Campion

<a id="agreed-and-accepted-on-behalf-of-p35"></a>
### AGREED AND ACCEPTED ON BEHALF OF
_Page 35_

Local 621
B Y : & £ ~

<a id="carl-chiaramonte-p35"></a>
### CARL CHIARAMONTE
_Page 35_

25 00 7


Office of Labor Relations
22 Cortlandt Street, New York, NY 10007
nyc.gov/olr
Renee Campion Claire Levitt
Commissioner Deputy CCmmlssloner
Daniel Pollak Health Care Strategy
Georgetta Gestely
First Deputy CCmmlss/Ofltf
Director, Employee Benefits Program
Nicole Andrade
General Counsel
Carl Chiaramonte
President
Supervisors Local 621, SEIU AFL-CIO
6106 78 Street
Middle Village, NY 11379
Re: 2021-2026 Local 621 SMME, et al. Agreement
Dear Mr. Chiaramonte:
This is to confirm our mutual understanding that any SMME who alleges they are being
paid at an incorrect SMME rate shall continue to have the right to bring pay grievances under

<a id="article-iv-and-article-v-of-the-contract-the-one-hundred-and-p36"></a>
## Article IV — and Article V of the contract. The one hundred and twenty-day ( 120) period for filing
_Page 36_ · _Topics: grievance_

a grievance shall apply.

<a id="agreed-and-accepted-on-behalf-of-p36"></a>
### AGREED AND ACCEPTED ON BEHALF OF
_Page 36_

Local 621
BY:-----+-:,t~~...c..........:~_-_y(f;_

<a id="carl-chiaramonte-p36"></a>
### CARL CHIARAMONTE
_Page 36_ · _Topics: vacation, discipline, layoff, hours, promotion_

25007


Office of Labor Relations
22 Cortlandt Street, New York, NY 10007
nyc.gov/olr
Renee Campion Claire Levitt
Commissioner Deputy Commissioner
Health Core Strategy
Daniel Pollak
Georgette Gestaly
Rrst Deputy Commissioner
Director, Employee Benefits Program
Nlcola Andrada
Gtmeral Counsel
Carl Chiaramonte
President
Supervisors Local 621, SEIU AFL-CIO
6106 78 Street
Middle Village, NY I 1379
Re: Seniority Definition for the 2020-2025 Supervisors of Mechanics (M.E.). et al. Agreement
Dear Mr. Chiaramonte,
This letter is to memorialize the parties' understanding regarding the definition of
"Seniority" for Local 621 under the parties' collective bargaining agreement, and to amend the
2020-2025 Supervisors of Mechanics (M.E.), et al. Agreement (the "Agreement") accordingly.
Effective November 26, 2024, the following amendments shall take effect.
Article Vil, Section 5 of the Agreement shall be amended as follows:
With the exception of temporary transfers, voluntary transfers from
one work location to another within an agency shall be made on the
basis of greatest seniority in title in such agency from among
employees who, in the judgement of the Employer, are otherwise
equally qualified for the particular job opening.
For the purposes of this section, seniority shall be based upon an
employee's most recent date of appointment from a civil service list
into a title represented by the Union. Promotions from one title
represented by the Union to another title represented by the Union
shall not change or affect the detennination of the "most recent date
of appointment" referenced above. When two or more employees
are appointed from a civil service list into a title represented by the
Union on the same day, seniority shall be based upon their rank on
the civil service exam from which the employees were appointed.
Seniority shall not be based upon any employee's service time in a
provisional appointment.


Among the items to be assessed by the Employer to determine the
qualifications of employees seeking transfers are the individual
employee's abilities, performance, rate of absenteeism, general
health and capabilities and disciplinary record.
Article VII, Section 6 of the Agreement shall be amended as follows:
With the exception of temporary transfers, involuntary transfers
from one work location to another within an agency shall be made
on the basis of least seniority in title in such agency from among
employees who, in the judgement of the Employer, are otherwise
equally qualified.
For the purposes of this section, seniority shall be based upon an
employee's most recent date of appointment from a civil service list
into a title represented by the Union. Promotions from one title
represented by the Union to another title represented by the Union
shall not change or affect the determination of the "most recent date
of appointment" referenced above. When two or more employees
are appointed from a civil service list into a title represented by the
Union on the same day, seniority shall be based upon their rank on
the civil service exam from which the employees were appointed.
Seniority shall not be based upon any employee's service time in a
provisional appointment.
Article XI, Section 2 of the Agreement shall be amended as follows:
In the scheduling of vacations for employees of agencies covered
hereunder subject to the vacation policy and procedures of the
respective agencies, the Employer agrees that all authorized
vacation picks for employees covered by this Agreement shall be by
seniority based upon an employee's most recent date of appointment
from a civil service list into a title represented by the Union.
Promotions from one title represented by the Union to another title
represented by the Union shall not change or affect the
determination of the "most recent date of appointment" referenced
above. When two or more employees are appointed from a civil
service list into a title represented by the Union on the same day,
seniority shall be based upon their rank on the civil service exam
from which the employees were appointed. Seniority shall not be
based upon any employee's service time in a provisional
appointment.
25 00 7


If the above confonns to your understanding, please countersign below. Thank you for
your continued partnership.
Renee Campi
Commissioner
2500?

---
_End of contract. Source PDF: <https://www.nyc.gov/assets/olr/downloads/pdf/collectivebargaining/2021-2026/L621-Supervisor-of-Mechanics-et-al-10-13-2020--11-18-2025.pdf>_
