---
contract_id: osa-public-advocate-executed-contract-2022-2026
label: "OSA Public Advocate Executed Contract, 2022-2026"
expanded_label: "Organization of Staff Analysts (OSA) — Public Advocate Executed Contract, 2022-2026"
term_start: 2022
term_end: 2026
source_pdf: "https://www.nyc.gov/assets/olr/downloads/pdf/collectivebargaining/2021-2026/osa-10-02-2022-10-21-2026.pdf"
pages: 14
ocr_pages: 14
pages_with_tables: 0
clauses: 29
sector: "other"
---

# Organization of Staff Analysts (OSA) — Public Advocate Executed Contract, 2022-2026

**Term:** 2022–2026  
**Source PDF:** [https://www.nyc.gov/assets/olr/downloads/pdf/collectivebargaining/2021-2026/osa-10-02-2022-10-21-2026.pdf](https://www.nyc.gov/assets/olr/downloads/pdf/collectivebargaining/2021-2026/osa-10-02-2022-10-21-2026.pdf)  
**Pages:** 14 (14 OCR-reconstructed)  
**Clauses extracted:** 29

**Workforce:** OSA Public Advocate Executed Contract, 2022-2026 — 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

- [HEADS OF CONCERNED CITY DEPARTMENTS AND AGENCIES](#heads-of-concerned-city-departments-and-agencies-p1)
- [CONTRACT](#contract-p1)
- [NEW YORK CITY PUBLIC ADVOCATE STAFF AGREEMENT](#new-york-city-public-advocate-staff-agreement-p2)
- [Article XVI — SAVINGS CLAUSE......](#article-xvi-savings-clause-p2)
- [NEW YORK CITY PUBLIC ADVOCATE STAFF AGREEMENT](#new-york-city-public-advocate-staff-agreement-p3)
- [Article I — UNION RECOGNITION AND UNIT DESIGNATION](#article-i-union-recognition-and-unit-designation-p3)
- [Article II — DUES CHECK OFF](#article-ii-dues-check-off-p3)
- [Article III — SALARIES](#article-iii-salaries-p4)
- [TITLES](#titles-p5)
- [Section 3 — Ratification Bonus](#section-3-ratification-bonus-p6)
- [Section 4 — Wage Increase](#section-4-wage-increase-p6)
- [Article IV — WELFARE FUND](#article-iv-welfare-fund-p7)
- [Article V — EDUCATION AND TRAINING FUND](#article-v-education-and-training-fund-p8)
- [Section 1 — Performance Compensation](#section-1-performance-compensation-p8)
- [Article VII — UNION ACTIVITY](#article-vii-union-activity-p9)
- [Article VIII — GRIEVANCE PROCEDURE](#article-viii-grievance-procedure-p9)
- [Section 1 — Definition:](#section-1-definition-p9)
- [Section 8 — Grievance Procedure for Disciplinary Matters](#section-8-grievance-procedure-for-disciplinary-matters-p11)
- [Article IX — HEALTH AND SAFETY](#article-ix-health-and-safety-p12)
- [Article X — LABOR MANAGEMENT COMMITTEE](#article-x-labor-management-committee-p13)
- [Article XI — COMPENSATORY TIME](#article-xi-compensatory-time-p13)
- [Article XV — APPENDICES](#article-xv-appendices-p14)
- [Article XVI — SAVINGS CLAUSE](#article-xvi-savings-clause-p14)
- [NEW YORK CITY PUBLIC](#new-york-city-public-p14)
- [ORGANIZATION OF STAFF](#organization-of-staff-p14)
- [RENEE CAMPION](#renee-campion-p14)
- [ROBERT CROGHAN](#robert-croghan-p14)
- [ERIC EICHENHOL1](#eric-eichenhol1-p14)
- [CONTRACT](#contract-p14)

---

<a id="heads-of-concerned-city-departments-and-agencies-p1"></a>
### HEADS OF CONCERNED CITY DEPARTMENTS AND AGENCIES
_Page 1_ · _OCR-reconstructed_

FROM:
RENEE CAMPION, COMMISSIONER
SUBJECT: EXECUTED CONTRACT: ORGANIZATION OF STAFF ANALYSTS
TERM:
OCTOBER 2, 2022 TO OCTOBER 21, 2026
Attached for your information and guidance is a copy of the executed contract entered into by the
Commissioner of Labor Relations behalf of the City of New York and the Organization of Staff
Analysts on behalf of the incumbents of positions listed in Article I of said contract.
The contract incorporates terms of an agreement reached through collective bargaining negotiations
and related procedures.
DATED: December 16742024

<a id="contract-p1"></a>
### CONTRACT
_Page 1_ · _OCR-reconstructed_

DATE:
25.005 December 16, 2024

<a id="new-york-city-public-advocate-staff-agreement-p2"></a>
### NEW YORK CITY PUBLIC ADVOCATE STAFF AGREEMENT
_Page 2_ · _OCR-reconstructed_

2022-2026

<a id="article-xvi-savings-clause-p2"></a>
## Article XVI — SAVINGS CLAUSE......
_Page 2_ · _OCR-reconstructed_

...2
.5
6
....7
...10
...11
...11
...12
...12
.12
..13
..13
25005

<a id="new-york-city-public-advocate-staff-agreement-p3"></a>
### NEW YORK CITY PUBLIC ADVOCATE STAFF AGREEMENT
_Page 3_ · _OCR-reconstructed_

2022 - 2026
AGREEMENT entered into this
day of
by and between the City
of New York and the New York City Public Advocate pursuant to and limited to their respective
election 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 the Organization of Staff Analysts (hereinafter referred to as the "Union") for
the period from October 2, 2022 to October 21, 2026.
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_ · _OCR-reconstructed_ · _Topics: 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:
Assistant to Public Advocate (94496)
Assistant to Public Advocate, Research & Planning (94497)
Office Assistant (Public Advocate) (94507)
Special Assistant (Public Advocate) (94512)
Section 2.
The terms "Employee" and "Employees" as used in this Agreement shall mean only those persons
in the unit described in Section 1 of this Article.

<a id="article-ii-dues-check-off-p3"></a>
## Article II — DUES CHECK OFF
_Page 3_ · _OCR-reconstructed_ · _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 and the Union and Employer agree to follow the process and procedures
set forth in (i) the Mayor's Executive Order No. 98, dated May 15, 1969, entitled
1
25005


"Regulations Relating to the Checkoff of Union Dues"; and (i) the Mayor's Executive
Order No. 107, dated December 29, 1986 entitled "Regulations Governing Procedures for
Orderly Payroll Checkoff of Union Dues," to the extent permitted by law.
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.
a.
The Employer shall commence deduction of dues as soon as practicable, but in no case
later than thirty (30) days after receiving proof of a signed dues check off authorization
card.
b.
The Employer shall accept signed dues check off authorization cards, signed by means of
written and/or electronic signatures. The right to membership dues shall remain in effect
until the (i) Employee is no longer employed in a title represented by the Union or (ii) the
Employee revokes such dues check off authorization pursuant to and in accordance with
the terms of the dues check off authorization card.

<a id="article-iii-salaries-p4"></a>
## Article III — SALARIES
_Page 4_ · _OCR-reconstructed_ · _Topics: wages, hours, promotion_

Section 1.
a.
b.
C.
Unless otherwise specified, all salary provisions of this Agreement, including minimum
and maximum salaries, general increases and any other salary adjustments, are based upon
a normal work week of 35 hours. 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.
Employees who work on a part-time 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 - 35 hour week basis - 1/1827 of the appropriate minimum basic salary.
Hourly Rate - 20 hour week basis - 1/1040 of the applicable part-time salary.
The maximum salary for a title shall not constitute a bar to the payment of any salary
adjustment or pay differentials provided for in this Agreement but the said increase above
the maximum shall not be deemed a promotion.
2
25005


Section 2.
Employees in the following title(s) shall be subject to the following specified salary(ies), salary
adjustments), and/or salary range(s):
a. Effective October 2, 2022, the following salary ranges shall apply:

<a id="titles-p5"></a>
### TITLES
_Page 5_ · _OCR-reconstructed_ · _Topics: wages_

i. Minimum
Assistant to Public Advocate (94496)
Part-Time
Assistant to Public Advocate, Research & Planning (94497)
Part-Time
Office Assistant (Public Advocate) (94507)
Part-Time
Special Assistant (Public Advocate) (94512)
Part-Time
$50,000
$20,000
$55,000
$20,000
$50,000
$20,000
$55,000
$20,000
b. Effective Mav 24, 2023. the following salary ranges shall apply:
il. Maximum
$70,000
$30,000
$70,000
$30,000
$55,000
$30,000
$55,000
$30,000
Assistant to Public Advocate (94496)
Part-Time
Assistant to Public Advocate, Research & Planning (94497)
Part-Time
Office Assistant (Public Advocate) (94507)
Part-Time
Special Assistant (Public Advocate) (94512)
Part-Time
c. Effective Mav 24. 2024. the following salarv ranges shall apply:
i. Minimum
$54,636
$21,855
$60,101
$21,855
$54,636
$21,855
$60,101
$21,855
ii. Maximum
$76,491
$32,782
$76,491
$32,782
$60,101
$32,782
$60,101
$32,782
Assistant to Public Advocate (94496)
Part-Time
Assistant to Public Advocate, Research & Planning (94497)
Part-Time
Office Assistant (Public Advocate) (94507)
Part-Time
Special Assistant (Public Advocate) (94512)
Part-Time
i. Minimum
$56,275
$22,511
$61,904
$22,511
$56,275
$22,511
$61,904
$22,511
ii. Maximum
$78,786
$33,765
$78,786
$33,765
$61,904
$33,765
$61,904
$33,765
25005


d. Effective May 24, 2025. the following salary ranges shall apply:
Assistant to Public Advocate (94496)
Part-Time
Assistant to Public Advocate, Research & Planning (94497)
Office Assistant (Public Advocate) (94507)
Part-Time
Special Assistant (Public Advocate) (94512)
i. Minimum
$58,104
$23,243
$63,916
$58,104
$23,243
$63,916
ii. Maximum
$81,346
$34,862
$81,347
$63,916
$34,862
$63,916

<a id="section-3-ratification-bonus-p6"></a>
### Section 3 — Ratification Bonus
_Page 6_ · _OCR-reconstructed_ · _Topics: parental-leave, other-leave_

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 cligible for the lump sum
cash payment. Part-time Employees shall receive a pro-rata lump sum cash payment the
computation of which shall be based on their regularly scheduled hours between September
1, 2023 and August 31, 2024.
In no event shall any employee receive greater than $3,000 in bonus payments pursuant to this
section.
For the purposes of this section, any employee on terminal leave at the time of ratification
will not be eligible for the ratification bonus payment.

<a id="section-4-wage-increase-p6"></a>
### Section 4 — Wage Increase
_Page 6_ · _OCR-reconstructed_ · _Topics: wages, promotion_

a. The general increases, effective as indicated, shall be:
i. Effective May 24, 2023, Employees shall receive a general wage increase of 3.00%.
ii. Effective May 24, 2024, Employees shall receive a general wage increase of 3.00%.
4
250055


ili. Effective May 24, 2025, Employees shall receive a general wage increase of 3.25%.
iv. Part-time Employees and Employees whose normal work year is less than a full calendar
year shall receive the increases provided in Section 4 (a)(i) to (a)(iii) on the basis of
computations heretofore utilized by the parties for all such employees.
b. The general increases provided for in this Section 4(a) shall be calculated as follows:
i. The general increase in Section 4(a)(i) shall be based upon the base rates of applicable
titles in effect on May 23, 2023;
ii. The general increase in Section 4(a)(ii) shall be based upon the base rates of applicable
titles in effect on May 23, 2024;
iii. The general increase in Section 4(a)(iii) shall be based upon the base rates of applicable
titles in effect on May 23, 2025;
Section 5.
Each general increase provided herein, effective as of each indicated date, shall be applied
to the rate in effect on the date as specified in Section 4 of this Article. In the case of a
promotion or other advancement to the indicated title on the effective date of the general
increase specified in Section 4 of this Article, such general increase shall not be applied, but
the general increase, if any, provided to be effective as of such date for the title formerly
occupied shall be applied.
Section 6.
For the purposes of this section, any employee on terminal leave at the time of ratification
will be eligible for retroactive payments for general wage increases as detailed in Section 4,
but will not be eligible for the ratification bonus as detailed in Section 3.

<a id="article-iv-welfare-fund-p7"></a>
## Article IV — WELFARE FUND
_Page 7_ · _OCR-reconstructed_ · _Topics: health-welfare_

Section 1.
Section 2.
Effective September 6, 2026, there shall be a recurring 5839 per annum per employee
(active and retiree) increase to the welfare fund contribution. The per annum per employee
active and retiree contribution will increase from $1,825 per annum to $2,664 per annum.
5
25005


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 3.
The parties acknowledge that any citywide health and welfare benefits fund changes
negotiated on a citywide basis with the Municipal Labor Committee shall apply to the Union.

<a id="article-v-education-and-training-fund-p8"></a>
## Article V — EDUCATION AND TRAINING FUND
_Page 8_ · _OCR-reconstructed_ · _Topics: training_

Effective October 2, 2022, the covered titles shall be added to the OSA Education and
Training Fund and there shall be a twenty-five dollar ($25.00) per annum contribution
made on behalf of each full-time per annum employee to the Organization of Staff
Analysts.

<a id="section-1-performance-compensation-p8"></a>
### Section 1 — Performance Compensation
_Page 8_ · _OCR-reconstructed_ · _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.
25005

<a id="article-vii-union-activity-p9"></a>
## Article VII — UNION ACTIVITY
_Page 9_ · _OCR-reconstructed_ · _Topics: grievance, hours_

Section 1.
Paid release time will be granted for labor-management activities (e.g. meetings of Labor-Management
Committee, discussion with management of specific grievances, participation in grievance process,
representing employees when they are interviewed or investigated, etc.).
Unpaid release time will be granted for union activities.
All release time is subject to pre-approval by the Public Advocate's Office or a designee of the Public
Advocate's Office subject to the operational needs of the Public Advocate's Office.
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 except as specifically allowed by
the provisions of this Agreement.
Section 3.
hearings.
Individual Employee grievants shall be granted leave with pay for such time as is necessary to testify at
Leave with pay shall be granted to three Employees who are named grievants in a group grievance, for
such time as is necessary for them to testify at their group arbitration hearings.
Section 4.
During the first thirty (30) calendar days from the date of hire, the Employer shall allow the Union to meet
with a new employee for a reasonable amount of time during the employee's work time without charge to
leave credits, provided that such meeting does not disrupt the operations of the Division or Office in which
the employee works. The meeting may happen in person or virtually. Where practicable, this requirement
may be satisfied by allowing the Union a reasonable amount of time during a formal employee orientation
program to provide membership information to employees.

<a id="article-viii-grievance-procedure-p9"></a>
## Article VIII — GRIEVANCE PROCEDURE
_Page 9_ · _OCR-reconstructed_ · _Topics: grievance_

Effective upon the full execution of this collective bargaining agreement, the following grievance
procedure shall apply to OSA represented employees:

<a id="section-1-definition-p9"></a>
### Section 1 — Definition:
_Page 9_ · _OCR-reconstructed_ · _Topics: grievance, discipline, hours, recognition_

7
25005


The term "Grievance" shall mean:
a. A dispute concerning the application or interpretation of the terms of this collective bargaining
agreement.
b. An alleged wrongful disciplinary action taken against a member of the bargaining unit.
c. A claimed violation. misinterpretation or misapplication of the written rules or regulations. policy or
orders of the Employer.
Section 2.
Step I
For a grievance brought under Section 1(a) or (c), the following grievance procedure shall apply:
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.
The Employee and/or Union shall present the grievance in the form of a memorandum to the person
designated for such purpose by the New York City Office of the Public Advocate not later than 120
days after the date on which the grievance arose. The Employee may also request an appointment
to discuss the grievance. The person so designated by the New York City Office of the Public
Advocate shall take any steps necessary to a proper disposition of the grievance and shall reply in
writing regarding the disposition by the end of the sixth work day following the date of submission.
Step II
An appeal from an unsatisfactory decision at Step I shall be presented in writing to the person
designated by the New York City Office of the Public Advocate for such purpose. The appeal must
be made within six (6) working days of the receipt of the Step I decision. 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 written reply to the Employee and/or the Union by the end of the tenth
work day following the day on which the appeal was filed.
Step III
An appeal from an unsatisfactory decision at Step II may be presented by the Union for expedited
arbitration to the Office of Collective Bargaining. Expedited arbitration hearings by the Office of
Collective Bargaining will be conducted according to the following procedure:
(1) 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 "packet" exhibit.
(2) The Arbitrator shall not be precluded from attempting to assist the parties in settling a particular
case.
8
25005


(3) A decision will be issued by the Arbitrator within thirty days. A recitation of the facts presented
will not be necessary in the Award, however a brief explanation of the Arbitrator's rationale
may be included. Bench decisions may also be issued by the Arbitrator.
(4) Decisions of the Arbitrator shall not be considered as a precedent for any other case or entered
into evidence in any other forum, proceeding or dispute, except for the purposes of enforcing
the award.
Section 3.
Section 4.
Section 5.
Section 6.
Section 7.
Any grievance of a general nature affecting a large group of Employees and which concers the claimed
misinterpretation, inequitable application, violation, or failure to comply with the provisions of this
Agreement shall be filed at the option of the Union at Step III of the grievance procedure, without resort
to previous steps. All other individual grievances in process concerning the same issue shall be
consolidated with the "group" grievance.
If a decision satisfactory to the Union at any level of the grievance procedure is not implemented within a
reasonable time, the Union may institute a grievance at Step III of the grievance procedure.
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.
The Employer shall notify the Union in writing of all grievances filed by covered Employees, all
grievance hearings and all determinations. The Union shall have the right to have a representative
present at any grievance hearing and shall be given 48 hours' notice of all grievance hearings.
Each of the steps in the grievance procedure, as well as time limits prescribed at each step of this
grievance procedure, may be waived by mutual agreement of the parties.

<a id="section-8-grievance-procedure-for-disciplinary-matters-p11"></a>
### Section 8 — Grievance Procedure for Disciplinary Matters
_Page 11_ · _OCR-reconstructed_ · _Topics: grievance, discipline_

For a grievance brought under Section 1(b), the following grievance procedure shall apply:
The General Counsel of the Office of the Public Advocate, or the General Counsel's designee, may
discuss complaints or disciplinary problems with an Employee when such discussions are deemed
9
25005


necessary.
a. After service upon an Employee of written charges of incompetence or misconduct, a meeting with the
Employee, and at the Employee's option, a Union representative, shall be held with respect to such
charges by a designee of the Human Resources Division, on behalf of the New York City Office of the
Public Advocate. The Employee shall be served with written charges at least ten (10) days prior to the
conference. Upon service of written charges of incompetence or misconduct upon an Employee, the
Employee may be subject to a period of a suspension without pay pending hearing and determination of
charges, which shall not exceed thirty (30) days. The Employee and/or the Union shall have the right to
examine any witnesses) and to present a defense to the charges. A written decision shall be issued by
the designee of the Human Resources Division. Disciplinary action, if any, shall be imposed consistent
with the written decision.
b. The Union or Employee may appeal the decision of the Human Resources Division to the General
Counsel of the Office of the Public Advocate. Such appeal shall be made within ten (10) working days
of the receipt of the decision. The General Counsel shall review such appeal and shall meet with the
employee and the Union for review of the grievance. The General Counsel may rely solely on the
evidentiary record presented pursuant to paragraph a. of this section. A decision shall be issued within
fifteen (15) working days following the close of the conference.
c. The Union may appeal the decision of the General Counsel. Such appeal shall be made within ten (10)
working days of the receipt of the General Counsel's decision to the Commissioner of Labor Relations.
The Union shall submit a copy of the charges and all prior step determinations including the General
Counsel's decision with such appeal. The Commissioner of Labor Relations, or the Commissioner's
designee, shall conduct a de novo hearing, which will include the presentation of witnesses and
documentary evidence. The Commissioner of Labor Relations, or the Commissioner's designee, shall
issue a written decision within thirty (30) days following the close of the hearing. The decision of the
Commissioner of Labor Relations, or the Commissioner's designee, shall be final and binding
Section 9.
a. Employees will not have access to the above disciplinary grievance process in Section 8 of this
Article for the first twelve (12) months of their employment.
b. Terminations within 90 days of the start of the term of a newly elected Public Advocate shall not be
considered discipline and will not be subject to the Grievance process in this Article.

<a id="article-ix-health-and-safety-p12"></a>
## Article IX — HEALTH AND SAFETY
_Page 12_ · _OCR-reconstructed_ · _Topics: discipline, safety_

Section 1.
a. Adequate, clean, structurally safe and sanitary working facilities shall be provided for all
employees.
10
25005


b. Motor vehicles and power equipment which are in compliance with minimum standards of
applicable law shall be provided to employees who are required to use such devices.
Where necessary, first aid chests, adequately marked and stocked, shall be provided by the
Employer in sufficient quantity for the number of employees likely to need them and such chests
shall be reasonably accessible to the employees.
d.
Any employee who withholds services as a means of redressing or otherwise protesting alleged
violations of this Section shall be docked pay for any unauthorized non-performance of work and
may be subject to any appropriate disciplinary action.
e.
In construing this Section, a fact-finder shall initially have the power only to decide whether the
subject facilities meet the standards of subsection (a) of this Section 2 but may not affirmatively
direct how the Employer should comply with this Section. In the event of a determination that the
Employer is in violation of this Section, the Employer shall take appropriate steps to remedy the
violation. If in the opinion of the Union the Employer does not achieve compliance within a
reasonable period of time, the Union may reassert its claim. Upon such second submission, if it is
found that the Employer has had a reasonable time to comply with the terms of this Section and
has failed to do so, then and only then, the fact-finder may advise the Employer to follow a
particular course of action which will effectuate compliance with the terms of this Section.
However, such remedy shall not exceed appropriations available in the current budget allocation
for the agency for such purposes.
f.
The Employer shall make reasonable efforts to provide for the personal security of Employees
working in office buildings operated by the Employer, during such hours as said locations are open
to the public.

<a id="article-x-labor-management-committee-p13"></a>
## Article X — LABOR MANAGEMENT COMMITTEE
_Page 13_ · _OCR-reconstructed_ · _Topics: hours_

Either the Union or the Employer may request a labor-management meeting at any time to discuss or
address employee working conditions. Labor-management meetings are intended to foster cooperation,
enhance communication. and facilitate the resolution of issues in a timely and collaborative manner, with
the aim of promoting harmonious labor relations and improving overall employee working conditions. The
party requesting the meeting shall provide written notice to the other party, specifying the issues to be
discussed and proposing a reasonable time for the meeting. Both parties shall make reasonable efforts to
schedule the meeting at a time mutually agreeable to them, aiming for prompt resolution and open
dialogue.

<a id="article-xi-compensatory-time-p13"></a>
## Article XI — COMPENSATORY TIME
_Page 13_ · _OCR-reconstructed_ · _Topics: overtime_

Effective the Sunday after the date of ratification, the following compensatory time rules shall apply for full-
time employees:
a. A supervisor may only approve an employee accruing seven (7) additional hours of Comp Time per
workweek per eligible employee.
11
25C C 5


Section 3.
respect to such matter which could not reasonably have been anticipated by both parties at the time of the
conclusion of negotiations.
There shall be no resumption of negotiations during the term of an agreement upon the claim that the
agreement is not consummated or not executed or that one of the parties promised to resume negotiations
on any particular matter unless such claim is substantiated by a written document signed by the party
against whom the claim is made.

<a id="article-xv-appendices-p14"></a>
## Article XV — APPENDICES
_Page 14_ · _OCR-reconstructed_

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

<a id="article-xvi-savings-clause-p14"></a>
## Article XVI — SAVINGS CLAUSE
_Page 14_ · _OCR-reconstructed_

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.
WHEREFORE, we have hereunto set our hands and seals this /6 day of Delember: 2024.

<a id="new-york-city-public-p14"></a>
### NEW YORK CITY PUBLIC
_Page 14_ · _OCR-reconstructed_

ADVOCATE:

<a id="organization-of-staff-p14"></a>
### ORGANIZATION OF STAFF
_Page 14_ · _OCR-reconstructed_

ANALYSTS:
BY:
BY:

<a id="renee-campion-p14"></a>
### RENEE CAMPION
_Page 14_ · _OCR-reconstructed_

Commissioner, Office of Labor Relations
Robert rog han

<a id="robert-croghan-p14"></a>
### ROBERT CROGHAN
_Page 14_ · _OCR-reconstructed_

Chairperson
APPROVED AS TO FORM:
BY:_
Eus

<a id="eric-eichenhol1-p14"></a>
### ERIC EICHENHOL1
_Page 14_ · _OCR-reconstructed_

Acting Corporation Counsel
UNIT: NEW YORK CITY PUBLIC ADVOCATE STAFF
TERM: October 2, 2022 to October 21, 2026

<a id="contract-p14"></a>
### CONTRACT
_Page 14_ · _OCR-reconstructed_

13
NO:
25005
DATE:
December 16,2024

---
_End of contract. Source PDF: <https://www.nyc.gov/assets/olr/downloads/pdf/collectivebargaining/2021-2026/osa-10-02-2022-10-21-2026.pdf>_
