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AFSCME Local 4041 State of Nevada Contract Highlights

Cyndy Hernandez
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Our first first contract for Nevada state employees goes into effect on July 1, 2021. Only workers in the 4 AFSCME-certified bargaining units will be covered under this CBA.

Workers in these four AFSCME-certified bargaining units, who have continued to provide essential services to Nevadans during the pandemic, include nurses, mental health counselors, mental health technicians, developmental technicians, custodial and maintenance workers, highway workers, correctional officers, and other essential workers. Below are some key highlights of the agreement.

As your bargaining team, we are incredibly proud that 98% of voting members supported this contract. More than 20 years in the making, this contract is a true testament that the power of workers coming together as a union can make the difference in our lives.  

This contract lays a solid foundation to ensure a strong and secure future for state employees and the essential services we provide to our communities. 

The full contract can be found here. 

2021 - 2023 AFSCME Collective Bargaining Agreement Key Highlights 

For the following bargaining units: Unit A – Labor, Maintenance, Custodial; Unit E – Professional Healthcare; Unit F – Non-Professional Care; Unit I – Category III Peace Officers 

Economics 

  • 3% wage increase in year two (July 1, 2022) 
  • Reopener to address wage increases in year one (July 1, 2021) if state receives additional federal funding or otherwise
  • Overtime after 8 hours in a day, including all hours in a pay status 
  • Merit pay secured for each year of the agreement 
  • Bilingual pay 
  • Shift differential 
  • Acting capacity pay  
  • Two personal days per year 

Member Protections 

  • Filling vacancies that prioritize seniority and qualifications 
  • Very strong nondiscrimination language 
  • Training language that states that employees must be trained before being assigned to do a job 
  • Shift and post bidding 
  • Hours language that states that bars changing shifts unless necessary for operational needs, and allows workers to file grievance on those changes  
  • Reassignment security, workers cannot be move workplaces more than 35 miles 

Union Rights 

  • Access to new employee orientation, plus an additional half-hour with new members on work time 
  • Use of work time to talk to members about the contract 
  • Strong list language for anyone in our bargaining units, not just members 
  • Maintenance of fee language that includes our preferred revocation language and PEOPLE deductions 
  • Management rights that are limited to only what they are allowed under the law and further restricted by anything we negotiated in the contract