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PR 26-0291

Compensation and Working Conditions Agreement between the District of Columbia and the Office of the Attorney General and the American Federation of Government Employees, Local 1403, AFL-CIO (Compensation Unit 33) Approval Resolution of 2025

26th Council Period (2025-2026) Introduced by Phil Mendelson

Authorizes the District to adopt and enforce the Compensation and Working Conditions Agreement with AFGE Local 1403 for OAG employees, setting pay, leave, shifts, and benefits.

Notice of Intent to Act on PR26-0291 Published in the District of Columbia Register
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Bill Summary · PR 26-0291

Summary: PR 26-0291 — Compensation and Working Conditions Agreement Approval (AFGE Local 1403, Compensation Unit 33)

Overview

PR 26-0291 is a District of Columbia Council resolution titled “Compensation and Working Conditions Agreement between the District of Columbia and the Office of the Attorney General and the American Federation of Government Employees, Local 1403, AFL-CIO (Compensation Unit 33) Approval Resolution of 2025.” The measure is a resolution intended to approve a negotiated labor agreement between the District government and AFGE Local 1403 for the Office of the Attorney General (OAG), specifically for Compensation Unit 33.

  • Status: Notice of Intent to Act on PR26-0291 published in the DC Register
  • Introduced: September 16, 2025 (by Chairman Mendelson)
  • Referred to: Committee on Executive Administration and Labor (September 17, 2025)
  • Notice published: September 19, 2025

What the bill would do

  • Authorize the District to adopt and implement the Compensation and Working Conditions Agreement negotiated with AFGE Local 1403 (Compensation Unit 33) for OAG employees.
  • Effectively approve the terms of the agreement, making them enforceable as the conditions of employment for members of Compensation Unit 33 within the District government.

Key provisions (typical components of such an agreement)

While the specific text of the agreement is not provided here, approval resolutions of this type generally address:
- Compensation terms: salary scales, step progression, merit/within-grade adjustments, and any targeted pay increases.
- Working conditions: schedules, overtime treatment, shift differentials, telework or flexible work arrangements, and workload standards.
- Leave and benefits: vacation, sick leave, paid holidays, parental leave, and other employee benefits.
- Job security and grievance procedures: mechanisms for dispute resolution and handling of grievances related to the agreement.
- Term/duration: the length of the agreement and renewal procedures.
- Retroactivity and effective dates: when terms begin and whether any retroactive pay adjustments are included.
- Funding and budget impact: estimated cost (and funding source) to implement the terms in each fiscal year.
- Compliance and governance: any reporting or oversight requirements to ensure terms are properly implemented.

Affected parties and scope

  • Primary: Employees of the Office of the Attorney General who are members of AFGE Local 1403, Compensation Unit 33.
  • Secondary: The District government departments and agencies involved in OAG operations, and the City’s fiscal planning and payroll systems responsible for implementing the terms.

Procedural and timeline considerations

  • A Council action on PR 26-0291 would formalize the agreement as the official District policy for Compensation Unit 33.
  • The Committee on Executive Administration and Labor will review the resolution, hear any testimony, and may amend or recommend approval.
  • As a Notice of Intent to Act, this measure signals upcoming Council action; the final vote would determine adoption.

Potential fiscal and operational impact

  • The resolution would commit the District to funding and implementing negotiated compensation and working-condition terms for Compensation Unit 33, impacting annual payroll costs and related benefits.
  • Implementation would require alignment with the District’s budget, payroll, and human resources systems for the affected employees.

Next steps

  • Committee review and potential amendments.
  • Full Council consideration and vote.
  • If approved, implementation of the agreement terms in the affected pay period(s) following the specified effective dates.

Compiled from official sources — confirm details with the bill’s official record.

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