2025 Labor Negotiations Updates

March 15, 2025 

THIS IS A TOTAL COMPENSATION PACKAGE PRESENTED BY VTA 
VTA and ATU CBA Negotiations 

All compensation increases in the first year of the successor CBA will be effective the first full pay period following Board approval of the new CBA in open session.  

The following represents a complete package; specifics of each proposal in the package are attached:  

• Term 3 years 

• Salary 4%/3%/2% 

• Part A, Section 5.3(b) – Progression Periods and Rates and Operator Merit Increase – as proposed by ATU on 1/7/25 

• Part A, Section 15.2 - Dental – as proposed by ATU on 1/7/25  

• Part A, Section 20 – Arbitration 

• Year 1 we will provide a one-time payment of $1,500 in exchange for: 

• Part A, Section 10.4 - Work a full day before and after a holiday – as presented by VTA on 12/3/24 

• Part A, Section 14.1 - Reducing long-term leave from 2 years to 18 months, with a 60-day return to work requirement 

This includes all Tentative Agreements signed to date: 

• Part A Section 8.5 - COC: Removal from Change of Class List - Signed on 9/3/24 

• Part A, Section 8.10 – COC: Posting of COC Lists – Signed on 8/23/24 

• Part A, Section 10.3 - Floating Holidays – Signed on 1/21/25 

• Part A, Section 14.5 - Workplace Trauma Leave – Signed on 9/3/24 

• Part B, Section 8.1  – Regular Runs – Signed on 12/12/24 

• Part B. Section 8.2 – Fragmentary (Combination) Runs – Signed on 12/12/24 

• Part B, Section 10 – Report Time – Signed on 12/12/24 

• Part B, Section 16 – Bidding – Signed on 8/27/24 

• Part B, Section 16.7 – Hold Down Sign-Up – Signed on 12/10/24 

• Part B, Section 21.8 – Trading Runs or Days Off – Signed on 1/28/25 

• Part C, Section 5- Apparel – Signed on 11/12/24 

• Side letter Hold Down Bidding – Signed on 8/27/24 

In the hopes of continuing good faith bargaining, should the parties come to an Agreement after the expiration of the current Agreement, VTA will provide 2 weeks retroactive wage compensation. The successor Agreement, however, needs to be ratified by the membership prior to March 17, 2025.  

March 5, 2025

To VTA Employees: 

Santa Clara Valley Transportation Authority (VTA) presented Amalgamated Transit Union (ATU) Local 265 with its last, best, and final offer (LBFO) on February 28. That offer continues to provide competitive wages and comprehensive benefits that keep ATU employees among the highest paid operators in the Bay Area and among the highest paid in the country.   

We recognize that there has been some confusion regarding a trio of proposals within VTA’s LBFO. Given the pivotal nature of this moment in our negotiations, we want to provide further clarity on the contents of the current offer to ensure there is a true understanding of the fair package on the table.  

Arbitration 

The ATU Local 265 Collective Bargaining Agreement (CBA) includes long-standing arbitration language, which VTA continues to support. However, ATU representatives have misrepresented the arbitration issue in the media. VTA has not proposed any changes to the arbitration language that has been in place for decades. The contract still allows for grievances to be taken to arbitration, and VTA is not seeking to change or remove any rights related to grievances or arbitration. 

To clarify, the current contract allows grievances to be taken to arbitration, except where they involve (1) discipline of probationary employees or (2) grievances not filed within 30 days of the occurrence.  

Recently, ATU filed an action in Santa Clara County Superior Court to require VTA to arbitrate nine grievances that either involved probationary discipline or missed the 30-day filing deadline. The court ruled in favor of VTA, stating that none of these cases were arbitrable under the terms that the parties agreed to in the CBA.   

After the court ruling, and as part of the current CBA negotiations, ATU proposed new language to bypass the court and take all issues regarding whether a case can be arbitrated to an arbitrator in the future.  VTA believes this is unnecessary given the language that already exists in the CBA that specifies what matters can and cannot be arbitrated. 

VTA will continue to support the current arbitration rights of employees represented by ATU as outlined in the CBA.  

Holiday Pay 

Under the current CBA language, employees can report to work for just a few minutes on the day before and after a holiday, take an unpaid absence, and still be eligible for a fully paid holiday.  

VTA's proposed change clarifies that unpaid unexcused partial-day absences on the scheduled day before or after a holiday would result in a loss of holiday pay. However, employees would still receive holiday pay if they were absent on the scheduled day before or after a holiday for reasons such as jury duty, funeral leave, military leave, paid sick leave, or other excused absences. This change aims to clarify any ambiguities in the existing provision and provide continued support for VTA's service on the days before and after a holiday.  

Long-term leave 

The contract currently allows employees who are unable to perform their duties due to a physical or mental condition to take a leave of absence for up to two years. This length of leave creates service issues for the public, which VTA is wanting to remedy.  

Since the work of absent employees still needs to be done, often at a higher cost such as overtime, VTA is proposing to shorten the leave of absence from two years to one year for employees unable to perform their duties.  Employees returning to work for 30 consecutive days within this period will restart the one-year leave period. This provision is intended to enhance VTA’s ability to provide more reliable service. 

We believe that the comprehensive package and these proposals represent a fair and balanced approach, addressing the needs and concerns of both parties involved. Contract negotiations are inherently a process of give and take. Our aim is to reach an agreement that considers the interests of both VTA and ATU. A prime example is the acceptance of 12 tentative agreements, with nine of them proposed by ATU. We are committed to a fair and transparent negotiation process that results in a mutually beneficial outcome for all parties involved.  

Thank you for your dedication as we work through the negotiations progress. 

February 26, 2025 

To VTA Employees:

 The contract between Santa Clara Valley Transportation Authority (VTA) and Amalgamated Transit Union (ATU) Local 265, which covers roughly 1,500 employees is set to expire on March 3.  VTA values the hard work of its employees and provides competitive wages, comprehensive benefits and a pension plan.

 Through negotiations, VTA and ATU have to date signed 12 tentative agreements on workplace policies; nine of which were presented by the union. This result underscores VTA’s commitment to working collaboratively with the union to address areas of concern for employees and foster a strong workplace culture and climate.

 With less than a week remaining on the current contract, it is important that employees have a greater understanding of some of the monetary benefits included in VTA’s latest offer. Here are some key highlights:

Wages

VTA has offered a wage proposal that will keep ATU members as the second highest paid transit operators in the Bay Area, behind San Francisco Municipal Transportation Agency (SFMTA). The across-the-board wage increases of 3.5%, 2.5%, 3% over the proposed three-year contract allow for compounded salary growth as shown below. Furthermore, employees are eligible for additional earning opportunities through voluntary overtime.

Dental coverage

ATU requested additional dental coverage for employees. VTA is supportive of this benefit enhancement. Dental insurance will be increased by 100% for Basic & Prosthodontics from $1,500 to $3,000 maximum annual coverage, and Orthodontics coverage increased by 150% from $1,000 to $2,500 maximum annual coverage.

 Progression periods and merit increases

Progression periods and merit increases for bus and light rail operators will be the same. Both bus and light rail operators will be eligible to receive an accelerated merit increase two times during the 36-month progression period, which ranges from steps 1 through 7. Four qualifiers must be met to skip steps 3 and 6. If this criterion is met, reaching the top step in the progression period will be reduced from 36 to 24 months.

VTA entered negotiations with ATU with the desire to reach an agreement that meets the needs of both parties. In doing so, we want to be transparent so that our latest offer is well understood. We remain optimistic that we will reach an agreement with ATU so our communities experience no disruption in service.

Thank you for your dedication as we work through the negotiations progress.

February 14, 2025 

 To VTA Employees: 

 Santa Clara Valley Transportation Authority (VTA) connects people, places and communities. This is made possible through your hard work and dedication. We want to express our sincere appreciation for your ongoing efforts.  

As you know, the labor contract between VTA and the Amalgamated Transit Union (ATU) Local 265 is set to expire on March 3, 2025. The VTA bargaining team and ATU Local 265 leaders are working to negotiate a new contract that will continue to offer competitive wages, comprehensive benefits — both now and in retirement — and a pension plan. We are also addressing key workplace policies. 

We believe it is important to keep you informed about the progress of these negotiations. We are pleased to share the details of our latest offer presented to ATU Local 265 leaders at our last meeting on February 13. We believe this offer is fair and reasonable, considering the current business climate and challenges. VTA operators are the second highest paid in the Bay Area.  With our wage proposal of 3% ($44.57/hour /$92,705.60 annually) they will be close behind San Francisco Municipal Transportation Agency (SFMTA), and among the highest paid transit operators in the country. 

These proposed wage increases are in addition to the adjustments made in the 2024 compensation study.  

Our Latest Offer

• Three-year agreement. 
• Across-the-board wage increases—3%, 3%, 3% for a total of 9% wage increases, compounded over the 3-year period.  
• Progression periods and merit increases for light rail operators to match bus operators.  
• VTA offered to continue discussions on what may be arbitrated.  
• Dental insurance increased by 100% for Basic & Prosthodontics to $3,000 maximum annual coverage, and Orthodontics coverage increased by 150% to $2,500 maximum annual coverage. 
• Tentative Agreements ranging from apparel for maintenance workers to an increase of straight runs to 70% for bus and 75% for light rail. 
• One-time, lump-sum payment of $500 in consideration of the following: 
• Holiday pay when working the full scheduled day before and after the holiday. 
• Long-term, unpaid medical leave to a maximum of one year.   

Attendance Policy 

Attendance is crucial to maintaining smooth operations, minimizing disruptions and ensuring a high level of service to customers. VTA is working with ATU to determine a clear and fair attendance policy.    

Working Conditions 

Significant renovations are being made to VTA facilities to create a more effective and supportive work environment.  These renovations include restrooms/locker rooms, kitchenettes, administrative offices, conference rooms, library area, a training area, a lactation room, and upgrading and redesigning lobby areas at Guadalupe Division Building A. At the Cerone Division Buildings E, B, G and F, renovations include restrooms/locker rooms, HVAC systems, energy efficient lighting, enclosed/cubicle offices, kitchenettes, breakrooms, and a lactation room. You can look forward to updated materials and equipment, transforming the space into a modern and well-organized work area.  

Safety and security measures have been completed at the Chaboya Division where fencing, gates and lighting have been installed. At the Guadalupe Division, fencing, gates and cameras have been installed and will be activated in the near term.  Lighting at the Cerone Division in the outside yard has been completed. Parking lot security enhancements at the Zanker Road Way, Power & Signal Facility are slated to begin in March.   

The Board of Directors approved an additional $25 million dollars for further yard facility improvements along with safety and security measures. Employee work groups have made recommendations on how these funds should be allocated to ensure your most pressing concerns are addressed.   

We remain committed to working collaboratively with ATU Local 265 and reaching an agreement that supports the continued success of VTA.  

Thank you for your dedication, and we will continue to keep you updated as negotiations progress. 

March 15, 2025 

THIS IS A TOTAL COMPENSATION PACKAGE PRESENTED BY VTA 
VTA and ATU CBA Negotiations 

All compensation increases in the first year of the successor CBA will be effective the first full pay period following Board approval of the new CBA in open session.  

The following represents a complete package; specifics of each proposal in the package are attached:  

• Term 3 years 

• Salary 4%/3%/2% 

• Part A, Section 5.3(b) – Progression Periods and Rates and Operator Merit Increase – as proposed by ATU on 1/7/25 

• Part A, Section 15.2 - Dental – as proposed by ATU on 1/7/25  

• Part A, Section 20 – Arbitration 

• Year 1 we will provide a one-time payment of $1,500 in exchange for: 

• Part A, Section 10.4 - Work a full day before and after a holiday – as presented by VTA on 12/3/24 

• Part A, Section 14.1 - Reducing long-term leave from 2 years to 18 months, with a 60-day return to work requirement 

This includes all Tentative Agreements signed to date: 

• Part A Section 8.5 - COC: Removal from Change of Class List - Signed on 9/3/24 

• Part A, Section 8.10 – COC: Posting of COC Lists – Signed on 8/23/24 

• Part A, Section 10.3 - Floating Holidays – Signed on 1/21/25 

• Part A, Section 14.5 - Workplace Trauma Leave – Signed on 9/3/24 

• Part B, Section 8.1  – Regular Runs – Signed on 12/12/24 

• Part B. Section 8.2 – Fragmentary (Combination) Runs – Signed on 12/12/24 

• Part B, Section 10 – Report Time – Signed on 12/12/24 

• Part B, Section 16 – Bidding – Signed on 8/27/24 

• Part B, Section 16.7 – Hold Down Sign-Up – Signed on 12/10/24 

• Part B, Section 21.8 – Trading Runs or Days Off – Signed on 1/28/25 

• Part C, Section 5- Apparel – Signed on 11/12/24 

• Side letter Hold Down Bidding – Signed on 8/27/24 

In the hopes of continuing good faith bargaining, should the parties come to an Agreement after the expiration of the current Agreement, VTA will provide 2 weeks retroactive wage compensation. The successor Agreement, however, needs to be ratified by the membership prior to March 17, 2025.  

March 5, 2025

To VTA Employees: 

Santa Clara Valley Transportation Authority (VTA) presented Amalgamated Transit Union (ATU) Local 265 with its last, best, and final offer (LBFO) on February 28. That offer continues to provide competitive wages and comprehensive benefits that keep ATU employees among the highest paid operators in the Bay Area and among the highest paid in the country.   

We recognize that there has been some confusion regarding a trio of proposals within VTA’s LBFO. Given the pivotal nature of this moment in our negotiations, we want to provide further clarity on the contents of the current offer to ensure there is a true understanding of the fair package on the table.  

Arbitration 

The ATU Local 265 Collective Bargaining Agreement (CBA) includes long-standing arbitration language, which VTA continues to support. However, ATU representatives have misrepresented the arbitration issue in the media. VTA has not proposed any changes to the arbitration language that has been in place for decades. The contract still allows for grievances to be taken to arbitration, and VTA is not seeking to change or remove any rights related to grievances or arbitration. 

To clarify, the current contract allows grievances to be taken to arbitration, except where they involve (1) discipline of probationary employees or (2) grievances not filed within 30 days of the occurrence.  

Recently, ATU filed an action in Santa Clara County Superior Court to require VTA to arbitrate nine grievances that either involved probationary discipline or missed the 30-day filing deadline. The court ruled in favor of VTA, stating that none of these cases were arbitrable under the terms that the parties agreed to in the CBA.   

After the court ruling, and as part of the current CBA negotiations, ATU proposed new language to bypass the court and take all issues regarding whether a case can be arbitrated to an arbitrator in the future.  VTA believes this is unnecessary given the language that already exists in the CBA that specifies what matters can and cannot be arbitrated. 

VTA will continue to support the current arbitration rights of employees represented by ATU as outlined in the CBA.  

Holiday Pay 

Under the current CBA language, employees can report to work for just a few minutes on the day before and after a holiday, take an unpaid absence, and still be eligible for a fully paid holiday.  

VTA's proposed change clarifies that unpaid unexcused partial-day absences on the scheduled day before or after a holiday would result in a loss of holiday pay. However, employees would still receive holiday pay if they were absent on the scheduled day before or after a holiday for reasons such as jury duty, funeral leave, military leave, paid sick leave, or other excused absences. This change aims to clarify any ambiguities in the existing provision and provide continued support for VTA's service on the days before and after a holiday.  

Long-term leave 

The contract currently allows employees who are unable to perform their duties due to a physical or mental condition to take a leave of absence for up to two years. This length of leave creates service issues for the public, which VTA is wanting to remedy.  

Since the work of absent employees still needs to be done, often at a higher cost such as overtime, VTA is proposing to shorten the leave of absence from two years to one year for employees unable to perform their duties.  Employees returning to work for 30 consecutive days within this period will restart the one-year leave period. This provision is intended to enhance VTA’s ability to provide more reliable service. 

We believe that the comprehensive package and these proposals represent a fair and balanced approach, addressing the needs and concerns of both parties involved. Contract negotiations are inherently a process of give and take. Our aim is to reach an agreement that considers the interests of both VTA and ATU. A prime example is the acceptance of 12 tentative agreements, with nine of them proposed by ATU. We are committed to a fair and transparent negotiation process that results in a mutually beneficial outcome for all parties involved.  

Thank you for your dedication as we work through the negotiations progress. 

February 26, 2025 

To VTA Employees:

 The contract between Santa Clara Valley Transportation Authority (VTA) and Amalgamated Transit Union (ATU) Local 265, which covers roughly 1,500 employees is set to expire on March 3.  VTA values the hard work of its employees and provides competitive wages, comprehensive benefits and a pension plan.

 Through negotiations, VTA and ATU have to date signed 12 tentative agreements on workplace policies; nine of which were presented by the union. This result underscores VTA’s commitment to working collaboratively with the union to address areas of concern for employees and foster a strong workplace culture and climate.

 With less than a week remaining on the current contract, it is important that employees have a greater understanding of some of the monetary benefits included in VTA’s latest offer. Here are some key highlights:

Wages

VTA has offered a wage proposal that will keep ATU members as the second highest paid transit operators in the Bay Area, behind San Francisco Municipal Transportation Agency (SFMTA). The across-the-board wage increases of 3.5%, 2.5%, 3% over the proposed three-year contract allow for compounded salary growth as shown below. Furthermore, employees are eligible for additional earning opportunities through voluntary overtime.

Dental coverage

ATU requested additional dental coverage for employees. VTA is supportive of this benefit enhancement. Dental insurance will be increased by 100% for Basic & Prosthodontics from $1,500 to $3,000 maximum annual coverage, and Orthodontics coverage increased by 150% from $1,000 to $2,500 maximum annual coverage.

 Progression periods and merit increases

Progression periods and merit increases for bus and light rail operators will be the same. Both bus and light rail operators will be eligible to receive an accelerated merit increase two times during the 36-month progression period, which ranges from steps 1 through 7. Four qualifiers must be met to skip steps 3 and 6. If this criterion is met, reaching the top step in the progression period will be reduced from 36 to 24 months.

VTA entered negotiations with ATU with the desire to reach an agreement that meets the needs of both parties. In doing so, we want to be transparent so that our latest offer is well understood. We remain optimistic that we will reach an agreement with ATU so our communities experience no disruption in service.

Thank you for your dedication as we work through the negotiations progress.

February 14, 2025 

 To VTA Employees: 

 Santa Clara Valley Transportation Authority (VTA) connects people, places and communities. This is made possible through your hard work and dedication. We want to express our sincere appreciation for your ongoing efforts.  

As you know, the labor contract between VTA and the Amalgamated Transit Union (ATU) Local 265 is set to expire on March 3, 2025. The VTA bargaining team and ATU Local 265 leaders are working to negotiate a new contract that will continue to offer competitive wages, comprehensive benefits — both now and in retirement — and a pension plan. We are also addressing key workplace policies. 

We believe it is important to keep you informed about the progress of these negotiations. We are pleased to share the details of our latest offer presented to ATU Local 265 leaders at our last meeting on February 13. We believe this offer is fair and reasonable, considering the current business climate and challenges. VTA operators are the second highest paid in the Bay Area.  With our wage proposal of 3% ($44.57/hour /$92,705.60 annually) they will be close behind San Francisco Municipal Transportation Agency (SFMTA), and among the highest paid transit operators in the country. 

These proposed wage increases are in addition to the adjustments made in the 2024 compensation study.  

Our Latest Offer

• Three-year agreement. 
• Across-the-board wage increases—3%, 3%, 3% for a total of 9% wage increases, compounded over the 3-year period.  
• Progression periods and merit increases for light rail operators to match bus operators.  
• VTA offered to continue discussions on what may be arbitrated.  
• Dental insurance increased by 100% for Basic & Prosthodontics to $3,000 maximum annual coverage, and Orthodontics coverage increased by 150% to $2,500 maximum annual coverage. 
• Tentative Agreements ranging from apparel for maintenance workers to an increase of straight runs to 70% for bus and 75% for light rail. 
• One-time, lump-sum payment of $500 in consideration of the following: 
• Holiday pay when working the full scheduled day before and after the holiday. 
• Long-term, unpaid medical leave to a maximum of one year.   

Attendance Policy 

Attendance is crucial to maintaining smooth operations, minimizing disruptions and ensuring a high level of service to customers. VTA is working with ATU to determine a clear and fair attendance policy.    

Working Conditions 

Significant renovations are being made to VTA facilities to create a more effective and supportive work environment.  These renovations include restrooms/locker rooms, kitchenettes, administrative offices, conference rooms, library area, a training area, a lactation room, and upgrading and redesigning lobby areas at Guadalupe Division Building A. At the Cerone Division Buildings E, B, G and F, renovations include restrooms/locker rooms, HVAC systems, energy efficient lighting, enclosed/cubicle offices, kitchenettes, breakrooms, and a lactation room. You can look forward to updated materials and equipment, transforming the space into a modern and well-organized work area.  

Safety and security measures have been completed at the Chaboya Division where fencing, gates and lighting have been installed. At the Guadalupe Division, fencing, gates and cameras have been installed and will be activated in the near term.  Lighting at the Cerone Division in the outside yard has been completed. Parking lot security enhancements at the Zanker Road Way, Power & Signal Facility are slated to begin in March.   

The Board of Directors approved an additional $25 million dollars for further yard facility improvements along with safety and security measures. Employee work groups have made recommendations on how these funds should be allocated to ensure your most pressing concerns are addressed.   

We remain committed to working collaboratively with ATU Local 265 and reaching an agreement that supports the continued success of VTA.  

Thank you for your dedication, and we will continue to keep you updated as negotiations progress.