The CASE Bargaining Team has reached a tentative agreement with the State on a successor Memorandum of Understanding (MOU) for your review and consideration. While this agreement does not close our still existing salary lag, nor does it represent everything the Bargaining Team aggressively pursued at the table, it represents the strongest possible outcome under the current administration. Most importantly, it secures the important priority of continued ability for members to work remotely, and strong protections against unilateral pay cuts by the State.
This three-year agreement achieves notable gains—particularly given the challenging fiscal environment, the Governor’s return-to-office directives, and looming legislation that threatens to undermine bargaining outcomes. It reflects not only the strength of our collective voice but also the strategic perseverance of your Bargaining Team in advancing member interests despite significant headwinds.
Since February, the CASE Bargaining Team has been in continuous, full-time negotiations with the State—meeting no less than twice a week—to advance the interests of our members. However, the sudden release of budget trailer bills, including SB 102 on June 24, 2025, introduced new and urgent challenges. SB 102 appears to grant the State broad authority to unilaterally impose reductions in employee compensation. We were informed that the Legislature is expected to approve these provisions as early as Friday, June 27.
Faced with this rapidly evolving landscape, the Bargaining Team determined that delaying an agreement could significantly weaken our position. Given the real threat of diminished leverage and the potential for more harmful outcomes if SB 102 passes, the Team acted decisively to secure the best possible agreement under the circumstances—protecting our core priorities and minimizing risk to our membership.
The Bargaining Team is united in its belief that CASE Members must be presented with this agreement and urges your support.
THE TENTATIVE AGREEMENT
What are the major terms of this agreement?
General Salary Increases (GSI)
- Effective July 1, 2025, a 3% General Salary Increase for all Unit 2 legal professionals.
Special Salary Adjustments (SSA)
- Effective July 1, 2027, the following BU 2 classifications will be adjusted by increasing the maximum salary rate by 4.5%:
- 5780 Attorney IV
- 5781 Attorney V
- 5705 Deputy Attorney General IV
- 5701 Deputy Attorney General V
- Those already at the maximum salary rate will see the 4.5% increase on July 1, 2027.
- Effective July 1, 2027, all Bargaining Unit 2 employees not identified in the aforementioned section shall receive a Special Salary Adjustment of 2%.
Personal Leave Program
- Effective July 1, 2025, and for 16 months thereafter, employees will be subject to the Personal Leave Program 2025 (PLP 2025) for eight (8) hours per month (4.62% reduction) in the manner outlined below.
- Each full-time employee shall continue to work their assigned work schedule and shall have a reduction in pay equal to 4.62%.
- Each full-time employee shall be credited with eight (8) hours of PLP 2025 on the first day of each pay period for the duration of the PLP 2025 program.
- Employees will be given discretion to use PLP 2025 subject to operational considerations
Suspension of 1.7% Employee OPEB Contribution
- Effective July 1, 2025, through June 30, 2027, all Bargaining Unit 2 employees’ prefunding of 1.7% toward Other Post-Employment Benefits (OPEB) is suspended and shall not be withheld from employees’ salaries.
- Increases members take-home pay by 1.7% for two years.
Telework and Worksite Flexibility
- Immediate suspension of the four-day Return-to-Office directive
- No employee will be subject to the four-day in-office requirement until at least July 1, 2026.
- This ensures continued telework flexibility while protecting against sudden changes in worksite policies.
- CASE and the State shall meet over the institution of any return to office Executive Order prior to the reinstatement of the return to the office directive on July 1, 2026.
- This provision is subject to members ratifying the MOU
Vacation Cap Increase
- Temporary increase of the vacation/annual leave cap by 128 hours, effective July 1, 2025, through June 30, 2027.
- This provision allows Unit 2 employees to accrue more leave time without exceeding the cap during the two-year period, offering greater flexibility in managing time off while PLP is in effect.
THE PROCESS
Where are we now?
The CASE Bargaining Team has entered into a total tentative agreement with CalHR for a new Unit 2 MOU and the CASE Board of Directors has approved the total tentative agreement for presentation to the CASE membership for a ratification vote.
Who gets to vote to ratify or to reject the new MOU?
Only dues-paying members of CASE have the right to vote to ratify or to reject the new MOU.
When does the ratification vote take place?
A detailed email regarding the electronic voting process will be sent to CASE Members later this week. Because certain aspects of the new MOU take effect on a date dependent on the date of ratification, CASE plans to conduct and complete the vote before as soon as possible.
What is the vote threshold for members to ratify the MOU?
A majority of members voting must ratify the MOU for it to take effect. Otherwise, the deal is rejected and the parties will return to the bargaining table.
What else must happen for this MOU to become effective?
Two things must happen for implementation: 1) members must vote to ratify the MOU and 2) the legislature must ratify the MOU via legislation. If either the members reject the total tentative agreement or if the legislature fails to enact Unit 2 MOU legislation, the parties return to the table for further negotiations. CASE’s legislative advocates will be working to ensure legislative ratification of the new MOU prior to the Legislature’s interim recess on September 12, 2025.
Where can I review the entire total tentative agreement?
We expect a full pdf of all provisions to be available on the CalHR website by close of business today.
In Solidarity,
Your CASE Bargaining Team