CASE Tentative Agreement

Dear Bargaining Unit 2 Member:

CASE has reached a tentative agreement with the State on a one-year successor Memorandum of Understanding ("MOU"). This MOU is designed to provide tangible short-term benefits for our members while allowing both CASE and the State time to examine the serious issues facing the State’s legal professionals and to seek long-term solutions to those issues. In short, this is a placeholder agreement that allows us and the State to continue bargaining without Unit 2 members having to suffer from increased healthcare costs with no salary increases while the bargaining process is continuing.

The following is a summary of the key terms and conditions of the tentative agreement:

Increased Compensation: All Bargaining Unit 2 members will receive a 2.75% salary increase upon ratification of the MOU. The salary increase is retroactive to July 1, 2019.

Healthcare Supplement: All Bargaining Unit 2 members who are enrolled in a State healthcare plan (any healthcare plan offered under the MOU as part of your state employment) will receive a $260 monthly healthcare supplement. The healthcare supplement is retroactive to July 1, 2019. Over the full year, the healthcare supplement totals $3,120. This amount is equal to a 4.6% salary increase for an entry level attorney at the lowest salary in range A; a 1.9% salary increase for a topped-out Attorney V; and a 2.6% salary increase for a member earning the average Unit 2 salary of $120,000. This benefit is only guaranteed for the duration of this one-year MOU.

No Increase in Retirement or OPEB Contributions: There will be no increases in retirement or retiree healthcare (OPEB) contributions.

Increased Accrued Leave Buyback Program: Bargaining Unit 2 members may be permitted by their individual departments to cash out up to 160 hours of accrued leave time each fiscal year (increased from 80 hours).

Increased Healthcare (CoBen) Contributions: The State will continue to pay 80% of healthcare costs for employees and dependents including 80% of any increases in the average State healthcare costs that occur on January 1, 2020.

CUIAB Caseload: Preserves the status quo after CASE’s victory mandating that CUIAB meet and confer with CASE prior to changing caseloads.

WCJ II Classification: Maintains language regarding creation of the WCJ II while allowing CASE to continue to litigate CalHR’s failure to create the classification during the prior MOU. CASE will continue pressuring the State to follow through on this long-neglected promise.

Committee on Improved Family Leave: CASE and the State recognize that family leave is a critical issue for our members. The time limits inherent in collective bargaining have prevented CASE and the State from finding a solution to the disgracefully low family leave currently offered. To move past the barriers of collective bargaining, CASE and the State have agreed to form a joint labor-management committee to explore options for improving family leave benefits which may require funding by employees through monthly payroll deductions. CASE will be seeking volunteers from the membership to serve on this committee.

Committee on Improved Travel Reimbursement: Inadequate travel reimbursement rates, including lodging rates, have been a long-term problem for many members of Bargaining Unit 2. This issue also impacts state employees in many different bargaining units as well as in management. This joint labor-management committee will investigate alternatives to the way rates are currently set as well as ways to increase rates to appropriate levels. CASE will be seeking volunteers from the membership to serve on this committee.

Special Salary Adjustments: Despite our best efforts, the State has rejected all department and classification specific special salary adjustments for this one-year MOU. All SSAs, including equalizing judicial salaries with attorney salaries, addressing the absurdly low entry level salary, and PUC ALJ salary adjustments will be subject to negotiation again in just a few months when we resume bargaining for the next contract.

Contract Term: The term of this MOU is one year, July 2, 2019, through July 1, 2020. The CASE bargaining team worked hard to get the State to agree to this one-year deal because the State’s offers on longer term MOUs only served to institutionalize the salary deficits suffered by members of Unit 2. It was also critical to achieve some compensation gains while CASE spends the time between now and next July seeking an MOU that will meaningfully address the salary crisis.

A complete copy of all tentative agreements for the new memorandum of understanding may be found on the CASE website or by clicking the following link: 2019-2020 Unit 2 - Tentative Agreement

All CASE Voting Members are eligible to participate in the MOU ratification vote. If you are a CASE Voting Member, you should soon receive an e-mail from CASE 2019 MOU Vote <> containing a personalized username, election passcode, and link to the secure eBallot website. (We recommend that you add CASE 2019 MOU Vote <> to your e-mail "safelist" to ensure your e-mail ballot is not blocked and check your junk and clutter files in case the e-mail ballot was screened out by your system.)

The voting period will open on September 5, 2019, and close on September 12, 2019, at 12:00 noon. Only votes received during this period will be counted. The results of the ratification vote will be announced on September 12, 2019.

Please note that non-dues-paying members of Bargaining Unit 2 are not eligible to participate in the MOU ratification vote. Non-dues-paying members may become full Voting Members and have full voting rights in the upcoming board election along with other benefits by submitting this application: CASE Membership Application

Because this ratification vote is being conducted via an online elections company, CASE suggests that you speak with your colleagues and encourage them to update their contact information, so we can have the greatest possible participation. If you have any questions, need to update your e-mail address, or have not received your eBallot by September 6, 2019, please contact the CASE office at (800) 699-6533, or by e-mail at

Answers to some frequently asked questions may be found by clicking on the link at the bottom of this page. After reading the FAQs, should you have any additional questions please direct them to Every effort will be made to provide you with a timely response, but please understand that the bulk of our efforts are directed at ensuring that our MOU passes through the Legislature prior to the end of this legislative session, so there may be a short delay in responding to your question.

Based on the 2.75% general salary increase for all Unit 2 members, the healthcare supplement, and other benefits contained in this MOU, the CASE Board of Directors recommends that all CASE Voting Members vote "Yes" to ratify the tentative agreement. If the tentative agreement does not receive support from a majority of the voting membership, the terms of the expired MOU-which does not include any additional money­-will remain in effect.

As always, your support of CASE and your colleagues in Bargaining Unit 2 is greatly appreciated.


The CASE Board of Directors

2019 MOU FAQ

1,041 views0 comments

Recent Posts

See All

October 7, 2021 Dear Bargaining Unit 2 Member: CASE is pleased to announce that we have executed a new agreement with the State regarding telework, which includes a modest stipend to help offset the c

September 1, 2021 Pursuant to Section 3.14 of the CASE Bylaws, the list of candidates for the 2021 CASE Board of Directors election has been certified by the CASE Elections Committee. In alphabetical

July 15, 2021 Dear Bargaining Unit 2 Member: CASE will be conducting its annual election for the Board of Directors this fall. Four (4) Officer and four (4) “odd-year” Director-at-Large positions wil