Code for America remains steadfast in our commitment to negotiating with CfA Workers United to reach a Collective Bargaining Agreement (CBA) using our core organizational values as our guide.
We remain optimistic that we will reach this goal. We have already reached tentative agreements on 13 non-economic issues, and we’ve completed the NLRB hearing process on unit definition. When the NLRB process began, there were nearly 120 positions in question. Over the course of the hearings and related mediation sessions, Code for America and CfA Workers United were able to reach agreement on roughly 90 positions, with fewer than 30 roles left to be determined.
Ultimately, our goal remains the same. Code for America wants to reach a CBA that supports our mission and our employees, and that sets a model for other nonprofit organizations like ours going forward. This will help ensure that Code for America can fulfill its mission for years to come—to continue to work shoulder-to-shoulder with our government partners to make equitable, lasting change for the people who use government services.
As the process continues, we feel it is essential to be transparent about the core economic proposal that Code for America has put forward. This proposal builds on Code for America’s existing compensation and benefits structure, which are best-in-class for nonprofit technology organizations, outpace the federal government, and are competitive with other technology organizations across the country.
In September 2021, Code for America completed an assessment of the organization’s compensation resulting in an average salary increase of 12.6 percent, which favored lower-paid employees. Additionally, Code for America provided performance-based pay increases in 2022 averaging 3.4 percent.
Code for America is now proposing to formalize a 3.4 percent automatic annual wage increase for the bargaining unit over the next three years to provide clarity and certainty. This would result in a 11 percent compound increase for eligible employees. To put this in context, under Code for America’s proposal, an employee earning $100,000 annually would earn roughly $111,000 at the end of three years.
This proposal builds on our track record of sector-leading compensation and ensures a highly competitive salary range for the bargaining unit: $68,700-$180,000, with a median salary of $120,100. We are proud to be on the leading edge of compensation in the nonprofit sector.
All full-time employees will receive annual stipends of $1000 per person per year for professional development.
Code for America will continue to offer 401(k) plans matching 100 percent of employee contributions up to 3 percent of annual income. After three years of service, Code for America will match 50 percent of the employee contribution over 3 percent up to a maximum of 5 percent per year. This is in line with other nonprofits, which generally include a match of 3-5 percent.
Code for America is proposing a 5-day, 40-hour work week schedule in accordance with current organizational policy; federal and state government work hours; and existing contracts with government partners. Limiting the work week (to four days a week, seven hours a day) would directly impact our ability to staff existing contracts and limit future contracting opportunities. If we are to live up to our mission, it is imperative that we maintain this 5- day-a-week structure.
Paid time off
Code for America has proposed a robust package of 37-43 days of paid time off each year. This encourages team members to take the paid time off (PTO) they have accrued and ensures equitable use of PTO. The proposal includes:
- 17 holidays and office closures, which includes 11 federal holidays including Juneteenth, election day, the day after Thanksgiving, and the week between Christmas and New Year’s Day (which generally equates to four additional days).
- 18-24 days of personal PTO based on length of service.
- 0–1 year = 18 days
- 1–3 years = 21 days
- 3+ years = 24 days
- Two floating religious holidays.
Additionally, Code for America’s proposal will grant a one-time block of 40 hours of paid time off to all union employees upon ratification of the CBA. In total, Code for America’s package outpaces PTO policies for other nonprofits.
Sabbatical leave is an opportunity for long-serving employees to broaden their experience, take on new challenges, and return to work feeling refreshed. Employees are eligible for a 1-month paid sabbatical after four years of employment—plus up to an additional month of unpaid leave. This is a best-in-class benefit compared to other technology nonprofits.
Code for America will continue to provide multiple no-cost health insurance options for full-time employees for employee-only coverage, and will continue to cover a minimum of 80 percent of the cost of standard dependent coverage. The range of plans offered have different features that allow employees to choose what is best for them and their family.
Fertility and adoption benefits
For each employee who is not eligible for a health plan that covers this service, Code for America will provide up to $10,000 lifetime coverage for adoption assistance, fertility assistance and preservation and family planning, regardless of diagnosed infertility or gender, through a health reimbursement account.
Health and wellness leave
Code for America’s proposal also includes a series of leave options with the health and wellness of employees and their families in mind. Specific types of leave and duration include:
- Parental: Includes 4 months of pregnancy disability leave + baby-bonding.
- Bereavement: 10 days of bereavement leave per year.
- Illness, preventive care and mental health: 12 days of leave per year, which may be used for wellness and self-care
- Family and medical leave: All employees are eligible for up to 12 weeks of unpaid family and medical leave. Code for America ensures full pay for the first two weeks of such leave.
Commitment to belonging and inclusion
Code for America’s proposal also includes a series of proposals that reflects the organization’s commitment to diversity, equity and inclusion. This includes:
- Equitable compensation review: Code for America will conduct a biennial pay equity review of all salaries and progression of promotions in the bargaining unit to determine and ensure fairness and equity based on gender, race, ethnicity, and other protected statuses.
- Gender-affirming care: For each employee who is not eligible for a health plan that covers this service, Code for America will provide up to $10,000 lifetime coverage for care related to gender affirmation or reassignment through a Health Reimbursement Account.
- Bilingual pay differential: Code for America will provide additional compensation to team members who provide bilingual translation in service of our mission.
The road ahead
Code for America prides itself on our commitment to delivering best-in-class compensation packages to our team members. We look forward to doing the hard work necessary to come to a collective bargaining agreement that supports our organization and team members and strengthens our mission of making government work well for everyone.