Annual reporting on applicant and hiring data and policies to hire from and serve expansive populations. (TA: 3/26/2024)

RAICES will not discriminate based on protected characteristics and will provide equal employment opportunities. (TA: 6/21/2023)

A reflection of what work-life balance means, including provisions for holiday pay. (TA: 3/26/2024)

Ten (10) weeks of parental and postpartum leave, which may be non-consecutive and in equal installments, for full-time staff members employed by RAICES for at least six (6) months. (MOU Effective: 3/5/2024)

Mental health first aid and access to quarterly mental health training for employees (TA: 1/19/2024)

Supervisors will meet with employees to develop work plans that take workload and capacity into account. If employees repeatedly work more than eighty hours per pay period, they may request a meeting with their supervisors and Union representatives to discuss workload management. (TA: 7/28/2023)

Overtime for non-exempt employees. (TA: 8/30/2023)

One-time, $1,500 bonus for employees who complete Department of Justice (DOJ) accreditation on or after March 5, 2024 while working for RAICES. (MOU Effective: 3/5/2024)

Cost of, and planning for, professional development. (TA: 8/30/2023; MOU 3/7/2024)

Air quality testing, office closure and work during emergencies. (TA: 8/30/2023)

Discipline is based on just cause, with notice to be provided to the Union. Depending on the level of discipline, it will not be considered when determining future progressive discipline after 12, 18, or 24 months have passed. (TA: 6/21/2023)

A voluntary informal process for employees who want to seek resolution of conflicts with other employees. (TA: 9/13/2023)

Commitments that, during the term of the CBA, employees will not strike or walk out, and management will not lock out employees. (TA: 9/13/2023)

A description of the rights that management retains. (TA: 9/13/2023)

Paid time for Union-related work and use of bulletin boards and intranet. (TA: 8/30/2023)

Definitions of work week and pay period; work schedules. (TA: 8/30/2023)

How performance reviews will be done. (TA: 8/30/2023)

In-person and remote work.

Reimbursements and advances for expenses. (TA: 8/30/2023)

There will be mandatory membership in the Union except where prohibited by state law, and deduction of Union dues from wages where authorized by employees. (TA: 6/28/2023)

Information about employees such as job title, rate of pay, race, gender identity and preferred pronouns, home address, private email address, phone number will be provided to the Union. (TA: 6/28/2023)

The probationary period for new employees is 90 days. (TA: 3/1/2023)

Seniority is based on the first day of work for RAICES, even if the first day worked was as a Law Fellow. Employees retain seniority for purposes of PTO accrual if they leave RAICES but return within 4 ½ years. (TA: 6/21/2023)

Employees can access their personnel records through Paycom. (TA: 6/21/2023)

Motor Vehicle Report background check and conduct policy, with terms encompassing work- and client-related transportation. (MOU Effective: 3/7/2024)

RAICES will post vacancies internally before advertising externally, and when advertising externally will use platforms such as CIRCA Diversity Jobs to reach underrepresented groups. RAICES will continue its practices of panel interviews based on rubrics and checking references. (TA: 7/28/2023)

Mutual commitment to pursue student loan relief through the Texas Student Loan Repayment Assistance Program (TA: 1/19/2024)

Promises regarding certain conditions of employment that do not fall within the scope of other articles. (TA: 9/13/2023)