Almost one year ago to the day, the world as we knew it suddenly changed. Travel and tourism declined significantly. Jobs were lost to the point where unemployment rates in the State of California and every state in the country were higher than they’ve been since the Great Recession (2007-2009). Revenues declined quickly and drastically. The City of Los Angeles was not unscathed. We all witnessed the toll the pandemic took on our City budget and we continue to see it happening today - in real time. During challenging times like these, solidarity in our union is imperative. EAA has been here fighting for you since the beginning and our work is not over. Over the next budget cycle, we are committed to continuing to research, advocate and introduce new cost savings measures that don’t include salary cuts or layoffs.
Hope is on the horizon. Vaccinations are moving their way down the tiers and a Federal relief package is moving through the Senate this week, with the goal of getting it signed by President Biden before March 14, 2021. This is likely to provide approximately $1.2 billion in aid to Los Angeles. Although this is a significant amount of money, it will just begin to cover the amount of lost revenue our city has suffered, approximately $800 million dollars to date. Again, our job is not over. This month, the budget discussions for Fiscal Year 21/22 will begin at the Committee level and we’ll be monitoring every meeting and providing updates as they arise.
In February, the new Paid Parental Leave Pilot Program was approved by Council and has been made effective, retroactively to 01/01/2021. This does not extend the amount of time Family Medical Leave (FML) allows. To clarify, FML and this new benefit provides employees with up to 720 hours for pregnancy disability or bonding. For the mother giving birth, 720 hours are available for each. If mothers and fathers have a baby that is under one year old and they haven’t used the entire 720 hours of bonding time, they now have six weeks of paid time to use toward that 720-hour cap. You can review the CAO’s list of FAQ’s here. For any other questions, please contact your labor representative.
Additionally, the new bank of 40 hours personal leave was made effective on 02/28/2021. Every year moving forward, it will be effective on January 1st. Please take note of the language in the MOU that dictates the only criteria for using this benefit. It is to be used for any situation that requires the employee’s immediate attention. There are no other restrictions. We are aware that some Departments have interpreted additional conditions and might try to impose them. We are prepared to take these cases on as they arise and so we need to be informed immediately if there are any questionable situations or denials to this benefit.
March is also a very important month as it’s Women’s History Month! EAA will highlight women in labor as well as women in EAA-represented classifications who have broken barriers. If you know of coworkers/members who you’d like to see highlighted, please feel free to reach out to us via our website.
Lastly, EAA has a few new and exciting upgrades coming your way in the realm of communications. You’ve made it clear that you want faster, more accessible ways to receive news and updates from us. We heard you loud and clear and we’re bringing it to you! Please standby for an exciting new web module and application in the very near future!
Marleen Fonseca
Interim Executive Director
