The Regional Transportation District's (RTD) Board of Directors announced it has authorized the agency’s General Manager and CEO Debra A. Johnson, to enter into a successor three-year collective bargaining agreement (CBA).

The CBA raises wages for all of the agency’s union-represented employees more than 25% over the period of the contract, starting with a 16% or higher increase in the first year and 4% in each subsequent year.

A 16.6% increase for RTD’s bus and rail operators in the first year brings their starting hourly wage from $20.58 to $24, and provides the first opportunity for an increase at six months instead of one year.

Other entry-level wages include $30.25 for a general repair mechanic in Bus Operations, $35.65 for a signal/traction power maintainer in Light Rail Maintenance, $34.48 for a journeyman electrician in Facilities Maintenance, $33.77 for an electro mechanic in Light Rail Maintenance, and $29.68 for a track maintainer in Commuter Rail Maintenance.

Current RTD employees will receive the new wage rates, retroactive to January, by May 2022. The prior three-year CBA took effect in March 2018 and was extended one year due to the Covid-19 pandemic.

The CBA is the legal contract addressing wages, hours, and terms and conditions of employment for two-thirds of RTD’s employees who are represented by Amalgamated Transit Union Local 1001 (ATU 1001).

“RTD’s success is intertwined with that of the Amalgamated Transit Union Local 1001. The agency could not deliver high-quality transit services throughout the Denver metro area without the dedicated union employees that constitute the majority of the workforce,” Johnson said. “The RTD Leadership Team and I are proud to partner with ATU 1001 to offer a competitive market wage and quality of life improvements to our employees, while at the same time enhancing operational efficiencies by thoughtfully crafting a successor CBA that truly benefits both parties.”

Other topics addressed include the following:

• Improved retirement benefits for all employees

• A modified work week

• Flexibility around how employees can take vacations

• Improvements related to operator access to restroom facilities

• Apprenticeships

To read the full Board report authorizing the successor contract, click here.