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Citywide Contract


The Citywide Contract, which is still in effect in 2018, addresses general working conditions and other non-wage matters. Issues such as time and leave, eligibility for health insurance coverage, personnel and pay practices and overtime are negotiated under the Citywide Contract. The Citywide Contract is called non-economic because it doesn’t establish wages, but it does have an impact on members’ pocketbooks. For instance, it sets holidays, annual leave, overtime rules, meal and car allowances, and shift differentials.

What agencies are covered under the Citywide Contract?
  • Mayoral agencies
  • HHC
  • Borough President offices
  • Comptroller’s office
  • District Attorney offices
What titles are covered under the Citywide Contract?

A complete list of covered titles is located in Appendix A.

What agencies are not covered?

Non-mayoral agencies: (for example: Transit Authority, Housing Authority, Board of Ed and CUNY.) The Citywide Contract does not cover these workers. Please contact your union representative or local president for contracts for these agencies. When requesting information, please indicate your title and agency.

Cultural institutions and Libraries: Institutions such as the New York Public Library, Brooklyn Public Library, Brooklyn Museum, all the Botanical Gardens, American Museum of Natural History, etc. are covered by separate contracts. Please contact your union representative or local president for a copy of your contract. When requesting information, please indicate your title and agency.

Seasonal workers: Please contact your union representative or local president for a copy of your contract. When requesting information, please indicate your title and agency.

Prevailing rate workers (also known as “220 workers”): Prevailing rate workers are covered under Comptroller’s Determinations. Please contact your union representative or local president for a copy of your determination. When requesting information, please indicate your title and agency. (For more information, go to the NYC Comptroller’s website )

Highlights of the 1995-2001 Citywide Contract (Still in Effect in 2018)
  • Term of Contract: Jan. 1, 1995-June 30, 2001
  • Benefits for full-time per-diems were improved:
    • Eligibility for citywide benefits upon 18 months of service (instead of 24 months).
    • Eligibility for additional salary-related benefits.
  • Monthly MetroCards are now available to city employees through a pre-tax payroll deduction plan. A committee has been established to discuss expanding the program to include other public transportation systems (e.g., PATH, Metro North Railroad), other MetroCard denominations, and inclusion of other non-mayoral employers.
  • Meal allowance increased by 75 cents.
  • Mileage allowance increased to 28 cents (with 30-mile guarantee).
  • Overtime cap increased to $54,549 and raised by future collective bargaining increases.
  • Bereavement leave has been extended to grandchildren.
  • Provisions of the federal Family Medical Leave Act will now cover domestic partners.
  • A dedicated sick leave contribution plan is now available. This allows employees to donate sick leave to colleagues.
  • The tax consequences for domestic partners’ health insurance will be minimized through an agreed upon change in tax methodology.
  • The employer must now provide two-week notice for major capital renovations at work sites.
  • Improved job security procedures for non-competitive and labor class employees, including full-time per-diems:
    • Citywide recall lists for labor class employees.
    • Agency-wide recall lists for non-competitive employees.
  • Improved personnel and civil service practices:
    • Permanent competitive, non-competitive and labor class employees appointed to another title that requires a probationary period shall have the right to return to the former position if they do not pass probation.
    • In broadbanding situations (job title consolidation), step-up provisionals (workers with a permanent title serving provisionally in a higher title) will have up to 24 months of prior provisional service count toward the 36-month “salary lock in” procedure.
    • In functional transfers, time served by provisionals in their previous agency counts toward the two years needed to qualify for the due process procedure; time served by non-competitive and labor class employees in their previous agency counts toward time served in their new agency for purposes of seniority for job security.

Current Citywide Contract


  • A labor-management committee will review alternatives to current health and safety grievance procedure.
  • The standing Worker’s Compensation Committee will review current Worker’s Compensation procedures.
  • Issues relating to the protection and security of employees will be referred to the standing Citywide Health and Safety Committee.
  • The standing Payroll Committee will study issues relating to timely payment of additions to gross, timely input of time and leave records, and timely placement of new and returning employees to payroll.
  • The grace period of 5 minutes for lateness has been eliminated for employees who work flex-time schedules.
  • Recoupment of overpayments may include use of leave balances if both parties agree.
  • As permitted by law, the city may withhold an employee’s final paycheck until the employee completes a Conflict of Interest form, where such a form is required.

Where do I find…?

Hours in a work week (Article II and Appendix A)
Holidays (Article V, Section 9)
Holiday pay (Article III)
Shift Differential (Article III)
Overtime (Article IV)
Sick time (Article V)
Annual leave (Article V)
Rights of full-time per-diem workers (Article I, Section 5)
Basic grievance procedure (Article XV)
Layoff procedures for non-competitive employees (Article XVII, Section 3 and 4)
Safety and Health (Article XIV)