Addus workers voted YES to ratify our new contract!
Great news! Over 99.8% of Addus workers voted to ratify our tentative agreement, and our new contract will go into effect beginning January 1st, 2024. We’ve made huge progress in this agreement and are proud to present you with the details!
We won TWO raises, eliminated the wage cap, increased pay for in-service training, and won historic paid time off for EVERY worker!
Under the new agreement, we will be moving to a new PTO system, so any vacation hours that were accrued under the old plan need to be used or cashed out by December 31st, 2023. Read more below:
Article. Wages
Wages effective Apr. 1, 2023
- New hire rate goes from $15.45 to $16.23 (.78/hr increase) effective retroactively to April 1, 2023.
- For each subsequent year of employment add $0.15 per hour after year 29; no more wage cap.
- Retroactive pay: any currently active worker will get $0.78/hr. for every hour worked since April 1, 2023 through October 2023 (exact date still tentative) on a separate pay check.
| Tenure/Year | Current Wage Rate | 4/1/2023 Wage Rate |
| 0 to 1 | $15.45 | $16.23 |
| 1 to 2 | $15.50 | $16.28 |
| 2 to 3 | $15.55 | $16.33 |
| 3 to 4 | $15.60 | $16.38 |
| 4 to 5 | $15.65 | $16.43 |
| 5 to 6 | $15.75 | $16.53 |
| 6 to 7 | $15.85 | $16.63 |
| 7 to 8 | $15.95 | $16.73 |
| 8 to 9 | $16.05 | $16.83 |
| 9 to 10 | $16.15 | $16.93 |
| 10 to 11 | $16.25 | $17.03 |
| 11 to 12 | $16.35 | $17.13 |
| 12 to 13 | $16.45 | $17.23 |
| 13 to 14 | $16.55 | $17.33 |
| 14 to 15 | $16.65 | $17.43 |
| 15 to 16 | $16.75 | $17.53 |
| 16 to 17 | $16.85 | $17.63 |
| 17 to 18 | $16.95 | $17.73 |
| 18 to 19 | $17.05 | $17.83 |
| 19 to 20 | $17.15 | $17.93 |
| 20 to 21 | $17.30 | $18.08 |
| 21 to 22 | $17.45 | $18.23 |
| 22 to 23 | $17.60 | $18.38 |
| 23 to 24 | $17.75 | $18.53 |
| 24 to 25 | $17.90 | $18.68 |
| 25 to 26 | $18.05 | $18.83 |
| 26 to 27 | $18.20 | $18.98 |
| 27 to 28 | $18.35 | $19.13 |
| 28 to 29 | $18.50 | $19.28 |
| 29 to 30 | $18.65 | $19.43 |
Wages effective Jan. 1, 2024
- New wage floor goes to $17.00 ($.77/hr increase)
- For each subsequent year of employment add $0.15 per hour after year 29; no more wage cap.
| Tenure/Year | 1/1/2024 Wage Rate |
| 0 to 1 | $17.00 |
| 1 to 2 | $17.05 |
| 2 to 3 | $17.10 |
| 3 to 4 | $17.15 |
| 4 to 5 | $17.20 |
| 5 to 6 | $17.30 |
| 6 to 7 | $17.40 |
| 7 to 8 | $17.50 |
| 8 to 9 | $17.60 |
| 9 to 10 | $17.70 |
| 10 to 11 | $17.80 |
| 11 to 12 | $17.90 |
| 12 to 13 | $18.00 |
| 13 to 14 | $18.10 |
| 14 to 15 | $18.20 |
| 15 to 16 | $18.30 |
| 16 to 17 | $18.40 |
| 17 to 18 | $18.50 |
| 18 to 19 | $18.60 |
| 19 to 20 | $18.70 |
| 20 to 21 | $18.85 |
| 21 to 22 | $19.00 |
| 22 to 23 | $19.15 |
| 23 to 24 | $19.30 |
| 24 to 25 | $19.45 |
| 25 to 26 | $19.60 |
| 26 to 27 | $19.75 |
| 27 to 28 | $19.90 |
| 28 to 29 | $20.05 |
| 29 to 30 | $20.20 |
Training Pay (In-service)
- Effective Jan. 1, 2024, in-service training will be paid at the regular rate of pay, not the local minimum wage.
Article. Paid Time Off Policy
NEW: Paid Time Off (replaces the Vacation benefit effective Jan. 1, 2024)
- We secured strong protections for ALL Addus workers with new Paid Time Off rights.
- Paid leave may be used by the employee for any purpose. Paid leave under this Article shall accrue at the rate specified in the following seniority table. Hours worked shall include hours spent caring for a client(s), time spent on approved Lobby Days, time spent in negotiations with Addus HealthCare as a member of the Union’s bargaining committee for the collective bargaining agreement and time spent in attendance at quarterly Union Executive Board meetings.
- The 12-month period is defined as January 1 to December 31 of each year.
| Years of Service | Accrual Rate | Cap |
| 0-3 yrs | 1 hr for every 40 hrs worked | 40 hr/year max |
| 4-8 yrs | 1.25 hr for every 40 hrs worked | 65 hr/year max |
| 9+ yrs | 1.5 hrs for every 40 hrs worked | 75 hr/year max |
CLICK HERE TO TRY OUT OUR PTO CALCULATOR TO SEE AN ESTIMATE OF HOW MUCH PTO YOU WILL EARN.
Scheduling
- If use of paid leave under this Act is foreseeable, the Company may require the employee to provide 7 calendar days’ notice before the date the leave is to begin.
- If paid leave under is not foreseeable, the employee shall provide such notice as soon as is practicable.
- PTO must be taken in increments of two hours.
Carry Over
- PTO will carry over if not used, but the employer is not required to provide paid leave over the cap.
- If employees have unused vacation hours under the prior policy, they may:
- Use them before December 31, 2023,
- Carry them over to their PTO balance effective January 1, 2024, or
- Cash out remaining unused vacation hours.
Transition of Vacation Benefit
- Vacation hours shall stop accruing effective January 1, 2024. Employees will continue to have the option of utilizing or cashing out accrued vacation hours through December 31, 2023. The vacation accrual from the employees 2023 anniversary date until December 31, 2023 will be loaded into the PTO accrual balance effective January 1, 2024.
Reporting
- Workers will now be able to see their PTO hours accrued on their paycheck stub or pay statement or choose to request a written report of such paid leave hours accrued and used.
Unused Chicago & Cook County Paid Sick Hours
- Accrual of Chicago and Cook County sick benefits will cease effective January 1, 2024. Employees can continue to utilize these sick time benefits for qualifying incidents or illness until June 30, 2024.
Article. Holidays
- Holiday pay eligibility now only applies to workers with one year of service or above
- The holiday eligibility table has been modified to have parity with the PTO eligibility table with exception for workers under one year of service
| Tenure (Years of Service) | Required Weekly Average Hours |
| 1 – 3 years | 30 |
| 4 – 8 years | 28 |
| 9+ years | 25 |
Article. Caseload
- Employees can only be required to work 7 consecutive days if they choose to.
Article. Health and Safety
- We have memorialized COVID protections into our collective bargaining agreement, and if there is another pandemic, Addus will again have to bargain with your union before they make any decisions regarding your health and safety.
- Personal Protective Equipment (PPE): The Employer will provide all bargaining unit employees with the necessary PPE such as gloves, facemasks, and sanitizer. In addition, bargaining unit employees servicing clients infected with COVID19 shall be provided with N95 masks, gowns, and goggles.
- Public Health Emergency: If a public health emergency is declared by the federal or state government, either the Union or the Employer may request to negotiate the impacts on the workers and the senior clients they serve. Both sides will work to meet within 30 days of the request or soon as reasonably practicable.