City employees could see 4% pay bump as the agreement comes before Ashland City Council for approval on Aug. 5
By Paul R. Huard for Ashland.news
A union representing 42 Ashland employees reached a tentative agreement with city officials that would result in an average bump in pay and an adjustment to their benefits.
The tentative agreement between the Laborers’ International Union of North America and city officials comes after talks that occurred over the past month. LIUNA represents about 15% of the municipal workforce.
According to a Wednesday, July 23, press release from the city, the deal grants the workers a nearly 4% ($1.21 per hour) raise retroactively, which covers 2025 and a 2% (65 cents per hour) bump in 2026 and 2027.
Kevin Kennel, a union representative, confirmed the tentative agreement on Friday, but declined to comment on the specifics because of the confidentiality agreement between the union and the city.
City officials said in the Friday press release that the tentative agreement was informed by a study that Ashland officials commissioned to review employee pay for each of the city’s positions. The purpose of the study was to decide how to correct “market discrepancies” and propose cost of living adjustments for the next three years. The study was conducted by the Tennessee firm McGrath Human Resources Group.
“The study supports the city’s goal of positioning Ashland as an employer of choice by ensuring internal equity, market competitiveness, and a transparent framework for classifications, promotions and negotiations,” the release states.
City officials are slated to review the tentative agreement on Monday, Aug. 4, during a study session. The agreement is scheduled to come before the Ashland City Council for approval at the council’s regular business meeting on Tuesday, Aug. 5.
A template for other departments
Sabrina Cotta, city manager, said unrepresented city employees and others represented by a different union would likely have similar outcomes regarding pay and benefits.
“All agreements are similar across the board with some variations due to industry standards,” Cotta wrote.
Cota said cost of living adjustments and benefits are the same for all employees for the subsequent two years of the agreement. She said the city will increase healthcare reimbursements and give employees holiday pay on Christmas and three personal days off.
Transparency and understanding
A complete package of spreadsheets detailing the proposed pay adjustments, including lists of employee classifications, charts of how COLAs will be phased in, and the McGrath presentation, is available for the public to examine at ashlandoregon.gov/HumanResources.
All the information except for the Laborers’ union spreadsheet was posted on July 1. The union posted information on Wednesday.
The decision to post the complete information was prompted in part by the city’s claims of misinformation being spread by a local media outlet and critical public comments made about the proposed pay adjustments during recent City Council meetings.
“This is a complicated matter involving numerous unions,” Cotta wrote. “Correct information has been put forth by the city in an attempt to increase transparency and foster understanding.”
Cotta wrote that the city currently has about an 8% turnover rate, which is a reduction from a high point in 2022 of 17%.
“The city appreciates the hard work done in collaboration with the city’s union groups to come to a supported agreement that ensures the city can remain competitive in recruiting and retaining employees while being cognizant of budgetary constraints,” Cotta wrote. “The city values the positive and collaborative relationship with the unions and appreciates the hard work done on both sides to reach an agreement to bring forward to city council for approval.”
Reach freelance reporter Paul Huard at [email protected].
Related stories:
Council postpones vote on proposed cost-of-living and benefit increases for city employees (June 18, 2025)
A closer look at the proposed pay raise for city employees (June 22, 2025)
