About Labor Relations
Pierce County is committed to negotiating financially sustainable labor contracts that value our employees and advance the effective management of County operations.
Who we are
Our negotiating team is comprised of four professional negotiators who use their knowledge of contract history and their relationships with our labor partners to negotiate good faith contracts with Pierce County employees on behalf of County leadership.
The County’s primary long-term objective is to negotiate contracts that support a sustainable total compensation policy and enable effective management of County operations. This means contract language:
- Enables recruitment and retention of high-performing talent
- Relies on market data and relevant comparators
- Promotes consistent classification practices
- Provides quality employee benefits at a reasonable cost
- Provides clear lines of management decision-making authority
- Enhances labor-management communications
- Enhances the County’s ability to respond to change
- Encourages the adoption of systems that reduce cost and improve services.
Current agreements and negotiations
Pierce County currently negotiates and administers 20 collective bargaining agreements, also known as labor agreements or union contracts, with various employee labor organizations that represent County employees.
Dues, fees, and membership requirements
As a condition of employment, employees covered by bargaining units are generally required to pay monthly dues or fees to the union. To see if you fall under this category and ensure you meet these requirements, see the “Recognition and Security Clause” of your labor agreement, which is Article 3 in all Pierce County contracts.
Definitions of technical terms and language used can get a bit confusing. The following terms and definitions may be helpful.