The Metropolitan Council and ATU Local 1005 have reached a tentative agreement that supports the shared goals of fair pay, strong benefits, job protections, and opportunities for employees. The agreement reflects months of working together to find solutions and recognize the important work Metro Transit employees do.
The Three-year Compensation Plan: August 1, 2026, through July 31, 2029.
Wage increases:
- 3% retroactive to August 1, 2026 (the Average ATU member will earn $5,500 more from 2025 to 2026)
- 3.5% on August 1, 2027 (the Average ATU member will earn $3,900 more from 2026 to 2027)
- 4% on August 1, 2028 (the Average ATU member will earn $3,700 more from 2027 to 2028)
Together, these equal an approximately 10.9% compounded increase over the agreement.
New longevity payments beginning in 2027
35% of ATU Members will be eligible to receive longevity pay in 2027 and 42% in 2029.
- 10–14 years: 1.5%, up to $1,500
- 15–19 years: 2%, up to $2,000
- 20+ years: 2.5%, up to $2,500
Higher dispatcher wage classifications for Pick and Markup, General and Relief Markup Dispatchers.
Fitness-for-duty pay: Employees required to complete a medical evaluation would be paid for time off if they are cleared to return and do not delay the process.
Military pay differential: Eligible employees on active duty would receive differential pay for up to four years.
The agreement keeps ATU wages competitive through general wage increases of 3% in 2026, 3.5% in 2027 and 4% in 2028, along with additional longevity pay for eligible employees.
Metro Transit’s maximum pay for full-time operators and mechanics is already above the 95th percentile compared with major metropolitan areas after adjusting for cost of living. Over the past decade, Transit wage growth has outpaced the metro average by 2.36%, and that trend is projected to continue, with Transit wages growing 1.5% faster than the metro average in the coming years.
More information on Wage Growth
Health care sustainability: The parties will work together to improve health care affordability and explore ways to offset retiree premium costs while preserving existing benefits.
Free transit for eligible dependents.
Employer-paid long-term disability coverage with no monthly employee premium.
Plan C protection: The total value of the optional HRA plan will be maintained unless both parties agree to a change.
Retiree coverage: At age 65, retirees and eligible dependents will move to the Council’s Medicare Advantage plan.
Improved vacation accrual: Employees will reach higher accrual levels earlier.
Sick leave and HCSP improvements: Employees may accrue up to 1,700 sick leave hours, with excess hours converted to the Health Care Savings Plan. Retirement payouts will also increase.
Expanded bereavement leave: Three paid days for a broader list of relatives, with up to two additional approved days.
Safety glasses reimbursement: Up to $150 annually, plus $50 for qualifying indoor/outdoor prescription lenses.
Uniform allowance: Increased to $450 annually, with adjustments based on vendor pricing and union input during vendor selection.
For more information about health coverage options, including Plan C and retiree health plans, please see our related benefits updates.
The Associated Communication Specialist classification will join the ATU bargaining unit once the state issues its certification order.
Employees in this classification will then receive the rights, protections and benefits provided under the ATU agreement.
New Operator Onramp Pilot: New operators will receive dedicated runs to build experience before moving to the extraboard.
Relief Car Program: The current pilot will continue throughout the agreement, with annual reviews.
Rest and meal breaks: Existing break practices will continue, including flexibility to combine breaks when appropriate.
Classification review: The parties will review administrative and clerical classifications to help ensure positions are accurate and equitable.
Work Exchange Pilot: Bus and light rail operators will be able to exchange work.
TRIP Transportation updates: Promotions will be based on seniority, work picks and overtime procedures will be more structured, and training will increase from 8 to 16 hours.
Part-time train operators: The agreement clarifies transfer order, licensing requirements, reassignment rules and seniority impacts.
Maintenance seniority: Rules will be simplified and clarified to make them easier to understand and apply.
- Dispatcher wage classifications: Pick and Markup Dispatchers will move from Class 62 to 68, General Dispatchers from Class 58 to 64, and Relief Markup Dispatchers from Class 61 to 66.
- Health care access: The Sustainable Benefit Program will focus on expanding access to care as well as improving affordability for employees and retirees.
- Vacation alignment: The improved vacation schedules will provide earlier access to higher accrual levels and better align with other Council labor agreements.
- Partial sick leave: The agreement clarifies how employees may use partial amounts of sick leave.
- Operator Onramp reviews: The union and Employer will regularly review the new operator pilot and make adjustments as needed.
- Break scheduling: In addition to maintaining existing break practices, the agreement allows breaks to be combined where appropriate and confirms that non-statutory break schedules may be established.
- Military pay: Differential pay for eligible employees on active duty will be provided for up to four years, consistent with Minnesota Statute § 471.975.
The tentative agreement combines general wage increases with new compensation opportunities, expanded benefits and operational improvements.
The major changes include:
- Three annual wage increases
- New longevity payments for experienced employees
- Higher wage classifications for dispatcher positions
- Free transit passes for eligible dependents
- Employer-paid long-term disability coverage
- Improved sick leave, vacation and bereavement provisions
- Higher uniform and safety glasses allowances
- New protections for employees undergoing fitness-for-duty evaluations
- Expanded representation through the addition of the Associated Communication Specialist classification
- New programs supporting operators, scheduling flexibility, training and career development
- Continued collaboration on health care affordability, job classifications, vendor selection and workplace programs
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