All full-time Boston Librarians Union members are entitled to the following pay and leave benefits following the successful completion of their probationary period. Information about leave benefits for employees still within their probationary period can be found here.
Pay & Leave Benefits
This document outlines salary grades and steps for our members. The current pay scale can also be found on the Office of Labor Relation’s webpage on the City of Boston’s website.
Per our current CBA, all BLU members should receive a 2% increase in salary in October 2026 and a flat increase of $800 to your base salary in January 2027. Members also receive yearly step increases on the anniversary of either a) the end of their probationary period or b) the date of transfer or promotion for their current position until you reach the top of the pay scale.
Pay Scales
October 5, 2026: 2% increase to salary, reflected in 10/23 paycheck.
January 1, 2027: $800 increase to base salary, reflected in 01/29 paycheck.
Expected Future Pay Raises
BLU members receive four types of PTO/Paid Leave annually. Click on each type of leave to learn more.
Paid Time Off (PTO)
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Article XIV (14).
The accumulation rate and amount of annual leave you receive each year varies on your years of service. Members receive half of their annual leave for the year on January 1 and the other half on July 1 each year.
Our contract allows for a certain amount of annual leave to be carried over year to year. If you have more hours than you can carryover, you must submit a carryover request, in writing, to Human Resources. Please note that HR is not obligated to approve your request and have, in fact, made it clear that they will not approve any requests outside of time denied due to “operational need.” Use the Annual Leave Carryover Calculator to see how many hours you need to use by December 31 so that you retain access to your full benefit hours.
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Article XV (15).
Sick leave is also disbursed twice per year, with members receiving half of their yearly allotment on January 1 and July 1 each year. Sick leave does not expire and can be carried over year to year. Per our contract, BLU members can convert any sick leave over 1,050 hours (150 days) to annual leave at a rate of 3 sick days for 1 day of annual leave. The maximum amount of sick time an employee can carry is 1,750 hours (250 days). All hours earned over 250 days will automatically be converted to annual leave at the same 3:1 ratio.
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Article XVI (16). Section 3
BLU members are entitled to 21 hours (3 days) of Personal Time each year. These must be taken in increments greater than 0.5 (30 minutes). Personal Leave does not carry over and must be used by December 31 each year.
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Article XIII (13). Sections 2-4
Depending on your date of hire, the amount of Swing Holiday time you receive each year may vary. Employees hired prior to January 1, 2014 receive 28 hours (4 days) of Swing Holiday time; employees hired after January 1, 2014 receive 14 hours (2 days) of Swing Holiday time. These hours must be used increments greater than 1 hour. Swing Holiday time does not carry over and must be used by December 31 of each year.
For those who receive 4 days worth of time, you’ll see 14 hours of Swing Time and 14 hours of “Floating Holiday” reflected in your ESS.
Why is there a difference? Prior to 2011, Massachusetts observed two additional paid holidays: Evacuation Day in March and Bunker Hill Day in June. In 2011, the State Legislature voted to eliminate Evacuation Day and Bunker Hill Day due to the expense of giving state and local workers paid days off. BLU negotiated two additional days of Swing Holiday time for the employees who had been hired prior to the elimination of these holidays to be used throughout the year in the 2010-2013 MOA (Memorandum of Agreement).
This chart illustrates the amount of each type of leave you can expect to receive each year and when you can expect to receive it. This chart applies to those who have completed their probationary period. If you are still within your first year of hire, please click here.
Yearly Leave Allotment
Our contract allows for a certain amount of annual leave to be carried over year to year. If you have more hours than you can carryover, you must submit a carryover request, in writing, to Human Resources. Please note that HR is not obligated to approve your request and have, in fact, made it clear that they will not approve any requests outside of time denied due to “operational need.” Use the Leave Carryover Calculator below to see how many hours you need to use by December 31 so that you retain access to your full benefit hours.
Annual Leave Carryover Calculator
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If you believe you are eligible for one of these benefits, but did not or have not been receiving them reach out to your Member Representative ASAP.
Additional Pay & Leave Benefits
Article XXII (22), Section 6.
If you have worked here for 10 or more years, you are entitled to an additional $1,200 annually. When you hit 15 years, this benefit increases to $1,700 annually. This benefit is paid out biweekly at a pro rata rate through the end of the calendar year (i.e.: if you celebrate your 10 year anniversary in September, you’ll receive approximately $300 by the end of the calendar year). Longevity Pay has it’s own line on your paycheck.
Longevity Pay
Article XXII (22), Section 2.
If you have a second Master’s Degree in a subject area related to your job, you are entitled to an additional $600 annually. If this applies to you, HR will need to see transcripts of both your Library Degree and your second Degree. Please also notify the Executive Board so we can ensure you receive the bonus each year.
Additional Master’s Degree Bonus
Article XVI (16), Section 2.
5 days in the event of the death of a spouse, domestic partner, parent, parent-in-law, in loco parentis, sibling, sibling-in-law, child, grandparent, grandchild, step family member, or member of your immediate household (for more than a period of 6 months)
3 days in the event of the death of an aunt, uncle, or niece or nephew.
Bereavement Leave
Article XVI (16), Section 4.
1 day every calendar year for screenings for: Breast, Colon, Skin, Thyroid, Oral Cavity, Lymph Nodes, Reproductive Organs and Lungs. Members wishing to take advantage of this benefit must have this form certified by their provider.
Cancer Screening
You can access the City’s full Parental Leave Policy here. If you have questions about parental leave, please reach out to BPL or City HR.
12 weeks of compensated time per employee (if both parents work for the City of Boston, each employee is entitled to 12 weeks )
Can opt for one continuous period or two continuous periods that total 12 weeks; leave must be used within one year of the Event
Employees can supplement the last 8 weeks using accumulated PTO however if you supplement your wages without filing for FMLA, it counts as an absence.
If opting for the two continuous periods of leave with the first being to take care of someone who has given birth and the second to bond with the child, the second part of your leave is not eligible for FMLA.
Parental Leave
4 weeks @ 100% base wages
4 weeks @ 75% base wages
4 weeks @ 50% base wages
Article XIV (14). Section 5.
If, while out on vacation, you fall ill for 5 or more days and provide a doctor’s note upon your return, you are entitled to convert half of your vacation time to sick leave. For example: If you are using 10 days of vacation and are ill days 4-10, when you return, you can convert 3 of those days to sick time instead and have 3 days of vacation time added back to your bank.
Converting Vacation to Sick
Article XV (15). Section 6.
Any amount of sick time above 1,050 hours/150 days may be converted to Annual Leave at a rate of 21 hours/3 days of Sick Leave for
7 hours/1 Day of Annual Leave. Once an employee reaches 1,750 hours/250 days of Sick Leave, all time earned after that is automatically converted to Annual Leave at the same rate.