It is the public policy of the City of Alexandria to promote orderly and constructive relationships between the City and its employees, while preserving the paramount right of the public to a government that safeguards health, safety, welfare, and the uninterrupted operations and functions of City services. Because unresolved disputes between the City and its employees are detrimental to both the public and the workforce, effective and timely mechanisms must be available to prevent disputes and to resolve them when they arise. Within the limitations required by the greater public interest, and without interference with the orderly processes of government or the City Council’s budgetary and appropriation authority, it is in the public interest for employees to have the opportunity to organize and bargain collectively in good faith. This policy is intended to foster ethical, effective, and efficient government; support a diverse, equitable, and inclusive workforce; advance organizational excellence; and promote cooperation, integrity, and accountability in the delivery of high-quality services to the community.

The Labor Relations Administrator (LRA) is an experienced professional appointed to impartially administer and make determinations concerning the City’s collective bargaining ordinance and related procedures. The LRA is responsible for drafting and adopting procedures related to the City’s CBO and serves as a neutral administrator for representation matters and other labor-management disputes within the LRA’s jurisdiction. Typical duties include overseeing elections; determining unresolved issues related to bargaining unit composition (inclusion/exclusion); assisting the parties with impasse resolution as authorized; and resolving prohibited practice charges. The LRA serves as a resource to stakeholders by providing information on processes and timelines as outlined in the CBO and the LRA procedures.

Current Labor Relations Administrator: Sarah Miller Espinosa, appointed November 2025.

Contact: CityofAlexandriaLRA@alexandriava.gov

Per section 2-5-72 of the CBO, the following bargaining units are authorized to be represented by an Exclusive Bargaining Representative following a secret ballot election and in accordance with the timetable outlined in the ordinance:

• Police: The police employees' bargaining unit shall consist of all sworn uniformed employees of the police department, except those excluded by definition in section 2-5-68.
• Fire and emergency medical services: The fire and emergency medical services employees' bargaining unit shall consist of the uniformed fire employees, including fire marshals, except those excluded by definition in section 2-5-68.
• Labor and Trades: Those eligible classes of employees associated with maintenance and skilled crafts, i.e., job classes of workers performing duties that result directly in the comfort and convenience of the general public, or contribute to the maintenance of capital assets, land and infrastructure of the city, except those excluded by definition in section 2-5-68.
• Administrative and technical: Those non-supervisory and non-managerial employees within the definition of "administrative employee" or who perform office support work and who are not confidential employees excluded from collective bargaining within the definition set forth in section 2-5-68.
• Professional: Those non-supervisory and non-managerial employees within the definition of "professional employee" as set forth in section 2-5-68.

When an employee organization submits a petition requesting a secret ballot election, the Labor Relations Administrator (LRA) will review the petition to confirm that it demonstrates the required level of employee interest under the ordinance and will notify the City Manager in accordance with established procedures. Once a valid petition is confirmed, the LRA will direct that appropriate notices be posted, ensure that all interested employee organizations have an opportunity to participate as provided by the ordinance, and oversee the conduct of the election. Elections are held within the timelines established by the CBO and LRA guidelines. If a majority of valid ballots cast favor representation by an employee organization, the LRA will certify that organization as the Exclusive Bargaining Representative, and the City will recognize the representative in accordance with the ordinance.

Under section 2-5-69 of the CBO, employees have the right to organize, form, join, assist, and pay dues or contributions to employee organizations; to bargain collectively through an exclusive bargaining representative of their own choosing; and to engage in other concerted activities for the purpose of collective bargaining or mutual aid and protection, to the extent such activities are consistent with the ordinance and applicable law. Employees also have the right to refrain from any or all such activities.

The ordinance further provides that any provision of a collective bargaining agreement that violates these employee rights is void, while provisions that establish reasonable timeframes for exercising such rights are permitted. The City and employee organizations are prohibited from engaging in intimidation, coercion, or harassment of employees related to the exercise of rights under the ordinance.

Under section 2-5-70 of the CBO, the City retains the full authority to manage and direct its operations and workforce to the extent permitted by law. Except where expressly limited by a duly adopted collective bargaining agreement, the City’s reserved rights include determining the scope and manner of services provided; directing and assigning work; establishing staffing levels, job classifications, qualifications, and performance standards; and making decisions related to hiring, promotion, discipline, layoffs, and the introduction of new methods, services, equipment, or facilities. The City also retains the authority to maintain the efficiency and integrity of government operations and to take all actions reasonably necessary to carry out its mission.

Notwithstanding any collective bargaining agreement, the City may take actions necessary to respond to emergencies and ensure the continued delivery of essential services. Nothing in the ordinance or any collective bargaining agreement limits the City Council’s authority to establish the City’s budget and appropriate funds in accordance with state law.

Consistent with the ordinance, the City may voluntarily discuss matters related to the exercise of its reserved rights with an exclusive bargaining representative, provided such discussions do not diminish the City’s retained authority or the City Council’s budgetary discretion.

In accordance with section 2-5-77 of the CBO, an employee organization that is recognized as the Exclusive Bargaining Representative for a permitted bargaining unit is authorized to speak on behalf of all employees in the unit and is responsible for representing the interests of all bargaining unit members fairly and without discrimination, regardless of employee organization membership.

The Exclusive Bargaining Representative may meet at reasonable times and places with City representatives to engage in good-faith collective bargaining on matters within the scope of bargaining, subject to the approval processes established by the ordinance. The representative may also meet with bargaining unit employees on City premises in non-secure areas during breaks or non-duty time, and may participate in new-employee orientations or similar meetings within the timeframes established by the ordinance.

Consistent with the ordinance, the Exclusive Bargaining Representative is the sole employee organization eligible to receive payroll-deducted dues authorized by employees, subject to applicable revocation rules and electronic authorization requirements. The representative is also entitled to be present at formal discussions between the City and bargaining unit employees concerning matters within the scope of collective bargaining, and during investigatory meetings where an employee reasonably believes discipline may result and requests representation.

Nothing in the ordinance limits an individual employee’s right to raise a personal complaint, concern, or question directly with the City. When such matters are addressed, the Exclusive Bargaining Representative must be afforded an effective opportunity to be present and to offer its views, and any resolution must be consistent with the terms of an applicable collective bargaining agreement.

If a party alleges that the City or an Exclusive Bargaining Representative committed a prohibited practice as enumerated in the ordinance, the party may file a prohibited practice charge (PPC) within 90 days of the alleged violation or of acquiring knowledge of the alleged violation. 

Sarah Miller Espinosa
City of Alexandria LRA
Email: CityofAlexandriaLRA@alexandriava.gov