On June 16, 2026 RTD’s board is asked to authorize the Interim CEO to provide a 3% cost‑of‑living adjustment to all non‑represented employees hired or promoted before July 1, 2026, effective July 1, 2026. The COLA is based on the CPI‑U for the San Francisco–Oakland–Hayward region, which was 3.8% for the twelve months ended April 2026 but capped at 3% per board policy. The total budgeted impact is 251,304.16, including wage increases and associated 401(a) contributions, defined benefit contributions, and FICA/Medicare. Staff also note that this CPI index has shown significant volatility, and they are evaluating alternative methodologies for future COLA determinations, with a recommendation expected before the FY2028 budget.This decision is primarily internal to RTD’s workforce, but it highlights an active review of compensation policy and COLA methodology. HR and compensation consultants, labor economists, and benefits advisors can monitor this discussion and potentially offer services to support RTD’s redesign of its COLA framework, salary structures, and total rewards strategy as it seeks to balance competitiveness with financial sustainability.

CPI benchmark is SF–Oakland–Hayward CPI‑U; Board previously set the 3% cap in Resolution 6021 (November 19, 2021).