HomeMy WebLinkAbout42- Personnel CITY OF SAN BERN.~ DINO - REQUEST F )R COUNCIL ACTION
BARBARA DILLON GENERAL UNIT EMPLOYEES'
rom: Subject: NEGOTIATIONS - IMPASSE
►ept: PERSONNEL HEARING
)ate: AUGUST 24, 1993
ynopsis of Previous Council action:
7/12/93 Mayor and Common Council (closed session).
A 9/19/93 Mayor and Common Council (closed session).
8/16/93 Mayor and Common Council (closed session).
8/19/93 Personnel Committee (closed session).
iecommended motion:
That the hearing be closed and that the contract be imposed in accordance
with the City's last, best and final offer.
,lfQ/1✓i�sc? 2i//d7J
Signature
Barbara Dillon 38V5161
.ontact person: es Phone:
;upporting data attached: Ward:
N/A
:UNDING REQUIREMENTS: Amount:
Source:(Acct. No.)
(Acct. Description)
Finance:
.ouncil Notes:
-0262 Agenda Item No
CITY OF SAN BERNC lDINO REQUEST F R COUNCIL ACTION
STAFF REPORT
Introduction
On July 1, 1992, the contract with the General Unit Employees expired. Their previous
contract was for the period beginning July 1, 1989, and ending on June 30, 1992. Under
that contract, the General Unit Employees received compensation and benefits, including, but
not limited to:
• City-paid medical insurance of $238.50/month for employees with eligible dependents,
and $163.50/month for employee only, with no dependents;
• Shift differential pay of 25C/hour for "swing" shift (4:00 PM-Midnight) and 3%hour
for "graveyard" shift (Midnight-8:00 AM).
• Bilingual pay for up to 12 General Unit Employees City-wide ($25 bi-weekly).
The General Unit Employees last received a 5% across-the-board salary increase, effective
July 1, 1991, for a total of $944,702. Salary increases for the period July 1, 1989, through
June 30, 1992, totalled $2.6 million.
Status of Negotiations
On August 4, 1993, after 26 negotiations sessions, the City Team declared impasse. An
impasse meeting was held on August 16, 1993. Option (B) of the impasse procedures from
Resolution No. 10584 is being followed:
(B) A DETERMINATION BY THE MAYOR AND COMMON COUNCIL,
after a hearing on the merits of the dispute.
The Mayor and Common Council have set 10:00 AM, Tuesday, September 7, 1993,
as the time for an impasse hearing.
Highlights of City Team Proposal
..................................
tti€ e ' summarizes Economic Items in the City Team's proposal. The City Team
..:..:.:.............:::....
proposes a net reduction of$337,302, by cutting back on the City contribution to PERS.
...................................
ttalitent`a2 is the City Team's Last, Best and Final Proposal. This proposal includes
tentative agreements reached with the San Bernardino City Employees' Association
(SBCEA).
Page 2 of 22
75-0264
0
Key Issues
......................................
The City Team and SBCEA reached agreement on 24 items .'.' tC}rrrit' . Nine (9) areas
....................................
of disagreement are summarized in the ` The most expensive proposal from
SBCEA is as follows:
Union Proposal - Health Insurance
An increase in health insurance benefits for employees ($276,677/year):
- Employee Plus Family: Increase to $348.82/month from $238.50/month.
- Employee Only: Increase to $177.46/month from $163.50/month.
The City Team proposal fits within the budget constraints for Fiscal Year 1993-94.
Attachments:
1. City Team Proposal - Summary of Economic Items
2. City Team Proposal - Last, Best and Final
3. Union Proposal - Last, Best and Final
4. Non-Disputed Items
5. Summary - Areas of Disagreement, as of 8/4/93
6. Overview of Salary Increases - General Unit Employees
Page 3 of 22
0 ATTACHMENT 1
CITY TEAM PROPOSAL
GENERAL UNIT EMPLOYEES' NEGOTIATIONS
SUMMARY OF ECONOMIC ITEMS
The City Team's offer is for a net reduction of $337.302.
ADD:
Costs below are for a period of one fiscal year.
BILINGUAL PAY $5,826
(for 8 additional members/year)
WELLNESS PROGRAMS 2,805
(annual cholesterol checks)
Subtotal $8,631
DELETE:
Because take-aways cannot be imposed retroactively, the cost below is based on an effective
date of 10/1/93.
4% CITY CONTRIBUTION TO PERS $345,933
(vs. 7% current City Contribution)
NET REDUCTION 337 302
Page 4 of 22
ATTACHMENT 2
GENERAL UNIT EMPLOYEES NEGOTIATIONS
CITY OF SAN BERNARDINO
AND
SAN BERNARDINO CITY EMPLOYEES ASSOCIATION
The following is a proposal by the negotiating team (Barbara Dillon, Annie Ramos, Fred
Wilson). This proposal is subject to review and approval by the Mayor and Common Council,
and is dated MW
As part of its proposal, the City Team will replace the term "AFSCME" with the term "Union"
throughout the Memorandum of Understanding (MOU).
1. DEFINITION OF TERMS
Add a section entitled, "Definition of Terms," at the beginning of the Memorandum of
Understanding (MOU). See Attachment #1.
2. AGENCY PERSONNEL RULES (Article I. Section 31
Add to the first sentence, ". . . generally contained in the Civil Service Rules and
Regulations for the Classified Service; Resolution No. 6433, as amended; Resolution No.
10584 . . ."
3. SAFETY COMMITTEE (Article I. Section 5)
Add: "Guests and/or speakers will be allowed to attend, based on advance notice to the
City and mutual agreement.
In the event a representative from either side is unable to attend a meeting, the
spokesperson from each side may, with two working days' notice to the other side, select
an alternate from a pre-designated pool of employees. The 'pool' will consist of up to
three (3) employees, whose names will be exchanged by the City and the Union each
July."
4. LABOR-MANAGEMENT COMMITTEE (Article I. Section 6)
Add: Same language as above on guests and/or speakers, and alternates.
5. RECOGNITION/UNION SECURITY (Article II. Section 1)
Revise, as follows:
"Employees of the City have the right to form, join and participate in the activities of
employee organizations of their own choosing for the purpose of representation on all
matters of employer-employee relations.
Page 5 of 22
GENERAL UNIT NEGOTIATIONS
City Team Proposal
July 27, 1993
Page 2
Exclusive recognition of the Union is acknowledged for the purpose of meeting and
conferring on wages, hours and working conditions, and of general representation within
the unit of representation. The classification titles of those general regular employees
in the unit for which the Union has been recognized exclusively as the exclusive
representative are listed under Section 10 of City Resolution No. 6413, as amended,
excluding therefrom: position and classification titles designated as
management/confidential, middle-management, or subsequently so designated by the
City, positions established and created under Federal contract, and those employees while
under provisional or probationary status."
Revise the second sentence of existing paragraph to state, "If unit members do not wish
to be represented by the Union in matters pertaining to grievances and disciplinary
appeals, and wish to represent themselves, such members shall be required to provide
the Union and the City with a signed statement waiving the right to Union representation
in such matters."
Add to the existing paragraph on self-representation: "No employee shall be interfered
with, intimidated, restrained, coerced or discriminated against by the City or by
employee organizations because of the exercise of these rights."
6. PAYROLL DEDUCTION FOR UNION DUES (Article H. Section 31
Revise the fifth paragraph of this section to read, "During the first full work week in
June, a member may request to the Finance Department, in writing, with a copy to the
Union President, to withdraw his/her authorization for dues deduction, which shall
become effective in the first payroll period in August."
7. GRIEVANCE PROCEDURE (Article II. Section 4)
Revise this section as per Attachment #2 to this proposal.
8. UNION REPRESENTATION (Article II. Section 5)
Revise the existing first paragraph of this section and replace it with the following two
paragraphs: "When requested by an employee, a steward may represent an employee in
a grievance, as defined in Article II, Section 4, Grievance Procedure. The steward
representing an employee in a grievance proceeding shall be allowed reasonable time
during working hours for such purposes, without loss of time or pay, with two (2)
working days' advance written notice to, and with the approval of, the immediate
supervisor, who shall notify and obtain the concurrence of the division or department
Page 6 of 22
GENERAL UNIT NEGOTIATIONS
City Team Proposal
July 27, 1993
Page 3
head. Approval to investigate and process a grievance will not be unreasonably withheld.
The privilege of stewards to leave their work during working hours, without loss of time
or pay, is subject to the understanding that time will be devoted to the proper handling
of grievances within the unit of representation, will conform to department work rules,
and will not be abused. Stewards will perform their regularly assigned work at all times,
except when necessary to leave their work to handle grievances as provided herein."
9. EMPLOYEE LISTS (Article II. Section 6)
Revise this section to read, "The City agrees to provide the Union with a list of names
of the General Unit employees, by City department, every six (6) months, beginning in
January of each year."
10. SKELLY RIGHTS (Article II. Section 7)
Revise item 5, as follows: "The employee shall have the right to respond either orally
or in writing within five (5) working days of receipt of Skelly package to the appointing
authority (department head/division head) imposing the discipline."
11. NON-DISCRIMINATION (Article H. Section 8)
Add a sentence stating, "Union membership also includes Union activities."
Also add, "Further, there shall be no discrimination against qualified individuals with
disabilities, as defined by the Americans with Disabilities Act (ADA) of 1990, when
those individuals do not pose a risk to the health or safety of themselves or others. The
ADA expressly identifies reassignment to a vacant position as one form of reasonable
accommodation."
12. PERSONNEL FILES (Article II. Section 9)
Revise: (1) the first sentence, to delete the word "all";
(2) the first sentence, to replace an "employee's supervisor" with an
"employee's Department"; and,
(3) the first sentence, to replace "and supervisor's files" with "and
Department files."
Page 7 of 22
`r
GENERAL UNIT NEGOTIATIONS
City Team Proposal
July 27, 1993
Page 4
13. EMPLOYEE ORIENTATION (Article II. Section 12)
Revise, as follows: "The City will distribute the Memorandum of Understanding, or
contract terms and conditions, as part of the employee orientation program conducted by
the City for new employees."
14. NEW EMPLOYEE INFORMATION (Article II. new Section 13)
Add a new section stating, "Once per month, the Personnel Department will furnish the
Union with information on new General Unit employees, excluding their home addresses.
Data will include employee name, title, department, department phone number, and date
of hire. Data will not be provided until at least ten (10) working days following approval
of the appointment by Mayor and Common Council."
15. MAILBOX (Article H. new Section 14)
Add a new section stating, "The City will offer a mail slot for the General Unit in the
mailroom area established for City Departments."
16. SALARIES (Article III. Section 1)
Delete the entire section, and replace it with a statement that, "Salaries are per
Resolution No. 6413, Section Ten, as amended by the Mayor and Common Council."
17. PERS (Article M. Section 2)
Delete the words, "Effective July 3, 1989."
Revise to read, "The City will pay four percent (4%) of the members' contribution to
PERS credited to the employees' account as a fringe benefit, effective 9/1/93.
18. PERSONAL TOOL REPLACEMENT ALLOWANCE (Article III. Section 7)
Delete subsection (3), relating to Parks, Recreation & Community Services employees.
Renumber remaining sections.
19. BILINGUAL PAY (Article III. Section 9)
Revise this section to read, "General unit employees, as designated by the City
Administrator, and who meet the certification and eligibility requirements as developed
Page 8 of 22
p
GENERAL UNIT NEGOTIATIONS
City Team Proposal
July 27, 1993
Page 5
by the City, shall be compensated at the rate of $50.00 per month. The duties of the
employee receiving bilingual pay may be reviewed annually to determine that bilingual
duties assigned to an employee are being performed on a regular and frequent basis. The
designated employees may be tested annually for certification and recertification.
Not more than 20 General Unit employees may be designated to receive bilingual pay.
The City Administrator or designee will retain the right to select the 20 eligible
employees and to determine the Departments where use of employee bilingual skills
would be best served. The City shall reserve the right to determine languages for which
testing will be conducted."
20. HEALTH/LIFE INSURANCE (Article IV. Section 1)
Delete the first two sentences of part A, pertaining to January 1989, and replace with
the following language from part B: "Effective July 1, 1992, employees without eligible
dependents will be provided $147.50 per month as cafeteria monies to spend on any
insurance plan offered by the City. Employees with eligible dependents will be provided
$222.50 per month as cafeteria monies to spend on any insurance benefit plan offered by
the City."
Revise the second two sentences of Section A to refer to "Section B," vs. Section D.
Delete existing Sections B and C. Reletter remaining sections.
Revise new Sections C and D to refer to "sections A and B."
Add a new section, stating that, "Each member of the bargaining unit is eligible to
participate in a City-sponsored program of annual cholesterol checks and dietary
counseling, effective July 1, 1993."
21. UNIFORMS, RAIN GEAR & SAFETY EQUIPMENT (Article IV. Section 2)
Revise item (6) to read: "Facilities Management Division: Custodian; Building
Maintenance Personnel; Parking Control Checker."
Revise item (7) to read: "Parks, Recreation & Community Services: Maintenance
Plumber I & II; Parks Maintenance Leadworker; Parks Maintenance Workers, I, II, III;
Landscape Inspector."
Page 9 of 22
GENERAL UNIT NEGOTIATIONS
City Team Proposal
July 27, 1993
Page 6
22. EDUCATION TUITION ASSISTANCE (Article IV. Section 3)
Revise B, Procedures, to read: "Employees will submit copies of their approved
applications to the Personnel Department according to City policies and procedures.
Employees must include official verification of their final grades, with appropriate
receipts for tuition costs. These will be returned to employees upon request.
Applications not submitted to the Personnel Department according to City policies
following completion of the course become void."
Revise C, Eligibility, item 1, to read: "Applications for tuition reimbursement will be
considered only from full-time, regular employees, who have completed probation."
Add a new item to C, Eli i ili : "Approval will be limited to courses given by
accredited colleges and universities, city colleges or adult education courses under the
sponsorship of the Board of Education. No mail-order courses will be approved.
Workshops, seminars, conferences and similar activities not identifiable as a formal
course of instruction within the curriculum of a recognized educational institution, do not
fall within the purview of this program, but may be authorized and funded by the
Department upon approval of the City administrator." Delete item 6 from D,
Reimbursement.
Add to D, Reimbursement, item 1: "The Director of Personnel will recommend
approval or disapproval based on the availability of budgeted funds for education tuition
assistance."
23. VACATIONS (Article V. Section 1)
Revise the first paragraph of part A, as follows:
Completed Years of Rate of Accrual Equivalent Hours
Continuous Service* Per Pay Period Per Year
1 year** 3.33 hours 80 hours
5 years 5.0 hours 120 hours
15 years 6.667 hours 160 hours
20 years 8.33 hours 200 hours
* Service year begins on initial date of employment.
** No vacation granted or accrued, if service is less than one year.
Page 10 of 22
a D
GENERAL UNIT NEGOTIATIONS
City Team Proposal
July 27, 1993
Page 7
Revise B to read, "The amount of accrual shall not exceed the specified number of hours
granted per year."
Revise D to read, "Vacation credits may be accrued and accumulated up to a maximum
of two (2) years total accumulated vacation credits upon approval of the department head,
as per the employee's rate of accrual."
Revise H to read, "Vacation credits may be taken off in increments according to
Department Work Rules, with prior Department Head approval."
Delete part I re: "continuous service."
Revise part J to delete the words "as defined above"; reletter section.
24. HOLIDAYS (Article V. Section 2)
Revise part A as follows: "Employees shall be entitled to 11 City-designated holidays,
the equivalent of 88 holiday hours, each year . . . plus 16 hours of Floating Holidays,
Per year (see B)."
Revise part B as follows: "Each department head shall consider employees' requests for
scheduling the 16 hours of floating holidays, per year . . ."
Replace the first paragraph of part C as follows: "Employees who, due to scheduling,
must work on a recognized City holiday, will be compensated on the basis of the number
of hours worked on said holiday, excluding lunch/dinner break. The hours accruing to
the employee's holiday bank for that day shall not exceed 8 hours.
If a holiday occurs on a normal day off for an employee, the employee shall receive no
additional pay."
25. SICK LEAVE (Article V. Section 31
Revise part A, second paragraph, to read, "Not more than 40 hours of sick leave within
any calendar year may be approved for an employee . . ."
In the third paragraph, state that, "Not more than 40 hours of sick leave within any
calendar year may be granted to an employee for the care of, or attendance upon,
members of his/her immediate family, as defined above . . . to justify a sick leave of 40
consecutive hours or longer . . ." Leave in last sentence of paragraph.
Page 11 of 22
GENERAL UNIT NEGOTIATIONS
City Team Proposal
July 27, 1993
Page 8
In the fourth paragraph, delete reference to "County Health Officer," and replace with
"a designated physician."
Revise part A, fifth paragraph, to state: "In order to receive compensation while absent
on sick leave, employees shall notify their immediate supervisor or designee prior to, or
within 30 minutes of, the time set for beginning their daily duties, or as may be specified
in Department/Division work rules."
Revise part A, sixth paragraph, to substitute "regular" for "permanent." Delete the
eighth paragraph on "service of City."
Revise part B, first paragraph, to incorporate language from third paragraph: "All full-
time employees who have completed the first six (6) calendar months of continuous
service with the City shall be granted a sick leave accumulation of 48 hours. After six
(6) months or more of continuous service, employees who are compelled to be absent
from work on account of illness or injury, other than that which is compensable under
Article V, Section 5, shall be compensated for sick leave, provided that such
compensation shall cease upon the exhaustion of all accumulated sick leave. Employees
shall not accumulate sick leave while compensated under the provisions of Article V,
Section 5."
Delete third paragraph of part B. Revise the sixth paragraph of part B to read,
"Whenever the employee uses all allowable sick leave, further absences may be charged
against accrued vacation, upon approval of the department head. If all allowable sick
leave has been used, and use of accrued vacation is disapproved, the employee will take
loss of pay for the time not covered by allowable sick leave."
26. PAYMENT FOR UNUSED SICK LEAVE (Article V. Section 4)
Revise sentence two of this section to read: "Payment for 50% of accumulated, unused
sick leave shall be made, provided that in no event shall such compensation exceed 480
hours of such leave."
27. INJURY LEAVE (Article V. Section 5)
Revise the first paragraph of this section, as follows: "All regular employees shall be
granted industrial accident or illness leave for the first three (3) calendar days of their
disability. Effective with the fourth day of necessary absence for such illness, each
employee shall be authorized, upon their request, to utilize any balance of their
accumulated sick leave credits to augment the amount of temporary disability they
Page 12 of 22
GENERAL UNIT NEGOTIATIONS
City Team Proposal
July 27, 1993
Page 9
received, to the extent the total sum received will result in a payment equal to their
normal compensation. The utilization of sick leave for this purpose shall end with the
termination of the temporary disability or when the accumulated sick leave credits have
been exhausted, whichever occurs first."
Revise the second paragraph of this section, as follows, "When employees sustain what
they believe to be an industrial injury or illness, they shall request an 'Employee Claim
for Workers' Compensation Benefits' form from the supervisor. The supervisor is
required to give the employees this form within one (1) working day of the City being
notified of the injury. Employees will log date and time employees given form on
Supervisor's Report of Injury. Employees must return Employees' Claim form to
supervisor to begin the process of filing an industrial injury. In the event the employee
is unable to prepare the form due to hospitalization, serious illness or injury, the
supervisor or a member of the department/division staff shall prepare the required
report."
28. ELECTION LEAVE (Article V. new Section, # to be designated)
Add a new section stating, "Employees may request time off to vote in accordance with
Resolution No. 89-38, as may be amended. This is attached as an exhibit to the MOU."
29. WORK PERIODS (Article VI, Section 1)
Revise this section as follows:
"A. City Work Schedules
City work schedules shall be as herein defined, except as otherwise provided for:
1. 5/40 Work Schedule: The 5/40 work schedule shall consist of a 40-hour
work week consisting of five (5), eight (8) hour work days, exclusive of
any meal periods assigned by management.
2. 9/80 Work Schedule: The 9/80 work schedule shall consist of 80 work
hours in a two (2) week period, consisting of eight (8), nine (9)hour work
days and one (1), eight (8) hour work day, exclusive of any meal periods
assigned by management.
Page 13 of 22
GENERAL UNIT NEGOTIATIONS
City Team Proposal
July 27, 1993
Page 10
3. 4/10 Work Schedule: The 4/10 work schedule shall consist of a 40-hour
work week consisting of four (4), ten (10) hour work days, exclusive of
any meal periods assigned by management.
Work schedules shall be posted on all department bulletin boards showing
the employees' shift, work days, and where known, hours.
Revise the existing third paragraph of this section, by retitling it, "B. Work Schedule
Adjustments," and substituting "seven (7) calendar days" for "five (5) working days."
30. NOTICE OF INTENT TO REOPEN (Article VII. Section 4)
Revise the first sentence of this section to read, "The parties agree that, if either party
desires to propose changes in the terms or conditions of this MOU for the period
following expiration of this MOU, notice shall be given to the other not later than the
last working day of the February in the last year of the contract, that such discussions
are desired. Such notice shall request a meeting to begin negotiations and establish
ground rules which shall include, at a minimum, the date beyond which no further
proposals may be submitted by either party."
Page 14 of 22
p
Attachment #1
DEFINITION OF TERMS
City: The City of San Bernardino.
Classification: Includes titles listed in Section 10 of City Resolution No. 6413, as
amended.
Dv: As it pertains to a holiday, sick leave day, or a vacation day, one (1)
"day" equals eight (8) hours, unless otherwise specified.
Exclusions: Excluded from the General Unit are: classification titles designated as
management/confidential, middle-management, or safety, positions
established and created under Federal contract, and, temporary, part-time,
provisional and probationary individuals.
General Unit: Includes titles listed in Section 10 of City Resolution No. 6413, as
amended. Additional titles in the General Unit may be established by the
Mayor and Common Council. Also reference "Exclusions" above.
Mandatory and
Permissive: "Shall" is mandatory; "may" is permissive.
MOU: Memorandum of Understanding
Union: The exclusive bargaining representative for the General Unit.
Page 15 of 22
p 4
Attachment #2
2. GRIEVANCE PROCEDURE
Revise Article II, Section 4, as follows:
Definition of Employee Grievance: "A grievance is an alleged violation of the terms of
the MOU . . . The remedy selected by the employee shall be the exclusive remedy
pursued, either through the grievance procedure, or through appeals to the Civil Service
Board. If the employee chooses to appeal disciplinary action to the Civil Service Board,
he/she shall be precluded from filing a grievance.
Additionally, allegations of discrimination and harassment may be submitted to the
Affirmative Action Officer."
Procedural Steps for Handling Grievances: (second sentence in A) ". . . The grievance
must be submitted to the Informal Step within ten (10) working days of the incident
causing the grievance, or of the grievant's knowledge of the incident's occurrence. The
date and the subject of the incident should be provided with the request for the informal
meeting."
B. (1) " . . . the Department Head, or his/her designee, within the next ten (10)
working days. The Department Head, or his/her designee, shall meet with the
employee . . . Within ten (10) working days of the presentation of the grievance,
the supervisor shall provide an oral response to the employee."
B. (2) " . . . The Director of Personnel, or his/her designee, shall meet with the
employee, and if the employee desires, the designated Union representative . . ."
B. (3) "If the grievance is still not adjusted, the aggrieved party may file a
written appeal with the City Administrator or his/her designated representative
within ten (10) working days from the date of delivery of said answer.
The City Administrator or his/her designated representative shall deliver his/her
answer, in writing, within the ten working days after receipt of the appeal."
B. (4) "The decision of the City Administrator of his/her designated
representative is final and binding on all parties, unless reversed by a court
decision."
B. (5) "All grievances shall be treated as confidential, and no publicity shall be
given the final resolution of the grievance."
Page 16 of 22
B. (6) "Any grievance not answered by the City within the specified time limits
listed above shall be deemed settled on the basis of the Union's original demand.
Likewise, any adjustment not appealed by the employee or his/her designated
representative within the specified time limits listed above shall be deemed settled
on the basis of the last City official's answer. Time lines as above may be
extended by mutual agreement only."
Page 17 of 22
ATTACHMENT 3
F
san BEanandino pUB11C employees assocutlon
433 NO.SIERRA WAY • P.O.BOX 308 • SAN BERNARDINO.CA 92402 • (909)889-8377 • FAX(909)888.7429
AUGUST 4 , 1993
BEST, LAST AND FINAL OFFER
SAN BERNARDINO PUBLIC EMPLOYEES ASSOCIATION
ASSOCIATION CITY
1. All prior tentatively agreed 1. Agrees to pay extra 26 to
items remain in effect. hours of holiday pay in
exchange for 4/10-9/80
plans.
2 . All items not tentatively 2 . City removes PERS issue from
agreed to (expect those items table.
listed to the right) will be
withdrawn.
3 . Association will pay 1/2 cost 3 . City allows employees to
of printing MOU. accrue comp. time.
4 . Increase contribution to
employee only $ 177 . 46
employee + family $348 . 82
Q1N06A
Page 18 of 22
et ATTACHMENT 4
NON-DISPUTED ITEMS
• DEFINITION OF TERMS
• AGENCY PERSONNEL RULES
• SAFETY COMMITTEE
• LABOR-MANAGEMENT COMMITTEE
• RECOGNITION/UNION SECURITY
• PAYROLL DEDUCTION FOR UNION DUES
• UNION REPRESENTATION
• EMPLOYEE LISTS
• SKELLY RIGHTS
• NON-DISCRIMINATION
• PERSONNEL FILES
• EMPLOYEE ORIENTATION
• NEW EMPLOYEE INFORMATION
• MAILBOX
• SALARIES
• PERSONAL TOOL REPLACEMENT ALLOWANCE
• BILINGUAL PAY
• WELLNESS PROGRAM (HEALTH/LIFE INSURANCE)
• UNIFORMS, RAIN GEAR & SAFETY EQUIPMENT
• EDUCATION TUITION ASSISTANCE
• SICK LEAVE (NOTIFICATION OF SUPERVISOR)
• INJURY LEAVE
• ELECTION LEAVE
• NOTICE OF INTENT TO REOPEN
Page 19 of 22
AWN ATTACHMENT 5
CITY TEAM SUMMARY
AREAS OF DISAGREEMENT
GENERAL UNIT NEGOTIATION
1. GRIEVANCE PROCEDURE (Article II, Section 4): Union wants arbitration. City
Team proposal deletes arbitration, consistent with grievance procedures for other
bargaining units. City Team also proposed revised language on definition of employee
grievance and procedural steps for handling of grievances.
2. PERS (Article M. Section 2): City Team proposal reduces City contribution to PERS
from 7% to 4%.
3. HEALTH/LIFE INSURANCE (Article IV, Section 1): Currently, the City contribution
is $163.50/month for employee only and $238.50/month for employee plus dependents
for health insurance. Union proposes to increase health benefits insurance contribution
for employee only to $177.46/month and for employee plus family to $348.82/month.
City team disagrees due to cost: $276.677/year.
4. VACATIONS (Article V. Section 1): Currently, vacation time is stated in terms of
"days." The City Team proposal converts vacation days to "hours," e.g., after one year
of service with the City, an employee is entitled to 80 hours of vacation.
Union will not agree to conversion to hours, unless City accepts Union proposal that City
"pay extra 26 hours of holiday pay" each year, in conjunction with implementing 9/80
and 4/10 plans.
5. HOLIDAYS (Article V, Section 2): Currently, holidays are stated in terms of "days."
The City Team proposal converts holiday "days" to "hours," e.g., "11 City-designated
holidays, the equivalent of 88 holiday hours, each year . . . plus 16 hours of Floating
Holidays, per year."
Union will not agree to conversion to hours, unless City accepts Union proposal that City
"pay extra 26 hours of holiday pay" each year, in conjunction with implementing 9/80
and 4/10 plans.
6. SICK LEAVE (Article V. Section 3): Currently, sick leave is stated in terms of "days."
The City Team proposal converts "days" to "hours," e.g., "Not more than 40 hours of
sick leave within any calendar year . . . "
Union counter-proposal is the same as for vacation and for holidays, as stated above.
7. PAYMENT FOR UNUSED SICK LEAVE (Article V. Section 4): The City Team
deleted reference to "days" and substituted "hours."
Page 20 of 22
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8. WORK PERIODS (Article VI, Section 1): The City Team proposal defines various work
schedules, including 5/40, 9/80 and 4/10 work schedules.
Union counter-proposal is the same as for vacation, holidays and sick leave, as stated
above.
9. COMPENSATORY TIME (new article): The Union proposed that, "The City allow
employees to accrue comp. time."
The City has been moving away from the use of compensatory time, except for Police
Safety. Accounting is time-consuming. In June 1992, the Mayor and Common Council
deleted compensatory time from the Mid-Management contract.
Page 21 of 22
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#1
NUIS-121SPI LIED '
• DEFINITION OF TERMS
• AGENCY PERSONNEL RULES
• SAFETY COMMITTEE
• LABOR-MANAGEMENT COMMITTEE
• RECOGNITION/UNION SECURITY
• PAYROLL DEDUCTION FOR UNION DUES
• UNION REPRESENTATION
• EMPLOYEE LISTS
• SKELLY RIGHTS
• NON-DISCRIMINATION
• PERSONNEL FILES
• EMPLOYEE ORIENTATION
• NEW EMPLOYEE INFORMATION
• MAILBOX
• SALARIES
• PERSONAL TOOL REPLACEMENT ALLOWANCE
• BILINGUAL PAY
• WELLNESS PROGRAM (IEALTH/LIFE INSURANCE)
• UNIFORMS, RAIN GEAR & SAFETY EQUIPMENT
• EDUCATION TUITION ASSISTANCE
• SICK LEAVE (NOTIFICATION OF SUPERVISOR)
• INJURY LEAVE
• ELECTION LEAVE
• NOTICE OF INTENT TO REOPEN
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##2
CITY TEAM PROPOSAL
GENERAL UNIT EMPLOYEES
BENEFITS PROPOSALS:
Bilingual Pay 5,826
Wellness Program 21805
4% PERS Contribution (vs. 7%) -345,933
NET REDUCTION -$3379302
#3
KEY UNION PROPOSALS:
* INCREASE IN HEALTH INSURANCE BENEFITS
Increase health benefits for current employees
Variance: $276,677
* EXTRA 26 HOURS/YEAR OF HOLIDAY PAY
(For 9/80 & 4/10)
* COMPENSATORY TIME