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HomeMy WebLinkAboutSummary AFSCME Contract Negotiations Summary – AFSCME Labor Contract Negotiations The current labor contract expired on December 31, 2013. But, by operation of contract language and law, the contract has continued to remain in force and effect. There were 6 in-person negotiations between the City and AFSCME for a new labor contract and an exchange of 9 proposals collectively by the parties. The parties have executed the new labor contract. A summary of the new labor contract includes the following changes to the current labor contract: Item Change General  Clean-up certain text that was incorrect, unclear, nonsensical or duplicative  Change language to be more labor and employment technically appropriate  Solidify management’s rights  Ensure more consistency with internal documents, such as personnel policies and LELS contract and industry standards Duration 2014 and 2015 Union Require employee to work more than 67 days in a calendar year to be in the union Employee Base Hourly Define as wage listed in wage schedule Wage Definition Employer Add additional specific rights of management:  Authority Establish shifts, and hours  Contract for goods or services  Make and enforce reasonable rules and regulations  Hire, promote, assign, and transfer Employees  Lay off Employee  Assign duties, tasks, jobs, hours, shifts, and overtime to Employees Union Dues Add provision that union will indemnify and hold city harmless for city deducting union dues from employees Grievance  Require union to follow more formalities Procedure  Prohibit employee getting “two bites at the apple” for challenges to a city’s action pursued outside the grievance process Holidays Prohibit personal holidays from being used if other banked holiday hours available Vacations  Specify that only full-time employees get  Prohibit probationary employees from using  Require employees to leave in good standing to get vacation cashed out upon separation from employment  Prohibit probationary employees from getting vacation cashed out upon separation from employment Item Change Sick Leave  Specify that only full-time employees get  Prohibit probationary employees from using  Require illness or injury to necessitate an absence from work to be eligible Funeral Specify that leave time in contract is a maximum Leave Legally Prohibit employees from pursuing a grievance related to these leaves, except FMLA Required Leaves Health Employer contributions:  Insurance Family Year Premium H.S.A. 2014 $ 977.57/mo [2%^] $ 3,000.00 /year 2015 $ 997.12/mo [2%^] $ 2,000.00 / year  Single Year Premium H.S.A. 2014 $ 300.29/mo [2%^] $ 1,500.00 /year 2015 $ 306.29/mo [2%^] $ 1,000.00 / year Life Eliminate language regarding payment of benefit amount and changing beneficiaries Insurance Recall from  Require removal from recall list if employee does not follow required procedures Layoff to be recalled  Clarify that part-time seniority is based on continuous hours worked with City Wages General wage increases  2014: 2.5%  2015: 2.75% Uniforms  Remove requirement that City provide “weekly” laundry of uniforms  Require any uniform issues be discussed with safety committee  Remove language specifying what uniforms consist of  Remove clothing allowance On-Call  Remove day-by-day schedule of employees  Maintain language in an MOU  Specify job titles that will be on call  Allow for switching of on call times with supervisor approval  Require MOU to expire with contract Page 2 of 2