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Park Board Members in good standing,
Thanks for your participation in this round of negotiations, your input through the surveys and the internet has helped to shape this tentative agreement which your contract steering committee, negotiation team and I believe goes along way towards gaining back what had been lost historically and strongly recommend it’s ratification.
If accepted Maintenance employees we will once again have the ability to choose to receive cash for the premium portion of our overtime, including double-time. We’ll have for the first time in over four decades made improvements in the mandatory vacation reduction schedule. We’ll have for the second contract in a row dramatically increased the longevity schedule. We’ll have raised the starting wage for both our Parkkeepers and our Arborist by 39% and 14% respectively. As well all new members would be eligible for health care coverage one month after hire and by the end of this contract all members will have the added security of a long term disability plan that pays 60% of your wages if disabled over 90 days.
Please review the attached settlement summary for the rest of the improvements and come to the contract settlement discussion and vote on Monday, December 11th in room 216 of the United Labor Centre’ 312 Central Avenue SE. This meeting is for contract discussion and vote only. The meeting will be called to order at 4:00pm the contract will be explained, questions will be answered after which a vote will be taken.
Special thanks to the steering committee and negotiation team for there many hours of hard work in reaching this tentative agreement.
Fraternally,
Todd T. Pufahl
Business Manager
Negotiation team: Laurie Jones & Kerry Kackman Steering Committee Members: Jerome Evans Se., Steven Bilyk, Joe Sparrow, John Rainville, Jack Bersaw, Sam Garrison, Kevin Moody, Dan Rions, Martin Wandzel, Chuck Preston, Mike Connoy, Jerry Rogers, Mark Blackowich, Teresa Duggan, Cary George, Keith Olsen, Bob Schumacher, Chris Cavanaugh, Greg Bauer, Greg Valasco & the late Patrick Ryan.
City Employees’ Local #363
| January 2000 | July1, 2000 | January1, 2001 | January1, 2002 | Total % Wage growth |
| 2.5%* | 1.5% | 3.15% | 3.25% | 10.5%*/3yrs = 3.5% |
| 3.% | 0% | 3.15% | 3.25% | 9.4%/3yrs = 3.13% |
| |
1.5% | 3.15% | 3.25% | 7.9%/2.5yrs = 3.16% |
The
spreadsheet above contrasts this offer against the recent City
settlements (shaded)
Examples below show the impact of the July 1 2000 & January 1, 2001 increases as well as the top step longevity increases. (note the underlined figure represents the growth w/o the longevity increase)
17.96 X 1.5% = 18.23 X 3.15% = 18.80 + .30 =
19.10hr as of January 1, 2001 19.12 –17.96 = 1.14 wage
increase w/i 6 months! - .30 = .84 increase w/i 6 months.
Back Pay = .27hr X 1040 = 280.79 +
.30 X 1040 = 312.00 + 234.00 = 592.79!
* .30 hr longevity increase + 1.7%
value of Parkkeeper rate. 1.7% + 1.5% = 3.2%!
18.50 X 1.5% = 18.78 X 3.15% = 19.37 + .30 =
19.67hr as of January 1, 2001 19.67 –18.50 = 1.17 wage
increase w/i 6 months! - .30 = .87 increase w/i 6 months.
19.83 X 1.5% = 20.13 X 3.15% = 20.76 + .30 = 21.06 as of January 1, 2001 21.06 – 19.83 = 1.23 wage increase w/i 6 months! - .30 = .93 increase w/i 6 months.
Longevity increase
We have an agreement on increasing the top
step longevity by $0.30. The new top step retroactive to July 1,
2000 will be $.73 hr. This is the equilalent of an
additional 1.7% increase to top step. ($624.00 year)
The 1st step
longevity of $0.15 hr will be sunset with any hires > January
1, 2001.
We also have a tentative agreement on the vacation reduction schedule that would move an additional 10 members up ten places on the list in addition to the attrition. (See attached impact sheet)
Overtime payout option:
We have negotiated two options one to best serve our Maintenance Members and one to best serve our Forestry Members.
a) Maintenance Members -Members will be able to sell the premium portion of there overtime earned on each occurrence. You would be able to cash 1/3 of your ot earned at 1.5, on Holidays you would be able to cash 2/3’s on Double-time days you would be able to cash ½. This will require you work at least 7.5 overtime days to get the 30 hours you use to be able to cash annually after working a minimum of 2.5 days. The benefit is that there is no limit on how much you can cash in under this new language. It would take 3 Holidays or 3.75 double-time days to get your 30 hours or break even so to speak. With this option compensatory banks would be reduced to 40 hours each April 15th starting in 2002.
b) Forestry Members – Continue with the 30 hours annual payout, each June after comp time reduction to 80 hours by April 15th members could choose to cash out up to 30 hours from their comp time bank. This duel system is for the term of this contract if problematic system “a” will become the default singular system.
We have negotiated an improvement to the on-call pay for the Golf Courses, basically they will receive one more hour of straight time cash for being on call..
We also have a tentative agreement on honoring seniority for the winter season Holidays.
Members will be allowed to pick which Holidays they want to work by seniority on a rotating basis. Future years will be contingent on the success or lack there of of 2001’s
trial.
Lump sum of $300.00 a year for Shop Repair Worker and Storekeeper I. (was $250.00 SRW only)
$0.25 hr for reel or rotary mowers of 96” or greater cutting width. (Was $.15 reel only)?
Eliminated the 1st step, moved all current Parkkeeper Trainees to the remaining step as of September 1, 2000.
Eliminated the 1st step, moved all current Arborist Trainees to the remaining step as of September 1, 2000.
Eliminated the 1st & 2nd step of the title.
Increase rate by $.30 hour effective July 1,
2000. (To keep same ratio between Foreman & Supervisor,
Foreman get longevity Supervisors do not)
Effective January 1, 2002 all members will receive long-term disability coverage. This coverage pays 60% of your wages after 90 days of disability.
Effective January 1, 2001 all new members will receive health care coverage effective the first month after they get hired. There will be a 6% reduction in their salary for the 1st six months to defray the cost of this improvement. (We eliminated the former 1st step’s)
a) Enabling language that will require that once established all members severance balances be transferred upon retirement to a Health Care savings account which allows the member to access there severance dollars tax free for the purpose of paying health care costs.
b) Enabling language that requires that once established all vacation and compensatory balances upon full retirement be transferred to the employees Health Care savings account.
Enabling language that requires once available on the next scheduled wage increase that $.12 hour be deducted to the Laborers Industrial Pension for all members in the unit.
Language that would upon a vote of the membership allow a member to be released to work for the union while receiving Maintenance Crewleader wages and full benefits. This would be in exchange for each employee either having their compensatory balance reduced by six hours annually or upon reaching an agreement with the City to share the expense three hours of compensatory time. If the employee did not have the compensatory time their vacation bank would be debited to make up the balance of the six or three hours.
Impact of July 1, 2000 & January
1, 2001 increases on base rates;
19.48 X 1.5% = 19.77 X 3.15% = 20.40 + .30 = 20.69 as of January 1, 2001 27.52 – 19.48 = 1.22 wage increase w/i 6 months! - .30 = .92 increase w/i 6 months.
23.54 X 1.5% = 23.89 X 3.15% = 24.64 + .30 = 24.94 as of January 1, 2001 27.52 – 23.54 = 1.40 wage increase w/i 6 months! - .30 = 1.10 increase w/i 6 months.
18.41 X 1.5% = 18.69 X 3.15% = 19.27 + .30 = 19.57 as of January 1, 2001 27.52 – 18.41 = 1.16 wage increase w/i 6 months! - .30 = .86 increase w/i 6 months.
21.97 X 1.5% = 22.23 X 3.15% = 23.00 + .30 = 23.30 as of January 1, 2001 27.52 – 21.97 = 1.33 wage increase w/i 6 months! - .30 = 1.03 increase w/i 6 months.
23.56 X 1.5% = 23.91 X 3.15% = 24.66 + .30 =
24.96 as of January 1, 2001 24.96 – 23.56 = 1.40 wage
increase w/i 6 months! - .30 = 1.10 increase w/i 6 months.
22.49 X 1.5% = 22.83 X 3.15% = 23.55 + .30 = 23.85 as of January 1, 2001 27.52 – 22.49 = 1.36 wage increase w/i 6 months! - .30 = 1.06 increase w/i 6 months.
22.50 X 1.5% = 22.84 X 3.15% = 23.56 + .30 = 23.87 as of January 1, 2001 27.52 – 26.00 = 1.36 wage increase w/i 6 months! - .30 = 1.06 increase w/i 6 months.
26.00 X 1.5% = 26.39 X 3.15% = 27.22 + .30 = 27.52 as of January 1, 2001 27.52 – 26.00 = 1.52 wage increase w/i 6 months! - .30 = 1.22 increase w/i 6 months.