HomeMy WebLinkAbout06-355
NOVEMBER 28, 2006
06-355
RESOLUTION
(CARRIED 5-2
LOST
LAID OVER
WITHDRAWN
PURPOSE:
APPROVE LABOR CONTRACT I OSHKOSH PROFESSIONAL
POLICE ASSOCIATION
INITIATED BY:
CITY ADMINISTRATION
WHEREAS, the City of Oshkosh and Oshkosh City Employee Union, Oshkosh
Professional Police Association, previously negotiated a Working Conditions Agreement
for calendar years 2004-2006; and
WHEREAS, the parties reached a tentative agreement for certain changes to the
labor contract for years 2007-2009 as reflected in the attachment; and
WHEREAS, OPPA has ratified these changes and it is appropriate for the Common
Council to also ratify this agreement;
NOW, THEREFORE, BE IT RESOLVED by the Common Council of the City of
Oshkosh that the attached changes to the current labor contract with OPPA are approved,
and the proper City officials are authorized and directed to enter into an appropriate
agreement for these purposes, the execution copy being deemed approved by their
respective signatures, and said City officials are further authorized and directed to take
those steps necessary to implement the terms and conditions of the labor contract.
CITY OF OSHKOSH
AND THE
OSHKOSH PROFESSIONAL POLICE OFFICERS ASSOCIATION
TENTATIVE AGREEMENT
REACHED ON NOVEMBER 2,2006
Revised 11/13/06
NOTE: All provisions of the previous Agreement shall continue in the successor
Agreement except for the following changes:
1. Article VI, B. Vacation. Add:
Effective 1/1/06: After 25 years of service, twenty-eight (28) working days.
2. Article IV, Cancellation of Overtime Assiqnments. Insert the following as a new
paragraph:
CANCELLATION OF OVERTIME ASSIGNMENT
"If a scheduled overtime assignment is cancelled inside of eight hours before the
officers are scheduled to begin work, or before the officers have worked forty
minutes of overtime, those officers involved will be paid one hour of straight call-
in time.
Any officer reporting for an overtime assignment who is sent home prior to the
schedule end of the assignment will be compensated for the time worked only."
3. Article V, Call-In Time and Court Appearance. Add the following as a new
paragraph three on page three:
Call-ins: Any officer in one of the five categories listed below that is ordered in to
work will be entitled to an additional one-half hour of straight call-in pay plus
overtime for time worked outside their normal hours of work, commencing when
they report for duty. "Reporting for duty" begins when the officer arrives at the
Police Department, the incident scene, or when the officer logs on with dispatch
from their one-on-one car, if they were called in for a road patrol assignment.
The additional one-half hour call-in pay does not apply when the call-up is
previously scheduled or officers being ordered in have an hour or longer before
having to report.
Categories which trigger this compensation are as follows:
1. Crisis Reaction Team, including Negotiators.
2. Tactical Team.
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3. Crash Investigation Team.
4. Officer or Detective being ordered in.
5. Department-Wide Call-up.
4. Article VI, Authorized Absence. Section C. Holidav Leave. Add the following:
"Notwithstanding the above, Light Duty Officers injured related to a non-worker's
compensation claim are required to take time off on holidays and are not
permitted to work unless permission is obtained from their immediate supervisor."
5. Article VI. C. Holidav Leave. Add:
December 31 will replace January 1 as the designated holiday for officers
working third shift or night shift overlap for purposes of time and one-half pay.
6. Article VIII. A. Insurance - Medical Benefits Plan. Delete and insert:
The Employer shall provide health coverage equal to a level of benefits available
to employees under the City of Oshkosh Medical Benefit Plan Master
Document(s) effective January 1, 2007. The Employer agrees not to reduce the
benefits during the life of the Contract. Changes in the participation of health
care providers listed on any preferred provider list shall not be viewed as a
reduction in benefits.
The City may, from time to time, change the medical benefit plan administrators,
PPO provider, or method of funding for health coverage if it elects to do so. At
least 30 days advance notice of any change in the medical benefit plan
administrator, PPO provider or method of funding shall be provided to the
Association. Whenever the City is considering any of these changes, the
Association may provide input into a decision. This input is limited to advisory
only and will not affect the City's responsibility to select a provider or
administrator.
The City will implement a dual choice health plan: a PPO and an EPO.
Health Risk Assessment (HRA): Employee participation in the City's Health Risk
Assessment (HRA) program is voluntary. To receive the preferred premium
contribution rate, the employee must participate in the HRA. Participation by the
employee's spouse in the HRA is encouraged but not required. Participation in
the follow-up coaching program is recommended and is offered on a voluntary
basis.
The City reserves the right to offer an HRA and select the HRA administrator in
its sole discretion. The City shall pay for the costs to provide the HRA. In the!
event the City elects to discontinue the HRA program, employees shall contribute
the preferred employee health insurance rates.
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1. EMPLOYEE CONTRIBUTIONS WITH HEALTH RISK ASSESSMENT.
a. Emplovee Contributions For PPO With Health Risk Assessment.
Effective January 1, 2007, employees will contribute 5% up to a
maximum of $30 per month toward single; $54 per month towards
dual and $75 per month towards the family premium equivalent.
Effective January 1, 2008, employees will contribute 6% up to a
maximum of $39 per month toward single; $71 per month towards
dual and $98 per month towards the family premium equivalent.
Effective January 1, 2009, employees will contribute 7% up to a
maximum of $51 per month toward single; $91 per month towards
dual and $126 per month towards the family premium equivalent.
b. Emplovee Contributions For EPO With Health Risk Assessment.
Effective January 1, 2007, employees will contribute 4% up to a
maximum of $18 per month toward single; $32 per month towards
dual and $45 per month towards the family premium equivalent.
Effective January 1, 2008 employees will contribute 5% up to a
maximum of $25 per month toward single; $44 per month towards
dual and $62 per month towards the family premium equivalent.
Effective January 1, 2009, employees will contribute 6% up to a
maximum of $33 per month toward single; $59 per months towards
dual and $81 per month towards the family premium equivalent.
2. EMPLOYEE CONTRIBUTIONS WITHOUT HEALTH RISK ASSESSMENT
a. Employee Contributions For PPO Without Health Risk
Assessment. Effective January 1, 2007, employees will contribute
8% up to a maximum of $48 per month toward single; $86 per
month towards dual and $119 towards the family premium
equivalent.
Effective January 1, 2008, employees will contribute 9% up to a
maximum of $59 per month toward single; $107 per month towards
dual and $148 towards the family premium equivalent.
Effective January 1, 2009, employees will contribute 10% up to a
maximum of $72 per month toward single; $130 per month towards
dual and $181 towards the family premium equivalent.
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b. Emplovee Contributions For EPO Without Health Risk;
Assessment. Effective January 1, 2007, employees willcoritribute
8% up to a maximum of $36 per month toward single; $65 per
month towards dual and $90 towards the family premium
equivalent.
Effective January 1, 2008, employees will contribute 9% up to at
maximum of $44 per month toward single; $80 per month towards
dual and $111 towards the family premium equivalent.
Effective January 1, 2009, employees will contribute 10% up to at
maximum of $54 per month toward single; $98 per month towards
dual and $135 towards the family premium equivalent.
3. EMPLOYEES HIRED AFTER JANUARY 1, 2009.
All employees hired after January 1, 2009 may select either the PPO or
EPO health plan with or without HRA. However, the City's contribution to
the selected health plan shall be limited to the appropriate single, dual or
family premium equivalent of the EPO plan with HRA as indicated above
in paragraph 1.b. An employee selecting the PPO plan shall pay the
difference between the City's contribution to the single, dual or family EPO
plan with HRA and the corresponding selected PPO plan.
7. Not in Contract: Chanqes to Master Plan Document
The following items are not in the Contract but will be changed in the Master Plan
Document:
A. The PPO out-of-network co-insurance will change from 70%/30% to
60%/40%.
B. Both PPO in-network and out-of-network deductibles and co-insurance will
be applied separately and independently (Le., must satisfy both).
C. Prescription Drug Co-Pays.
(1) EPO currently $5/$10/$25 to $5/$20/$35
(2) PPO currently $5/$20/$25 to $10/$25/$40
D. Lifetime Health Maximum.
Change $1,000,000 to: $2,000,000 EPO/PPO in-network;
$1,000,000 PPO out-of-network.
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E. To ensure compliance with WFTRA, the language defining dependent
shall be changed as follows:
"Dependent children to the end of the calendar month in which they turn
19. After age 19, until the end of the calendar month in which they turn 24
or through age 23 if they are a full-time student."
F. Change the mail order for the PPO for prescription drugs to increase from
1.5 times to 2 times the appropriate co-pay for a three month supply.
G. An employee must participate in the HRA for the employee to receive the
preferred employee health premium contribution rate.
H. Employees who do not participate in the HRA will contribute the higher
employee contribution rate for the remainder of the calendar year. The
employee is not eligible to receive the preferred employee premium
contribution rate until the following January 1.
Note: For implementation purposes, paragraphs C, E, F, G and H, above shalll
become effective January 1, 2007. Paragraphs A, Band D, above shalll
become effective when administratively feasible.
8. Article XX, Recognition and Unit of Representation. Second paragraph. Change
dates to provide a three-year agreement from Pay Period #1 2007 to December
31,2009.
9. Shift Differential. Change $0.15 per hour to $0.25 per hour on all pay schedules"
(Implement 1/1/07).
10. Schedule A. Waqes. Effective the first pay period of each year, increase wage
rates by 2.25% in 2007; 2.75% in 2008 and 2.75% in 2009.
Add the following to the pay schedule:
Movement on The Pay Schedule.
Employees shall progress from one step to the next on an annual basis based on
their anniversary date of hire.
Not I n contract:
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Note: The 2009 pay schedule shall include a new step A that will be 5% less
than the current step A on the 2009 wage schedule. All steps will be re-Iettered
accordingly (i.e. insert new step A; A becomes B; B becomes C; etc.). Existing
employees' movement on the pay schedule shall not be affected by the insertion
of the new step A (i.e., one step for one year of experience). Movement from
new Step A to new Step B shall be the same as under the previous pay
schedule.
Example: The 2009 pay schedule for the police officer position at the bi-weekly
rate appears below:
Schedule A
Police Pay Plan* (2.75%)
Effective Pay Period 1, 2009
A
B
C
o
E
F
Police
Officer
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BIW $1,614.35 $1,699.32 $1,822.80 $1,946.27 $2,069.76 $2,203.98
11. Article VI, B. Vacation. Change "after 20 years of service" to "after 18 years of
service" to receive 25 days of vacation. (Implement 1/1/07).
12. Housekeepinq: Other "clean up" items (e.g., deletion of outdated implementation
dates) that improve the clarity of the Contract may be approved by both parties.
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