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HomeMy WebLinkAbout06-376 DECEMBER 12, 2006 06-376 RESOLUTION (CARRIED 5-2 LOST LAID OVER WITHDRAWN PURPOSE: APPROVE LABOR CONTRACT I OSHKOSH POLICE SUPERVISORS INITIATED BY: CITY ADMINISTRATION WHEREAS, the City of Oshkosh and Oshkosh Police Supervisors 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, OPSA 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 OPSA 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 POLICE SUPERVISORS ASSOCIATION TENTATIVE AGREEMENT November 30, 2006 Revised 12/0106 NOTE: All provisions of the previous Agreement shall continue in the successor Agreement except for the following changes: 1. Article IV - Call-In Time and Court Appearances. Add the following as a new second paragraph on the top of page 5: Call-Ins: Any sergeant or lieutenant 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 or the incident scene. 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. 3. Crash Investigation Team. 4. Officer or Detective being ordered in. 5. Department-Wide Call-up. 2. Article V - Holiday Leave. pp. 6-7 NOTE: Currently employed police supervisors and those three officers who are currently (as of November 30, 2005) on the sergeant promotion eligibility list will be "grandfathered" under the existing Holiday Leave provisions. All employees appointed as police supervisors after January 1, 2007 shall be subject to the following highlighted provisions: A. Holiday Leave - "Grandfathered Employees": Each full-time employee shall be granted twelve (12) paid holidays: New Year's Day, Memorial Day, Independence Day, Labor Day, Thanksgiving Day, Christmas Day, Spring Holiday (the Friday before Easter), December 24, and four (4) additional floating holidays shall be granted each employee. Such holiday leave shall be granted as twelve (12) days off in lieu of the calendar holidays. Such holiday leave shall be subject to the departmental work schedule and staffing requirements as determined by the Chief of Police. Employees may waive holidays off-time in favor of cash payment. Said cash payment shall be computed in the following manner: the hourly rate in effect at the time of holiday accruement times the number of holiday hours. Employees electing the option payment must notify the department head in writing by October 1 st of the current budget year for the following year. All holidays shall be credited to the employee January 1 of each year and must be used by December 31 of each year except a maximum of three (3) holidays may be carried over to April 1 of the following year. Holidays not used within these time limits will be forfeited. Lieutenants and Sergeants who are required to work or allowed to work or allowed to work on a holiday, shall receive time and one-half for the hours worked on said holiday. In the event that the Sergeant or Lieutenant works in excess of his/her normal work day on the designated holiday, the Sergeant or Lieutenant shall be compensated at the rate of double time for hours work in excess of his/her normal working day. B. Holiday Leave - Supervisors Appointed After January 1, 2007 Each full-time employee shall be granted twelve (12) paid holidays: New Year's Day, Memorial Day, Independence Day, Labor Day, Thanksgiving Day, Christmas Day, Spring Holiday (the Friday before Easter), December 24, and four (4) additional floating holidays shall be granted each employee. Such holiday leave shall be granted as twelve (12) days off in lieu of the calendar holidays. Any time off taken on a desiqnated holiday shall be considered a holiday and shall not be eliqlble for substitution or payout. Such holiday leave shall be subject to the departmental work schedule and staffing requirements as determined by the Chief of Police. Employees may waive holidays off-time in favor of cash payment with the approval of the Chief of Police. Said cash payment shall be computed in the following manner: the hourly rate in effect at the time of holiday accruement times the number of holiday hours. Employees electing eliqible for the option payment must notify the department head in writing by October 1 st of the current budget year for the following year. All holidays shall be credited to the employee January 1 of each year and must be used by December 31 of each year except a maximum of three (3) holidays may be carried over to April 1 of the following year. Holidays not used within these time limits will be forfeited. Lieutenants and Sergeants who are required to work or allowed to work or allowed to work on a holiday, shall receive time and one-half for the hours worked on said holiday. In the event that the Sergeant or Lieutenant works in excess of his/her normal work day on the designated holiday, the Sergeant or Lieutenant shall be compensated at the rate of double time for hours work in excess of his/her normal working day. 3. Article VIII. 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. A. EMPLOYEE CONTRIBUTIONS WITH HEALTH RISK ASSESSMENT. 1. Employee 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. 2. Employee 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 singe; $59 per months towards dual and $81 per month towards the family premium equivalent. B. EMPLOYEE CONTRIBUTIONS WITHOUT HEALTH RISK ASSESSMENT 1. 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. 2. Employee Contributions For EPO Without Health Risk Assessment. Effective January 1, 2007, employees will contribute 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 a 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 a maximum of $54 per month toward single; $98 per month towards dual and $135 towards the family premium equivalent. C. 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. 4. 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 (i.e., 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. 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 not participating in the HRA will contribute the higher employee contribution rate for the remainder of the calendar year. Once 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 shall become effective January 1, 2007. Paragraphs A, Band D, above shall become effective when administratively feasible. 5. Article XI. RecoQnition and Unit of Representation. Second paragraph. Change dates to provide a three-year agreement from January 1,2007 to December 31,2009. 6. 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. 7. 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). 8. 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. 9. Captains Removed From Contract And BarQaininQ Unit. The parties have voluntarily agreed to remove captains from the bargaining unit. Therefore, all references to the captains throughout the Contract shall be deleted. The parties have agreed to the following regarding captains: A. Effective January 1, 2007 police captains shall be covered by the City's non- represented pay plan and benefits except as follows: Police captains shall have the same holidays as the non-represented employees unless, due to staffing requirements, the Chief determines that a captain is needed to work a designated holiday in which case, that day shall be converted to a floating holiday. B. Existing captains as of November 30, 2006 shall be placed at pay grade classification 15, step 6. Said captains' anniversary date for purposes of movement on the pay scale shall be January 1. Employees assuming the rank of captain after January 1 , 2007 shall be placed at pay grade classification 15, step 5.