HomeMy WebLinkAbout07-27
JANUARY 9,2007
07 -27
RESOLUTION
(CARRIED 5-2
LOST
LAID OVER
WITHDRAWN
PURPOSE:
APPROVE LABOR CONTRACT I OSHKOSH FIRE DEPARTMENT
CHIEF OFFICERS ASSOCIATION
INITIATED BY:
CITY ADMINISTRATION
WHEREAS, the City of Oshkosh and Oshkosh Fire Department Chief Officers
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, Oshkosh Fire Department Chief Officers Association 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 the Oshkosh Fire
Department Chief Officers 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.
TENTATIVE AGREEMENT
BETWEEN THE
CITY OF OSHKOSH
AND THE
OSHKOSH FIRE DEPARTMENT CHIEF OFFICERS ASSOCIATION
DECEMBER 14, 2006
12/20/06
NO TE: All provisions of the previous Agreement shall continue in the successor
Agreement except for the following changes:
1. Article III, Hospital and Medical Insurance. 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. 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.
b. Employee Contributions For EPO With Health Risk Assessment.
Effective January 1, 2007, employees will contribute 4% up to a
maximumof$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)anLlary 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. 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.
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 l.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.
2. 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-networkqeductibIes.Cindco-;insurance will
be applied separately and independently (Le., must satisfy both).
C. Prescription Drug Co-Pays.
(1) EPO cu rrently $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 shal~
become effective January 1, 2007. Paragraphs A, Band D, above shal!'
become effective when administratively feasible.
3. Article XVIII, Duration. Change dates to provide a three-year agreement from
January 1, 2007 to December 31,2009.
4. 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.
5. Article V, Vacation. Change "20 years" to "18 years" on page 6. (Implement
1/1/07).
6. Housekeeping: Other "clean up"items (e.g., deletion of outdated implementation
dates) that improve the clarity of the Contract may be approved by both parties.
7. Article VIII, Holiday Leave. Delete the second sentence which reads:
"Payment shall be made the first pay period each November." Insert: "Equal
payments shall be made on a bi-monthly basis beginning with the second pay
period in January."
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8. The City will pay a one-time $150 stipend to employees for new uniforms already
purchased.
9. Article XV, Uniform Allowance. Change the second sentence to read as follows:
"In the event an employee has worked less than twelve (12) months in the
preceding year, the amount shall initially be the full amount upon promotion, and
the amount shall be prorated in the second year, returning to the full amount in
the third year."
10. Article II, Paraqraph 3. Change the formula to include annuallongevity/26.
Employee bi--weekly rate + annuallonqevity/26
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This change shall take effect beginning January 1,2007.
11. Article I. Shift Coveraqe. Add a new third paragraph:
Shift Coveraqe.
"In the event a vacancy occurs in the Duty Chief's position for a twenty-four (24)
hour shift due to a non-scheduled illness with less than twenty-four (24) hours
notice to the Fire Chief, an hourly wage (24 x hourly rate of 52-hour Battalion
Chief) will be paid for twenty-four (24) hours or twenty-four (24) hours accrued
time will be given to the Assistant/Battalion Chief filling the vacancy. Two (2) or
more Chiefs may split the money or. time as approved by the Fire Chief. A
seniority~driven duty roster will be used to fill the position."
12. Article XV, Uniform Allowance. Change "$400 to $450", effective January 1,
2007.
13. Assistant Fire Chief.
A. Effective January 1, 2007, the position of Assistant Fire Chief shall be
removed from the bargaining unit and be covered by the City's non-
represented employees' pay plan and benefits, subject to the following
conditions:
1. The Assistant Fire Chief's work schedule will be determined by the
Fire Chief.
2. The current Assistant Fire Chief, Jeff Johnson, will be placed at Pay
Grade Classification 15, Step 6 on the 2007 non-represented
employee pay schedule. His anniversary date for purposes of
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movement on the pay scale shall be January 1. Employees
assuming the rank of Assistant Fire Chief after January 1, 2007
shall be placed at Pay Grade Classification 15, Step 5.
3. All references to the Assistant Fire Chief throughout the Fire
Department Chief Officers Association Contract will be deleted.
4. In the event that an employee is promoted from a supervisory unit
into a non-represented position or when a supervisory unit position
becomes non-represented with an incumbent employee, it is
understood that the employee will be eligible for no more than the
amount of sick leave payout that is afforded to other non-
represented employees. If an employee in a supervisory unit has
elected to place some or all of their sick leave payout amount in a
457 account prior to promotion into a non-represented position, this
amount will be deducted from the total sick leave payout amount
the. employee will be eligible to receive as a non-represented
employee.
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