HomeMy WebLinkAbout10-259AUGUST 10, 2010 10 -259 RESOLUTION
(CARRIED 0 -6 LOST LAID OVER WITHDRAWN )
PURPOSE: APPROVE LABOR LOCAL 796 CONTRACT FOR 2010 - 2011
(PARKS, PUBLIC WORKS & TRANSPORTATION)
INITIATED BY: ADMINISTRATIVE SERVICES DEPARTMENT
WHEREAS, the City of Oshkosh and Local 796, AFSCME, AFL -CIO, (Parks, Public
Works and Transportation) previously negotiated a Working Conditions Agreement for
calendar years 2007 -2009; and
WHEREAS, the parties reached a tentative agreement for certain changes to the
labor contract for years 2010 & 2011; and
WHEREAS, Local 796, AFSCME, AFL -CIO has ratified these changes and it is
appropriate for the Common Council to approve 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 Local 796, AFSCME,
AFL -CIO 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.
MEMORANDUM
Date: August 3, 2010
To: Mark Rohloff, City Manager
CC: Ray Maurer, Parks Director
David Patek, Director of Public Works
Chris Strong, Transportation Director
From: John Fitzpatrick, Assistant City Manager /
Director of Administrative Services
Re: AFSCME Local 796 Contract for 2010 -2011
As you know, we reached a tentative agreement on June 24, 2010 with AFSCME Local
796 for the contract years of 2010 and 2011. This agreement was ratified by AFSCME
Local 796 on July 15, 2010.
I believe this agreement is good for both AFSCME Local 796 and the City as it:
1) Equalizes AFSCME Local 796 employee contributions to health insurance with
other employee groups.
2) Restores the integrity of percentage contribution by increasing the flat dollar
caps to better define an employee's contribution to health.
3) Provides a modest wage increase dependent upon insurance changes.
4) Provides opportunity for voluntary settlements with all other represented groups.
Included in this packet is the conceptual tentative agreement ratified by AFSCME Local
796 and a financial statement which details all existing costs and the costs associated
with the agreement. Please let me know if you or any of the Council Members have any
questions and thank you for your support and assistance with this process.
Attachments: 2010 -2011 AFSCME Local 796 TA
AFSCME Local 796 Costing Info.
CITY OF OSHKOSH
AND THE
OSHKOSH CITY EMPLOYEE UNION,
AFSCME LOCAL 796 (DPW)
�r -M 1�
REACHED JUNE 24, 2010
WITH SUE BAUMAN, WERC
June 25, 2010
Updated July 13, 2010
All provisions of the previous contract shall continue except for the tentative agreements
reached below.
1. Article X. Normal Work Week, Workday and Normal Work Schedule
The parties can enter into a Memorandum of Understanding regarding the
possibility of four ten hour days per week in certain departments provided that
the supervisor approves. The basic parameters include the season running from
Memorial Day to Labor Day. Employees would switch back to the eight hour
schedule during the Fourth of July vacation week. Overtime would only be after
ten hours. Sick leave and vacation would be credited ten hours when taken.
The specific details would have to be approved by the supervisor in each
department.
2. Article XI, Pay Policy
Temporary Assignments (Add as a new number 4 in the existing exceptions).
A. EOII employees assigned to do work in an EOIII classification for a period
in excess of one (1) working day shall be paid $.25 /hour for all such time
in the higher classification.
B. If an EOII employee is promoted to an EOIII job classification through a
temporary assignment for five (5) working days or more, the employee's
experience shall count toward the experience required in the EOIII job
description.
3. Article XI, Pay Policy
Shift Differentials
A. Sewage plant operators shall receive forty -five cents ($.45) per hour when
performing water analysis and testing in the Wastewater Laboratory.
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B. Work performed between the hours of 6:00 p.m. and 6:00 a.m. shall be
subject to a fifty cents ($.50) per hour premium. The fifty cents ($.50) shift
differential shall not apply to work hours subject to overtime provisions.
C. Employees assigned to the sewage plant, water treatment plant, and
street department shall be compensated for work performed on the
respective shifts with the following premium: forty -five cents ($.45) per
hours on 2nd shift; fifty -five cents ($.55) per hour on the 3rd shift.
D. Trainina Add -On Increase to forty -five cents ($.45) per hour.
3. Article X1, Pay Policy
A. Compensatory Time Change the second paragraph to read as follows:
"Any compensatory time [not cashed out in March, June, September, and
December of the year earned or] not used by January 1 of the follow
year..." continue with the rest of the paragraph as written.
4. Article Xlll. Authorized Absence
Add the following under the third paragraph:
"Employees may request to use vacation in half -day increments provided the
supervisor approves all requests in his/her discretion."
5. Article Xlll, Authorized Absence
Vacations Change after "20" years of service - 5 weeks vacation leave to "18"
years of service.
6. Article XV, Insurance, Medical Benefits Plan
Change the contract to provide the following:
Health Insurance Employee Contributions
A. Employee contributions for EPO with HRA
Effective January 1, 2010, employees will contribute up to 6% up to a
maximum of $29 per month towards single; $54 per month towards dual
and $71 per month towards family premium equivalents.
Effective January 1, 2011, employees will contribute up to 6% up to a
maximum of $37 per month towards single; $67 per months towards dual
and $92 per month towards family premium equivalents.
-2-
B. Employee contributions for PPO with HRA
Effective January 1, 2010, employees will contribute up to 7% up to a
maximum of $44 per month towards single; $75 per months towards dual
and $101 per month towards family premium equivalents.
Effective January 1, 2011, Effective employees will contribute up to 7% up
to a maximum of $57 per month towards single; $104 per months towards
dual and $144 per month towards family premium equivalents.
C. Employee contributions for EPO without HRA
Effective January 1, 2010, employees will contribute up to 10% up to a
maximum of $39 per month towards single; $69 per month towards dual
and $91 per months towards the family premium equivalents.
Effective January 1, 2011, employees will contribute up to 10% up to a
maximum of $62 per month towards singe; $111 per month towards dual
and $154 per month towards the family premium equivalents.
D. Employee contributions for PPO without HRA:
Effective January 1, 2010, employees will contribute up to 10% up to a
maximum of $54 per month towards single; $90 per month towards dual
and $118 per month towards the family premium equivalents.
Effective January 1, 2011, employees will contribute up to 10% up to a
maximum of $82 per month towards singe; $148 per month towards dual
and $205 per month towards the family premium equivalents.
E. Employees Hired After January 1. 2011
All employees hired after January 1, 2011 may select either the PPO or
EPO health plan with or without HRA. An employee selecting the EPO
health plan, with or without HRA, shall be subject to the contribution levels
specified above and on the same basis as employees hired before
January 1, 2011. An employee selecting the PPO plan shall pay one -third
(33 %) of the difference between the City's contribution to the single, dual
or family EPO plan with or without HRA and the corresponding selected
PPO plan.
-3-
Not in Contract:
Examples Applicable To Employees Hired After January 1, 2011:
A. PPO with HRA An employee hired after January 1, 2011, who selects the
PPO plan with HRA will contribute 33% of the difference between the EPO
with HRA and PPO with HRA:
2011
Single
$80
Dual
$144
Family
$200
B. PPO without HRA An employee hired after January 1, 2011, who selects
the PPO plan without HRA will contribute 33% of the difference between
the EPO without HRA and the PPO without HRA.
2011
Single
$88
Dual
$159
Family
$220
C. EPO with or without HRA An employee who is hired after January 1,
2011, who selects the EPO plan with or without the HRA will make the
same contribution as all employees hired before January 1, 2011 as listed
above who select the EPO plan with or without the HRA, as appropriate.
7. Article XXV, Miscellaneous Allowances
B. Tool Replacement Revise as follows:
"The Employer will provide a tool allowance of up to $400 annually for
replacement of tools broken (not lost tools) resulting from work performed
by mechanics in transit, central garage, and the parks department."
8. Article XXXI, Safety Footwear Allowance
Employees shall be reimbursed by the Employer for the cost of City - required
safety -toed footwear up to $100 per year.
-4-
9. Article XXXII. Commercial Drivers License
Add: The City will reimburse employees up to $74.00 for the cost of maintaining
a CDL that is required by the City for the employee's current position.
10. Article XXXIII. Duration
A two year agreement on all items from January 1, 2010 to December 31, 2011.
11. Wages
2010 - first pay period - 2% increase
2011 - first pay period - 2% increase
12. Transit Schedule Modifications
See atatched.
13. Use of City Facilities, Equipment And Materials
The parties agreed to cease the practice of allowing employees to use City
facilities, materials and equipment for personal use. The practice shall cease
effective upon a statement given to all employees who shall sign it and
acknowledge the new work rule.
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KADOCSW7470\95449ZO58956
14.
MEMORANDUM OF UNDERSTANDING
TRIAL PERIOD FOR
COMPENSATORY TIME COVERING
TRANSIT, CENTRAL GARAGE AND SANITATION
The City of Oshkosh (hereafter "City ") and Oshkosh City Employee Union, Local
796, AFSCME, AFL -CIO (hereafter "Union ") hereby agree as follows:
1. Notwithstanding any other provision in the Labor Agreement, employees
in the transit, central garage and sanitation departments shall be allowed
to accumulate a maximum of twenty -four (24) hours of compensatory time
per year on a trial basis. It is understood that the twenty -four hours is a
one -time maximum accumulation per year.
2. All provisions in the Labor Agreement regarding the requirements for
earning, using and paying out compensatory time shall apply.
3. This Memorandum of Understanding shall be effective starting the first full
pay period following the ratification of the 2010 -11 Labor Agreement by
both parties.
4. This Memorandum of Understanding shall expire on December 31, 2012
and become null and void unless both parties agree in writing to continue
its terms.
5. This Memorandum of Understanding shall not be considered a binding
past practice nor establish any precedent.
FOR THE CITY FOR THE UNION
Date
Date
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K: \ROCS \07470195449\5059549
Proposal for Transit Schedule Changes /July 2, 2010
Transit Schedule Chances
Updated: July 2, 2010
This memo describes a proposal for new hours of service and accompanying work schedules for
the transit system and our employees. The proposed work schedules are included in the back of
this document.
The following summarizes the key changes to the system:
• Weekday service will be extended one hour later on all routes (except Route 10)
• Saturday service will start two hours later in the morning (except Route 10)
• All service will maintain its current half -hour service frequency (except Route 10)
• We will change our staffing procedure so that no driver would drive more than 12
consecutive hours.'
To support these changes, the following staffing changes will be implemented:
• Full -time operators will increase their scheduled work hours from 38.4 to 40 hours per
week
• The part -time operator -sign (O -S) employee will be converted to a full -time represented
employee, with wages and benefits equivalent to the full -time operator - mechanic (O -M)
position
• We will hire two (2) part -time operators with a guaranteed minimum of 20 hours per
week
• The tripper routes will no longer be filled through the run pick process, but will instead
be filled as extra work.
In addition, the following changes will be made to other contract language related to transit
employees:
• Transit employees will earn 40 hours of vacation time per week instead of 48 currently
• Overtime pay is earned only after 40 hours worked, and is no longer automatically
triggered if a driver works more than 8 hours in a day
• Paid time off shall be counted as hours worked for the purposes of calculating overtime
The following definitions are used to help describe how this schedule works:
• "Shift" — One piece of work handled by one driver on a given day of our normal driving
schedule (for example, Run 5 on Monday in the attached schedule would be one shift.)
• "Run " — A group of shifts selected by full -time operators every two or three months. The
run consists of a specific route (or routes) with specified driving hours for each day of the
week.
• "Complementary Shift" — Two shifts complement each other if, when they were
combined, they would cover the same routes in the same sequence without interruption
' Draft recommended guidance from the American Public Transportation Association (APTA) states: "The [transit
system] shall not schedule a bus operator in a shift, which has an overall elapsed time from start to finish greater than
16 hours, with no more than 12 hours of work in the aggregate. For the purposes of this Standard's requirements, the
BTS shall define what activities are considered to be work or operating duties."
Department of Transportation Page 1
Proposal for Transit Schedule Changes / July 2, 2010
for our entire service day. Shifts would be complementary on the following pairs of runs:
1 and 21, 2 and 22, 4 and 24, 5 and 25, 6 and 26, 7 and 27, 9 and 29, 9A and 29A, and 11
and 31.
• "Complementary Schedule " — Two schedules complement each other if, when they are
combined, they can be covered by the same driver without the driver needing to leave the
Transit Center. Any run under Schedule I (i.e. runs 5, 7 and 9) has a complementary
schedule with any run under Schedule iB (i.e. runs 25, 27 and 29). The same is true for
any run on Schedule 2A and any run on Schedule 213; and any run on Schedule 3A and
any run on Schedule 3B.
• "Overlapping Schedule " — Two schedules overlap each other if they cannot be covered
by the same driver.
• "Non - overlapping Schedule" — Two schedules do not overlap each other if they can be
covered by the same driver. In addition to the complementary schedules described earlier,
this includes following combinations:
• Any run on Schedule 2A (1, 2 or 6) with any run on Schedules 1B (25,27 or 29)
or 3B (24, 29A or 31).
• Any run on Schedule 3A (1, 4 or 9A) with any run on Schedule 1B (25, 27 or 29)
• "Overtime " — This refers to any work done by any employee which exceeds 40 hours in a
given week.
• "Extra work" — A shift which cannot be handled by the scheduled driver and is therefore
available for other employees. The extra work will classify for overtime time based on
whether the driver who accepts this work meets the requirements for overtime pay.
• "Available " — A driver is available for extra work if they are not scheduled for other
work at the same time
• "Eligible " — A driver is eligible for extra work if, by accepting this work, they would not
have more than 12 consecutive hours on the platform
• "Split Shift" — A piece of extra work which is split between two drivers.
• "Legal holiday" — The Transit Division observes six legal holidays (New Year's Day,
Memorial Day, Independence Day, Labor Day, Thanksgiving, and Christmas). If the legal
holiday falls on a service day, service is cancelled on that day. If the legal holiday falls on
a Sunday, service is typically cancelled for the following Monday.
Assignment of Extra Work
Under the proposed schedule, each of the 18 full -time operators in the bargaining unit will have a
regular shift, self - selected during the run pick. If an operator does not miss any of their scheduled
work shifts during the week, they will have a 40 -hour week. Extra work will be filled in the order
that requests are made.
a) Full week of paid time off
If any full -time operator takes a full week of paid time off, whether through vacation or family
medical leave, we intend to use one person to fill the entire shift for the week. The "pecking
order" for filling the full week will be as follows.
1) Operator - Mechanic (O -M)
Department of Transportation Page 2
Proposal for Transit Schedule Changes / July 2, 2010
2) Operator -Sign (O -S)
If the full week cannot be filled by either the O -M or the O -S for the entire week, then each day's
assignment will be offered out as extra work.
b) Filling a single shift
If any full -time operator takes time off, whether due to scheduled (e.g. vacation, floating
holidays) or unscheduled (e.g. sick leave, drug and alcohol testing) absences, we intend to use
one person to fill the entire available shift. The "pecking order" for filling the full shift will be as
follows.
I ) Part-Time Employee 1 if available and eligible, if they have not yet worked 20 hours in
the week
2) Part-Time Employee 2 if available and eligible, if they have not yet worked 20 hours in
the week
3) O -M if available and eligible, unless by accepting this shift the O -M would exceed 40
working hours for the week
4) O -S if available and eligible, unless by accepting this shift the O -S would exceed 40
working hours for the week
5) Part-Time Employee 1 if available and eligible, unless by accepting this shift this
employee would exceed their maximum allowed working hours for the week
6) Part-Time Employee 2 if available and eligible, unless by accepting this shift this
employee would exceed their maximum allowed working hours for the week
7) Any full -time operator in a non - overlapping schedule if eligible, on a straight seniority
basis
8) If none of these options is available, then the shift will be split approximately in half and
each half would be filled separately
c) Filling a split shift
If it is necessary to split the shift, we will fill the half of the shift closest to the middle of the day
as follows:
1) Use the pecking order outlined under b)
2) Any full -time operator in a non - overlapping schedule if eligible, on a straight seniority
basis
3) When the pecking order has been followed and all available and eligible employees have
turned down the extra work assignment, the least senior full -time operator who is eligible
and available will be forced to work this extra assignment.
The remaining part of the split shift will be filled as follows.
4) Use the pecking order outlined under b)
5) Full -time operator in a non - overlapping shift is offered half of shift by straight seniority
Department of Transportation Page 3
Proposal for Transit Schedule Changes / July 2, 2010
6) When the pecking order has been followed and all available and eligible employees have
turned down the extra work assignment, the least senior full -time operator who is eligible
and available will be forced to work this extra assignment.
This list will be applied on each available work assignment as those work assignments are made
available. Any extra work assignment that an employee has accepted may prevent them from
accepting other extra work assignments that may occur.
A piece of extra work might be overtime for one operator and not for another. To avoid having
separate and potentially conflicting processes for filling in extra work, it is recommended that
there be one process, regardless of whether the extra work would classify as overtime. Therefore,
full -time operators on vacation or floating holiday would not be eligible for extra work.
Paid Time Off
Each employee's accrual of vacation time would move from 48 hours per week to 40 hours per
week. Each employee would only need to "spend" as much vacation time as needed to take off
their regularly scheduled shift. If an operator is scheduled to work a 5.9 hour day, they would
only need to use 5.9 hours of vacation time to not work that shift; if they are scheduled to work a
10.4 hour day, they would need to use 10.4 hours of vacation time.
Drivers will be credited with 48 hours to be used on floating holidays and 48 hours to be used on
legal holidays. For legal holidays and floating holidays, all operators will be required to withdraw
the amount of hours they would normally work on that day to equal 40 for the week.
Any balance of time remaining in vacation, legal holiday, floating holiday and compensatory
time must be used by the end of the calendar year. If the employee has less combined (vacation,
legal holiday, floating holiday and compensatory time) accrual balance than could be used to
cover a specific shift, he /she can cash that out at the end of the year.
Effective Date
We intend to implement this schedule starting on August 30, 2010.
Part -time Employees' Duties
Their job description starts with the description for a full -time operator. In that capacity, they will
be expected to operate tripper service and fill in for absent drivers. if there are hours remaining
before they hit their guaranteed number of hours, they will fill in on other activities as needed,
including: assisting in turnarounds (i.e. helping get a run back on time if it is hopelessly late),
cleaning bus shelters, assisting in snow removal from bus stops and transit facilities, filling
transfer boxes, and placing informational flyers on busses (e.g. regarding detours and schedule
changes).
Department of Transportation Page 4
Proposal for Transit Schedule Changes / duly 2, 2410
Department of Transportation Page 5
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2007-2008-2009
WORKING CONDITIONS AGREEMENT
QTY OF OSSSOSH
AND
OSHKOSH CITY EMPL0YEE UNION
LOCAL 796, AFSCME, AFL -CIO
ARTICLE IX
SAFETY AND SANITATION
It is agreed that each employee shall be responsible for the cleanliness and proper cue of the equipment
and tools used by said employee, and it is fiuther agreed that all employees shall comply with the
Employer's safetyrules and regulations. The Employeragrees to negotiate the cost ofanyrequired safety
clothing and equipment.
Thera shall be an Employer- employee safety committee whose purpose shall be to develop and maintain a
safety program.
ARTICLE R
NORMAL WORK WEED NORMAL WORK DAY AND NORMAL WORK SCHEDULE
The normal workweek shall be forty (40) hours, Monday through Friday. The normal workday shall be
eight (8) hours per day, Monday through Friday. The normal work schedule shall be five (5) consecutive
eight (8) hour days, Monday through Friday, for the following divisions:
a. Street Department
b. Parks Department
e. Sanitation Department
d. Cemetery -
e. Water Department, Outside Crew
£ Electrical Division
g. Forestry Division
h. - N*c 6611 1 10#wN
The Sewage and Water Plant operation shall work a forty (40) hour work week, as per mutually agreed to
schedule.
Transit employees shall work in accordance with present mutually agreed upon schedule. Selection of the
runs shall be made semi - annually unless requested in writing by not less than seventy percent (70•/o) of
the total employees affected. Each driver shall make his/her "selection" on the order of his/her division
seniority. Transit garage employees shall receive a thirty (30) minute uninterrupted unpaid lunch break.
Transit mechanics shall receive a twenty (20) minute paid lunch break.
Sanitation DIvisian The Union agrees to the concept of the route change and will continue to work with
the City to finalize the changes. Any change inroute shall bebymutual agreementbetween the employee
and the Employer. The adjustment of the normal work day and normal woik week shall be the function
of the Employer, subject to consultation with employees, as above. A route system shall by defined as a
designated number of pickups for a certain area, as the case may be, and the employee is expected to
complete the work involved on a weekly basis. In the event of severe weather, the closing ofthe landfill
or other reasons the Sanitation employees cannot go on the routes, every effort will be made by the
Employer to notify the employees before they report for work. If this is not possible, employees will
either be sent home with no pay for that day or temporarily transferred to other departments for work.
Routes will be made up eitherwithin the normal workweek or by working on Saturday. Employeeswitl
be compensated at the rate of time and one -half for hours worked in excess of 40 hours in that week.
F
4
in the event it is necessary to change employees frame one regular schedule ofhours to another schedule
of hours the'employees shall be given at least 24 hours notice of change. Work performed on a revised
schedule during the 24 hour notice period shall be compensated at 11/2 times the normal rate of pay
whether or not total worldug hours for the week are in excess of 40 hours, except as otherwise provided
herein for emergencies. ;
For an emergency such as snow removal, ice control, flood control, siclmcss, and so on, the Employer
shall have the right to schedule the work week as may be necessary and from one shift to another shift
without regard to prior notice. Any employee who is called in for work outside his/her normal workweek
schedule shall not be sent home early on subsequent days or denied his/her regular work week schedule to
avoid over -time payment without his/her consent. Ths spirit of this provision is that the Employer shall
not be penalized during emergency conditions through overtime payment during the 24 hour notice
period, but neither shall am Employer adjust the working hours after emergency conditions (e.g. to less
than 8 hours per day) so as to deny employees. legitimate overtime.
Compensation for work on any regularly scheduled shift shall be at the straight rate time ofpay, Unless
otherwise specified in this .Agreement.
The Employer shall endeavor to maintain stability of employment throughout the ym.
ARTICLE
PAY P� OLICY
Employees shall be compensated within thepayranges set forth in the classification and payplsn of the
Employer and in accordance with the rules for administration included therein. Attached as an appendix
to. this Agreement are the job classifications and pay sahedul0s.
The: Employer shall determine the table of organization or position count; that is, the number of
employees to be assigned to any job classification and the job classifications needed to operate the
Employer's facilities. The union shall be notified in advance of any change to be made in the table of
organization.
Promotions and Demotdons Whenever an employee is promoted to a higher paying position, such
employee shall move to the step in the new range which will provide a wage increase. Whenever
an employee is demoted to a lower paying position, such employee " 90 to the step in the new range
which provides the same wage or least amount of wage reduction.
Ova lme; All work performed outside the above normal work day and/or work week shall be
compensated for at the rate of time and one -half (11/2) the employee's regular rate of psy. Employ=
Shall shall receive twice their regular rate of pay for all work performed on Easter Sunday. The principle
seniority may apply on a rotating basis, within a division and the specific: sificat required to
erform overtime work. Transi employees shall be paid overtim�yor work��v'er 40 hours per lection
p Wait Distn'bution outside crew employees shall have a one-time se
option of overtime or compensa ory time.
OttriTMI. 10 y
Xe mpararpAssignment z -Employees assignedtodoworkinalowe rratedjob classification shallbep aid j
at their job classification rate. 'Employees assigned to do work in a higher rated classification for &period 1
in ioceess of one (1) working day s4U be paid for all such time in the higher classification at the rate that
is closest to but not less than the employee's durrent salary. Exceptions to this section include:
1. WaterPlant Maintenance Mechanics who shall receive 25 cents per hour when certified as
and assigned to do the work of a Filtration Plant Operator. E .
2. Sewage- Plant Operators who shall receive 25 cents per hour when performing water
analysis and testing in the Wastewater Laboratory.
3. Employees called to work in case of emergency and assigned to do work in higher rated
higher classification at the rate that is
classification shall be paid for all such time in the
closest to but not less than the employee's current salary. !
pay Employees' payroll checks will-be available at 8:00 am. on Friday following the end ofthe
pay Period.
All employees hired after January 1, 2004, shall be on direct deposit.
Compensatory Time All eligible employees may receive compensatory time off at the rate of time and
one-half (11/2) in lieu of cash payments for overtime. All compensatory time shall be earned on the
same basis as overtime. It shall be recorded and may be used during the year upon request of the
employee, with approval of the department head. Sewage Plant Maintenance Workers shall be allowed to
accumulate and use compensatory time in accordance with the provisions contained herein.
Any compensatory time not used by January 1 of the following year shall be paid in cash at the rate of
time and one -half (1 1/2) df the rate in effect at the time earned, in Fbbruary of the following year.
Employees shall have the option of notifying the Employer of their intent to use compensatory time after
January i in which case payment for anytime offnot tak=by April l shall be paid in cash in April at the
rate in effect at the tinie earned. it is the intent of this paragraph that the employee shall receive only one
check' either in February or April.
OvertimeDuring- alidav Week Overtime during a single holiday week shall be paid at the rate oftime
and one-half (11/2) after thirty -two (32) hours actually worked and for a double holiday week after
twenty-four (24) hours actually worked for those employees on a forty (40) hour work week.
Employees at the Water and Sewage Plants who work on a contractual holiday during a single holiday
week shall be paid overtime at the rate of time and one -half (11/2) after forty (40) hours actuallyworked,
and those who work on only one contractual holi day during a double holiday week shall be paid overtime
at the rate oftime and one -half (1 1/2) after thirty -two (32) hours actually worked.
[3 vvfTlae hiR Diti'ereritiat Workpaformed between the hours of 6:00 p.m. and 6.00 am shalt be subject to a
hirty• cents ($30) per hour premium, exc th employees regularly assigned to shifts. The thirty
ents (S.30) per hour shift differential shall not applyto work hours subj bet to overtime provisions. The
ransit Division shall be excluded from shift differential.
mployees assigned to the sewage and water treatment plants shall be compensated for work performed
n the respective shifts with the followingpremfi= 25 cents per hour on 2nd shift; 35 cents per hour on
rd shift. r raNStf o fired 14rar AX641t' 1 tk'ror f n rE Add be M d
Jaen, viol iy weeks T r t� c t w iil wm�ke� n� I. I+Rs Mr•vu5
.I r��e � ehe -Wt� C t li)
ItT A r uKr 0+ bo�+rs 'T P��rK �v g+��4 (�a�c brea r fe!,rwgl to 6000 a,+ via ktNr 40IA7.
The shift differentials shall not apply to overtime hours worked.
Training Add -an:
All Electricians (up to five) who have successfully completed training to perform fiber optic /capper
twisted pair repair shall receive 25 cents per hour in addition to their regular rates as delineated in the
Contract. This increase shall be paid for all hours worked in recognition of new and additional work
performed unrelated to their normal duties.
ARTICLE MI
GALL IN PAY
In the event employees are called for work after their normal work days have been completed .-they shall
receive a minimum payment of two (2) hours pay at the rate of time and one half (11/2) theirrate ofpay.
The Employer may change the employees shift upon giving 24 hour notice, except in case of emergency,
at which time the 24 hour notice shall be waived.
In the event employees are called into work on an approved vacation day, they shall receive a minimum
payment of two (2) hours .pay at twice their rate of pay for all work performed.
ARTICLE - XIH
AUTHORIZED ABSENCE
Vacations: All regular employees shall be entitled to vacation leave with pay at their classification rate
of pay during calendar year following their anniversary date of employment based. upon the following
schedule:
After 1 year of service - 2 weeks vacation leave
After 7 years of service - 3 weeks vacation leave
After 12 years of service - 4 weeks vacation leave
After 20 years of service - 5 weeks vacation leave
Effective 1/1/06, after 25 years of service, 5. weeks plus one (1) day vacation leave.
Those employees completing their sixth (6th) year of service. shall earn their third (3rd) week of vacattion
on a pro -rated basis. Those employees completing their fourteenth (14th) year (1 lth year in 1997) of
service shall earn their fourth (4th) week of vacation on a pro-rated basis and those employees completing
their nineteenth (19th) year of service shall earn their fifth (5th) week of vacation on a pro -rated basis.
12
Subject to the staffing requirement of the Employer, the employee shall be given his/her choice of the
time of vacation except that if there is a conflict the employee with the greatest seniority shall be granted
the first choice of vacation time or floating holiday.
When a holiday falls in a vacation week, the employee shall receive an additional day ofvacation or atthe
option of the Employer an additional day's pay. All new employees shall receive pro -rated vacation as of
January 1 st, of his fast year.
T'rawrlr DWNtoq ��f +bcJ' /+r�y�arc ��a►�►h'.r ��.v
Bv*Briy= may utilize up to one-half of their total vacation in single day increments, provided that the
GSity may use part- timgemployees to
On separation employees psi all vacation due in proportion to the time worked. In the event of
separation prior to completion of probation and/or completion of one•(1) year of service, no
vacation shall be paid.
s ick ' L Employees shall be. entitled to sick leave credits on the following basis:
All regular full time employees of the Employer shall accumulate sick leave with pay at the rate of one
(1) working day for each month of service. For purposes of this section leave of absence without pay
shall not be considered service.
Unused sick leave credits shall accumulate to a maximum of one hundred and fifty (150) work days:
Employees qualified to receive sick leave compensation shall receive such compensation at the rate of
their regularly scheduled hour's pay at the employee's regular rate of pay for each day of absence.
An employee may apply for sick leave with pay for absences necessitated by injury or illness to the
employee. Sick leave may also be used for employee doctor or dental appointments that cannot be
scheduled other than during the employee's work day. - At least three (3) work days' notice shall be
required to apply for the leave for doctor or dental appointments which is subject to the approval of the
supervisor for scheduling.
Up to five (5) days of an employee's sick leave accumulation may be used per year for illness, injury,
doctor and dental appointments that cannot be scheduled other than during the employee's work day of
the employee's spouse or dependent children. At least three (3) work days notice shall be required to
apply for leave for doctor and dental appointments which is subject to the approval of the supervisor for
scheduling.
In order to qualify for a sick leave payment an employee must:
L Report prior to the start of each work day to his department head or supervisor for
his/her absence.
b. Keep his/her department head informed of the condition if the absence is mote than three
(3) working days.
C. Submit a doetoes eertifibate •for such absence if in excess of three (3) worlang days. The
certificate must state the kind and nature of sielmess or injury and whether the employee
has been incapacitated for said period absence.
d. Apply for such leave according to the procedure established by the Employer.
When oompleting the "Sick Leave Application" form, employees are not required to answer the section
. relating to remaining at home during evening hours, unless the absence is for more than one (1) day .
This is not, however, a blanket authorization allowing employees to absent themselves fzom.work while
continuing normal activities during evening hours. Employees will be held accountable for all absences
as in the past.
13
Employees suspected of abusing sick leave privileges, maybe required to submit a medical certificate to
substantiate tech absence, of claimed illness, regardless 9f duration. This requirement will not be
invoked without first advising the employee of his questionable sick leave record and giving him/her an
opportunity to improve. If there is no improvement, the employee will be advised, in writing; that all
future requests for sick leave, must be supported by a medical certificate. This requirement will be
periodically reviewed with the employee, at least once each ninety (94) days, and determination will be
made, if this requirement is to continue. Employeea shall be given written notification as to their status
within seven (7) calendar days of this review.
Sick leave should be regarded by all supervisors and employees as valuable, free health, and welfare
insurance which, in the best interest of all employees, should not be used unless really needed Sick leave
is not a " 'tom" lice vacation: It is a privilege, to be used carefully.
Unused accumulated sick leave shall be paid to employees who die in .service or retire under the
Wisconsin Retirement Fund, at one-half the employee's rate in effect at the tune he/she retires or dies.
Emerrencr Leave In case of death in the immediate family of a regular, full -time employee, (spouse,
children, st"hildren, parents, step - parents, brother, sister, mother -in -law, or father -in -law,
brother-in -law, sister-in-law, grandparents and grandchildren, step- brother, step - sister, son-in-law,
daughter-in-law, half - sister and half - brother), the employee will be paid for the scheduled time lost from
the day of death, up to and including the working day after the funeral, but not to exceed three (3)
scheduled workdays, at his/her regular straight time hourly rate and not to exceed eight (8) bourn perday.
In the event that the death occurs while an employan is on any authorized paid leave of absence, such
leave of absence shall not be counted, but funeral leave shall apply.
RalldavLeave All regular, full time employees shall receive their regular scheduled hours only for each
of the following holidays not worked: Now Yeas Day, Memorial Day, Independence Day, Labor Day,
Thanksgiving Day, The Day before Christmas, Christmas Day, Spring Holiday (thePridaybeforeEaster)
and such other days as the City Council by resolution may fix. When any of the above holidays fall on a
Sunday, the following Monday shall be deemed a holiday. When any of the above holidays fall on a
Saturday the previous Friday shall be deemed a holiday. (Except for those working a seven day week.)
Four (4) floating holidays for a total of 12 are to be granted to each full -time, permanent employee,
subject to twenty -four (24) hours notice and approval of the immediate supervisor. •
H sr rvrsr nary 1, Memorial Day, en ence ay, y,
All regular full tune employees who are required to work on an established holiday shall receive double
(2) their regular rate of pay for all hours worked in addition to the Holiday Pay.
As a condition for payment of holiday pay, every employee shall report for work on the scheduled work
day before and after the defined holiday unless such employee is on authorized heave of absence or in
cases ofprov= illness reported to the division or department head prior to the start of the day,
kk% - (ri+hS�1 opahrtari, Opa+ifor f Meek�Mrc� A mj�ra�o,� /S► H �t�Y7( lie u'e►+�r r� t+�r 1t► �F� boars 7�i fit 4'f� 7'�C
Wks 04 K�'60$ To I.e uir�P'� It ! 401400 (idol. t� �o+tat D� - r-4rWO [l )V
��lbo� QeY 7karkTIVIA A4 G4'mr lt+Y�' F°' Iegel. hnG+tdy5� rra�+srt oytraro�s, o�rwYor/
kecl+anit, 014 o tor/ ryas wilt be nggu�rr4 re wrrit�lrlw 114t a %oua'r 0'0 bou�'S
i f O'Z a od Yo "ex on• ri+ar day 'r'o Q t(d I Ha i�u�! -Ar 7'�e week ,
i
Mo. 3612.20 365196 371451 3778.95 3841.48
+BnVkgcoa etMloyed in this clasdacation as of March 7, 2005 shall remain in pay range 4 as long as they are
i
employed by the City in this, or Equipment Operator 11 (Trainee) ci "Mcetion.
35
OSHKOSH CITY EMPLOYEZ UMON
LOCAL 796, AFSCMT, AFL -CIO
Rates Effective Pay Period 14, 2009 (1 %)
CLASS
BS EM
A
g
G1erkDispatcher
1 6 mo. 2 yr.
Hr.
16.17
16.62
17.17
17.65
18.22
Biw.
1293.66
1329.52
1373.27
1411.75
1457.24
Mo.
2802.93
2880.63
2975.42
3058.79
315735
Shop LaborerlCentral Garage
2 6 rpo. I yr.
Hr.
19.74
20.07
20.41
Transit Operator
Biw.
1578.81
160593
1633.03
Transit OperatorJMecbaaic
Mo.
3420.76
3479.52
3538.23
'(rwiil'
•
Service Technician
3 6 mo. 1 yr.
Hr.
19.96
20.34
20.64
Sanitation Operator'•
Biw.
1397,19
1626.93
1651.42
Equp.•Operator II (•te
Mo.
3460.58
3525.02
3578.08
Groundskeeper
4 6 mo. 2 yr.
Hr.
20.14
2031
20.57
20.78
20.94
Urban Forestry TWL
Biw
1611.17
1625.18
1645.30
1662:78
1675.04
Zoo Specialist
Mo.
3490.87
3521.22
3564.82
3602.69
3629.25
Tnrffio Parer
Equip. Oper. It
Strop Maint. Worker
Water Maid Worker I
`
Sewage Plant Maint. Worker
Street Maint, Wadwr
5 6 mo. 2 yr.
Hr.
20.21
20.39
20.57
20.87
2131
Pub Maint, Worker
Biw.
1616.43
163130
164530
1669.79
1704.77
Mo.
3502.27
3534.48
3564.82
3617.88
3693.67
Utility Operator
6 6 mo. 2 yr,
Hr.
Biw.
20.76
1661.04
20.87
1669.79
21.10
1688.14
2131
1704.77
21.48
1718.77
Pub Trades Tech
Arborist
Mo.
3598.92
3617.88
3657.64
3693.67
3724.00
AaL Parks Maim Tech
Horticulturist
Water Maint, Worker H
7 6 mo. 2 yr.
Hr.
20.57
20.78
1662.78
20.99
1679.41
21.32
1705.64
21.64
1731.02
Water BgaV, Opel, Leadperson
Biw.
Mo.
1645.30
3564.82
3602.69
3638.72
369555
3750.54
Sanitation Qow Leader
Tragic Pointer II
8 6 mo. 2 yr.
Hr.
Biw.
20,84
1667.17
21.10
1688.14
21.38
1710.01
21.60
1728.38
2192
1753.75
W&W Meter Reader Suvicoperson
Mo.
3612.20
3657.64
3705.02
3944.82
3794.79
Equip. Oper. in
Constr. Crow Leader (Seasonal A$dgan.)
Water Meter Servicepmson
psAm Maint Leadperson
Arborist C mw Leader
Solids Plant Oper.
9 1yr. 4yr.
Hr.
B'
20.84
166717
21.07
1685.52
21.43
1714.39
21.80
1744.13
22.16
1772.99
Mo. 3612.20 365196 371451 3778.95 3841.48
+BnVkgcoa etMloyed in this clasdacation as of March 7, 2005 shall remain in pay range 4 as long as they are
i
employed by the City in this, or Equipment Operator 11 (Trainee) ci "Mcetion.
35
7 -29 -2010
City of Oshkosh & AFSCME Local 796
2010 -2011 Agreement
Costing Information
ICI
BASE YEAR
Employer Share
Employer Share
Health Insurance (PPO)
$
1,197,440
2009
1,171,028
2010
1,243,390
2011
Salaries
$ 6,581,163
$
6,712,786
$
6,847,042
Step Increase
$
$
12,305
$
22,629
Longevity
$ 75,250
$
79,750
$
82,750
Differentials
9,156,216
$
6,814
$
6,518
Total Salary
$ 6,656,413
$
6,811,655
$
6,958,938
Avg Salary
$ 45,282
$
46,338
$
47,340
$Increase
% Increase
$
1,056
$
1,002
% Increase
3.44%
2.33%
2.16%
ICI
Employer Share
Employer Share
Employer Share
Health Insurance (PPO)
$
1,197,440
$
1,171,028
$
1,243,390
Health Insurance (EPO)
$
905,417
$
891,833
$
953,888
Total Health Insurance
$
2,102,857
$
2,062,861
$
2,197,278
Total Salary & Health Insurance
$
8,759,270
$
8,874,516
$
9,156,216
Avg Salary & Health Insurance
$
59,587
$
60,371
$
62,287
$ Increase
$
72,341
$
784
$
1,916
%Increase
$
2,407
% Increase
1.32%
3.17%
ICI
0.250% $
16,641
$
17,029
$
17,397
Life Insurance
$
22,584
$
23,035
$
23,496
FICA/Med
7.65% $
509,216
$
521,092
$
532,359
WRS
11.80% $
785,457
12.40% $
844,645
13.00%
904,662
Total Salary & Benefits
$
10,093,166
$
10,280,317
$
10,634,130
Avg Salary & Benefits
$
68,661
$
69,934
$
72,341
$ Increase
$
1,273
$
2,407
% Increase
1.85%
3.44%
Additional Information
1. AFSCME Local 796 has 147 members.
2. Health ins. costing assumes all employees participate in the health risk assessment & 2011 premiums include an estimated 8% increase.
3. State imposed retirement rate for general employees increased .6% in 2010 and .6% in 2011.
4. Tool replacement adjustment affects 7 additional employees and is realized only when tools are broken.
5. CDL renewal occurs every 8 years, the current renewal fee is $74 and 105 employees hold CDL's as a requirement of their job.
6. Differentials include adjustments to; shift, temporary assignment & training add -on pay.