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HomeMy WebLinkAbout10-326OCTOBER 12, 2010 10 -326 RESOLUTION (CARRIED 6 -0 LOST LAID OVER WITHDRAWN ) PURPOSE: APPROVE LOCAL 796, AFSCME, AFL -CIO CONTRACT FOR 2010 - 2011 (PARKS, PUBLIC WORKS AND TRANSPORTATION) INITIATED BY: ADMINISTRATIVE SERVICES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. CITY HALL 215 Church Avenue P.O. Box 1130 Oshkosh, 54903-1130 City of Oshkosh OlHKQ/H MEMORANDUM Date: October 8, 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 September 21, 2010 with AFSCME Local 796 for the contract years of 2010 and 2011. This agreement was ratified by AFSCME Local 796 on October 7, 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. 0 CITY OF OSHKOSH AND THE OSHKOSH CITY EMPLOYEE UNION, AFSCME LOCAL 796 (DPW) TENTATIVE AGREEMENT REACHED JUNE 24, 2010 WITH SUE BAUMAN, WERC June 25, 2010 Updated July 13, 2010 Updated August 12, 2010 Updated August 27, 2010 Updated September 21, 2010 Updated September 28, 2010 All provisions of the previous contract shall continue except for the tentative agreements reached below. 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 $.25 /hour for all such time in the higher classification. B. If an EOII employee is promoted to an EOIII job classification through a temporary assignment for five (5) working days or more, the employee's experience shall count toward the experience required in the EOIII job description. 3. Article XI, Pay Policy Shift Differentials - 1 - A. Sewage plant operators shall receive forty -five cents ($.45) per hour when performing water analysis and testing in the Wastewater Laboratory. 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. Training Add -On Increase to forty -five cents ($.45) per hour. 3. Article XI, 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 XIII, 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 XIII, 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. -2- 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. 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." The last two sentences in the contract are retained. 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.E 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. 13. Upon ratification, union agrees to withdraw labor standard complaint. 14. Article XI, Overtime. A. Modify: "Transit employees shall be paid overtime over 40 hours per week or over 8 hours per day ." B. Insert: "Paid time off shall count towards the calculation of overtime and compensatory time based on the employee's regularly scheduled work day and /or work week, excluding scheduled overtime." C. Note: Not in contract. This language will go into effect pay period 1, 2011. -5- K:\DOC S \07470 \95449 \5058956 15. 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: 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 -6- K:\DOC S \07470 \95449 \5 059549 7 -29 -2010 City of Oshkosh & AFSCME Local 796 2010 -2011 Agreement Costing Information ICI 0.250% $ 16,641 $ 17,029 BASE YEAR 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 2009 $ 10,634,130 2010 $ 72,341 2011 Salaries $ 6,581,163 $ 6,712,786 $ 6,847,042 Step Increase 8% increase. 3. State imposed retirement rate for general employees increased .6% in 2010 and .6% in 2011. $ 12,305 $ 22,629 Longevity $ 75,250 $ 79,750 $ 82,750 Differentials $ 6,814 $ 6,518 Total Salary $ 6,656,413 $ 6,811,655 $ 6,958,938 Avg Salary $ 45,282 $ 46,338 $ 47,340 $Increase $ 1,056 $ 1,002 % Increase 2.33% 2.16% 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 $ 784 $ 1,916 %Increase 1.32% 3.17% ICI 0.250% $ 16,641 $ 17,029 $ 17,387 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. MEMORANDUM Date: October 8, 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 September 21, 2010 with AFSCME Local 796 for the contract years of 2010 and 2011. This agreement was ratified by AFSCME Local 796 on October 7, 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.