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HomeMy WebLinkAbout11-13JANUARY 11, 2011 11 -13 RESOLUTION (CARRIED 7 -0 LOST LAID OVER WITHDRAWN ) PURPOSE: APPROVE LABOR CONTRACT /OSHKOSH PROFESSIONAL POLICE OFFICERS ASSOCIATION (OPPA) FOR YEARS 2010 & 2011 INITIATED BY: ADMINISTRATIVE SERVICES DEPARTMENT WHEREAS, the City of Oshkosh and Oshkosh Professional Police Officers Association (OPPA) 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, OPPA 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 Oshkosh Professional Police Officers Association 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, Wisconsin 54903 -1130 City of Oshkosh — O1HKQ/H MEMORANDUM Date: January 7, 2011 To: Mark Rohloff, City Manager CC: Scott Greuel, Police Chief From: John Fitzpatrick, Assistant City Manager / Director of Administrative Services Re: Oshkosh Professional Police Officer's Association Contract for 2010 -2011 As you know, we reached a tentative agreement on November 18, 2010 with the Oshkosh Professional Police Officer's Association (OPPA) for the contract years of 2010 and 2011. This agreement was ratified by the Oshkosh Professional Police Officer's Association on December 13, 2010. I believe this agreement is good for both the Oshkosh Professional Police Officer's Association and the City as it: 1) Restores the integrity of percentage contribution by increasing the flat dollar caps to better define an employee's contribution to health. 2) Provides a modest wage increase dependent upon insurance changes. 3) Provides opportunity for voluntary settlements with all other represented groups. Included in this packet is the conceptual tentative agreement ratified by the Oshkosh Professional Police Officer's Association 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: 11/18/10 Oshkosh Professional Police Officer's Association TA Oshkosh Professional Police Officer's Association Costing Information 0 TENTATIVE AGREEMENT BETWEEN THE CITY OF OSHKOSH AND THE OSHKOSH PROFESSIONAL POLICE OFFICERS ASSOCIATION IN MEDIATION WITH SUE BAUMAN ON NOVEMBER 18, 2010 November 18, 2010 All provisions of the previous contract shall continue except for the tentative agreements below: Schedule A, Wages 2010 - first pay period - $5.13 per bi- weekly step then a 2% increase 2011 - first pay period - 2% increase 2. Article III, Uniforms Change "$450.00" to 1550.00 ". 3. Article VIII, Insurance A. Medical Benefits Plan Change the contract to provide the following: Employee Contributions With HRA a. Employee contributions for PPO with HRA Effective January 1, 2010, employees will contribute up to 7% up to a maximum of $53 per month towards single; $96 per month towards dual and $133 per month towards family premium equivalents. Effective January 1, 2011, 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. - 1 - b. Employee contributions for EPO with HRA Effective January 1, 2010, employees will contribute up to 6% up to a maximum of $34 per month towards single; $62 per months towards dual and $85 per month towards family premium equivalents. Effective January 1, 2011, Effective 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. Employee Contributions Without HRA a. Employee contributions for PPO without HRA Effective January 1, 2010, employees will contribute up to 10% up to a maximum of $76 per month towards single; $137 per month towards dual and $190 per months 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. b. Employee contributions for EPO without HRA: Effective January 1, 2010, employees will contribute up to 10% up to a maximum of $57 per month towards single; $103 per month towards dual and $143 per month 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. 3. Revise as follows: 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 -2- in paragraph A.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. Effective January 1, 2011, employees that were hired after January 1, 2009 shall be treated the same as those employees hired after January 1, 2011 as stated in the following paragraph. Prior to printing, after the next bargaining cycle, this language and the corresponding language reference to employees hired after January 1, 2009 will be removed from the successor agreement to the 2010 -2011 contract. Emplovees 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. Not in Contract: Examples Applicable To Employees Hired After January 1, 2011 and Effective January 1, 2011 Employees Hired After January 1, 2009: A. PPO with HRA An employee hired after January 1, 2011, and effective January 1, 2011 employees hired after January 1, 2009, who select the PPO plan with HRA will contribute 33% of the difference between the EPO with HRA and PPO with HRA: 2009 and 2010 2011 Single $223 $ 80 Dual $402 $144 Family $556 $200 B. PPO without HRA An employee hired after January 1, 2011, and effective January 1, 2011, employees hired after January 1, 2009, who select the PPO plan without HRA will contribute 33% of the difference between the EPO without HRA and the PPO without HRA. -3- 2009 and 2010 2011 Single $223 $ 88 Dual $402 $159 Family $556 $220 C. EPO with or without HRA An employee who is hired after January 1, 2009 (or 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, 2009 (or January 1, 2011) as listed above who select the EPO plan with or without the HRA, as appropriate. In summary, new hires who select the EPO will contribute the same amount to the EPO as current employees. 4. Duration (page 16). Change the dates to provide a two year contract from first pay period 2010 to December 31, 2011. Moved 5. To #11 Add the felleav+a�: .. i R P 116 7. W ages . 2. Schedule A wage schedule of the existing contract will be modified as follows: Movement on the pay schedule The existing language states: "Employees shall progress from one step to the next on an annual basis based on their anniversary date of hire." The new language will read: "Employees shall progress from one step to the next on an annual basis based on their anniversary date of hire so long as the employee is in the same classification to which they were originally hired. Employees who are promoted to another job classification shall move from one step to the next on an annual basis according to the employee's date of appointment to the new job classification." 3. The parties also agree to the following salary schedule placement language to be added to the contract: Employees in the Police Officer job classification who are located in Step F on the salary schedule who receive a promotion to another job classification shall move to Step F of the new classification. Employees in the Police Officer job classification who are located in Steps A through E and receive a promotion, shall move to the step in the new job classification that is closest to, but above, their current salary. 8. Article II Add the following: Police School Liaison Officers (PSLO) will make their annual contractual vacation selection according to the following guidelines: During the nine -month school year, no more than two (2) PSLO's will be on vacation at one time. School year is defined as the first day of school in September through the last day of school in June. During the three -month summer, no more than three (3) PSLO's will be on vacation at one time. Summer is defined as the day after the last day of school in June through the day before the first day of school in September. Once the vacation selection process is completed, uncommitted vacation time will follow the 30 -day rule for uncommitted vacation outlined in Directive 144. Police School Liaison Officers will remain assigned to the Investigative Services Bureau during the summer months, and generally may work their regularly assigned work hours and days. One or more PSLO's may be assigned to the Patrol Services Bureau if long term Patrol staffing shortages occur. PSLO assignments to Patrol will be made according to seniority by time in grade as a PSLO. Notification will be given to officers by May 1 and if given after May 1 the officer has 14 days to report to patrol duties. Th PFGGed6iFe will be Feviewed eaGh year wheR the vaGat l eave li st i 6 po6ted. -5- 9. Article V, second paragraph. Change "one week" to "three consecutive day blocks and include attached off days." NEW 10. Article XIV, Progression of Disciplinary Action Second paragraph, first sentence: Change "may" to "shall" so it will read: "The Association shall be furnished a copy of any written notice of reprimand or suspension." NEW 11. Article VI, Section B. Vacation Leave. Add: Officers who are off on an approved vacation day(s) will not be ordered to return to work except for special team activation, and emergencies. If officers are off on 3 or more consecutive vacation days, they will not be ordered to return to work on their vacation days, and any regularly off days attached to the vacation days except for a court subpoena, special team activation, and emergencies. A block of vacation is 3 or more vacation days taken consecutively in conjunction with regularly scheduled off days. Example: (3 day block of vacation) Officer selects 1 vacation day, then has 2 regularly scheduled off days, then selects 2 more vacation days. Special Team Activations shall include: Crisis Reaction Team including Negotiators, Tactical Team and Crash Investigation Team. 12. Memorandum of Understanding - Trial Period for Scheduled Events. See attached. 13. Directive #116. Delete reference to EAA traffic assignments. (See attached). -6- K: \DOC S \07470 \95448 \5062827 OSHKOSH POLICE DEPARTMENT DIRECTIVE DIRECTIVE #116 EFFECTIVE DATE: March 18, 2005 Subject: OVERTIME WORK Objective: Standardization of procedures for overtime assignments Definitions: Unanticipated Shift Shortage A staffing shortage that occurs within 24 hours of the start of the affected shift. Anticipated Shift Shortage: A staffing shortage that is known more than 24 hours in advance of the affected shift. Emergency: An emergency is an unanticipated circumstance that requires immediate police action to quell a disturbance or preserve the public peace or safety. Scheduled Event: A known, pre - arranged activity, � ah \ & $�N vx * Procedures: Unanticipated Shift Shortage 1. Unanticipated shift shortages shall be filled by seniority from the preceding shift. 2. Reasonable efforts will be made to allow for 2 hours minimum and 4.5 hours maximum of overtime, but officers may be released at anytime if not needed. 3. If it is known that officers will be needed for more than 4.5 hours, off -duty officers from the affected shift will be called by seniority. 4. If no off -duty officers are available, the shortage is to be filled by seniority within the affected Division. Anticipated Shift Shortages 1. Shift shortages anticipated more than 24 hours in advance will be first offered by seniority to off -duty officers from the affected shift, and then by seniority to officers from the affected Division. Scheduled Events llej v I . The scheduling of overtime for scheduled events, kAa tea �t�will be made available on the basis of seniority „r un ' lets: a. The activity requires special training or unique characteristics, which a senior officer may not possess, b. The assignment of the senior officer results in increased overtime due to the costs of call in, or C. The time required to locate the more senior officer could adversely affect the success of the operation. The above provisions do not apply in emergency situations or extensions of assignments. David W. Erickson Chief of Police OSHKOSH POLICE DEPARTMENT MEMORANDUM OF UNDERSTANDING TRIAL PERIOD FOR SCHEDULED EVENTS THE CITY OF OSHKOSH AND THE OSHKOSH PROFESSIONAL POLICE ASSOCIATION For those events where supervisors and bargaining unit employees are assigned to scheduled events, the City of Oshkosh (hereafter "City ") and Oshkosh Professional Police Association (hereafter "Union ") hereby agree as follows: The Chief shall determine the number of supervisors and bargaining unit employees to be assigned to scheduled events. 2. After the supervisory positions have been filled, the remaining positions will be assigned to bargaining unit employees by bargaining unit seniority, rather than department seniority and otherwise pursuant to Directive 116. 3. In the event bargaining unit employees do not volunteer for all of the open positions, the Chief can fill the remaining positions with supervisors, order in the least senior employee(s), or decide not to fill the position(s). 4. This does not prohibit supervisors from taking any and all police action while performing supervisory duties. 5. This Memorandum of Understanding shall be effective starting the first full pay period following the ratification and signing of the 2010 -11 Labor Agreement by both parties. 6. This Memorandum of Understanding shall expire on December 31, 2011 and become null and void unless both parties agree in writing to continue its terms. 7. This Memorandum of Understanding shall not be considered a binding past practice nor establish any precedent. It shall not be cited as precedent in any collective bargaining, mediation, or interest arbitration proceeding. FOR THE CITY FOR THE UNION Date Date 1 -5 -11 City of Oshkosh & Oshkosh Professional Police Officers Association 2010 -2011 Agreement Costing Information Base Year 2009 2010 2011 Salaries $ 4,219,520 $ 4,303,910 $ 4,389,988 Step Increase $ 6,664 $ 80,536 $ 157,463 Bi- weekly increase $ 324,821 $ 10,612 $ 10,824 Longevity $ 26,500 $ 28,000 $ 30,250 Total Salary $ 4,246,020 $ 4,423,058 $ 4,588,525 Avg Salary $ 54,436 $ 56,706 $ 58,827 $ Increase $ 2,270 $ 2,121 % Increase 4.17% 3.74% Employer Share Employer Share Employer Share Health Insurance (PPO) $ 246,108 $ 245,180 $ 264,794 Health Insurance (EPO) $ 695,376 $ 693,521 $ 749,002 Total Health Insurance $ 941,484 $ 938,700 $ 1,013,796 Total Salary & Health Insurance $ 5,187,504 $ 5,361,758 $ 5,602,321 Avg Salary & Health Insurance $ 66,506 $ 68,740 $ 71,825 $ Increase $ 2,234 $ 3,084 % Increase 3.36% 4.49% ICI $ 10,615 $ 11,058 $ 11,471 Life Insurance $ 6,664 $ 6,797 $ 6,933 FICA/Med $ 324,821 $ 338,364 $ 351,022 WRS $ 713,331 $ 787,304 $ 844,289 Total Salary & Benefits $ 6,242,934 $ 6,505,281 $ 6,816,037 Avg Salary & Benefits $ 80,038 $ 83,401 $ 87,385 $ Increase $ 3,363 $ 3,984 % Increase 4.20% 4.78% Additional Information 1. Oshkosh Police Officers Association costing is based on 78 members. 2. Health ins. costing assumes all employees participate in the health risk assessment & 2011 premiums include an estimated 8% increase. 3. State retirement rate for protective with social security employees increased 1% in 2010 and .6% in 2011. 4. An increase of $5.13 per bargaining unit member per pay period for 2010 was agreed upon in lieu of a Detective adjustment in order to secure ratification by a majority of employees. 5. Across the board increases of 2% in 2010 & 2% in 2011 are reflected in the salary line. 6. Clothing allowance net increase is $800 per year. 7. As was the case with the Fire contract, Police have been at the higher contribution levels for health insurance since the last bargaining cycle (2007 -2009) which is why the percentage increases reflected in this document may appear higher than AFSCME units.