AMERICAN FEDERATION OF STATE, COUNTY AND MUNICIPAL EMPLOYEES LOCAL 2406, AFL-
AFSCME LOCAL 2406 PROPOSALS
FOR
2007/2008 CONTRACT YEAR
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(1) Unscheduled Leave
PERSONNEL SERVICES BULLETIN 93-
III. Unscheduled Leave
In an effort to address unexpected situations that arise and prevent an employee
from requesting leave time in advance, an employee may be allowed to use unscheduled
leave a maximum of three (3) times twenty-
(2) Customer Service Day or Floating Holiday
CBA, § 20.1
All employees covered by this agreement shall receive the following holidays as provided below, provided that, employees of the Solid Waste Division of the Water/Wastewater Department shall only receive the following seven (7) holidays: New Year's Day, Dr. Martin Luther King, Jr.'s Birthday, Memorial Day, Independence Day, Labor Day, Thanksgiving, and Christmas. Employees of the Solid Waste Division will receive Veteran's Day holiday upon approval of an ordinance change by the City Council that recognizes Veterans' Day for solid waste services. Employees in the Solid Waste Division, who work a four day week, will be entitled to receive ten (10) hours exchange time or pay for each City holiday worked, to be taken at such time that is mutually agreeable to the employee and the employee's supervisor during the contract year. Employees may continue to request which type of payment they prefer, subject to divisional revenue as appropriated by the City Council.
New Years' Day Veteran's Day or Armistice Day
Dr. Martin Luther King, Jr.'s Birthday Thanksgiving Day
Memorial Day Day following Thanksgiving Day
Independence Day Christmas Day
Labor Day Day before Christmas Day
Customer Service Day or Floating Holiday
(3) Uniform Allowances
CBA, § 24.1
The Employer will provide uniforms where the services requires such on an as needed basis as determined by the Employer. Employees participating in a uniform program provided by the Employer must be treated equitably as relates to need. The City shall repair or replace uniforms, including prescription eye glasses and watches (not to exceed $200.00, damaged or destroyed (but not lost) in the line of duty, as properly documented by the employee .
Employees whose services requires uniforms shall receive a uniform allowance payable with the last paycheck in June. The minimum withholding allowed by law shall be withheld from this payment.
(4) Sick Leave (Article 16)
CBA, § 16.3
Sick Leave Payoff: Employee shall be paid for fifty percent (50%) of the sick leave
balance at the time of retirement, vesting, voluntary resignation, or disability,
provided that the fifty percent (50%) maximum will be reduced two and one-
The remaining fifty percent (50%) of the sick leave balance at the time of retirement, vesting, voluntary resignation, or disability, shall be paid into a health trust for employees that will cover the cost of medical insurance premiums until exhausted.
(5) Article 22 Wages
CBA, § 22.3
(b) Management retains all discretionary rights to assign and designate individual employees to serve 2 nd and/or 3 rd shift schedules, which assignments shall not be subject to grievance under Article 8 of this Agreement unless the assignments violate Section E of this Article 22.4.
(6) Article 2 Recognition
CBA, § 2.2
Newly hired probationary employees will not be afforded access to the provisions of this Contract.
(7) Personnel Policies, § 608 Performance Evaluations
§ 608.02
The performance of full-
The performance of probationary employees shall be evaluated at least monthly and the monthly performance evaluation forms shall be submitted to the Personnel Department for inclusion in the employee's personnel history folder.
(8) Article 10 Promotions
CBA, § 10.4
Eligibility List Eligibility lists shall be established for all the classifications listed in Addendum A; names on eligibility lists shall be maintained for a period for 180 days for general pay plan positions included in this list or new classification/titles proposed and adopted by City council to replace the existing classification/titles on this list. Vacancy announcements may be posted at any time to supplement the names on existing eligibility lists and will be posted for at least five (5) working days. Employees may test for the same position only twice in the same twelve month period.
(9) Review Board
(10) Global Positioning System (GPS) on employee vehicles
(11) Longevity Pay
(12) Merit increase for employees who have reached the top of the pay scale
(13) Second part-
(14) 9-
(15) Committees
• PSB for Hazmat licenses for all departments
• Tool insurance for mechanics
• Solid Waste manning/equipment/station issues
• Retirement/Pension plan issues including Board representation
(16) Job Audits
• All Inspectors
• Police Report Clerks
• Utility Worker IIs
• Traffic Maintenance Workers (street painters)
(17) Salary Survey Animal Welfare Officers
(18) Master Mechanic job requirements, ASE v. experience
(19) Meter Reader Production Standards
(20) Construction Inspector Mileage Reimbursement (Wages)
2007-
Negotiations Meeting June 26, 2007
Brothers and Sisters:
The AFSCME Local 2406 Negotiation Team wanted to let our members know where were are on negotiations this year. Below are the issues that we have on the table right now.
*The City offered a 1.94% raise. AFSCME countered with a 5.5% raise. *The City has
proposed an increase in the prescription co-
Retail Mail
Currently employees pay: $10.00 (generic) $20.00 (generic)
$18.00 (brand) $36.00 (brand)
The Citys proposal was $15.00 (generic) $30.00 (generic)
$30.00 (brand) $60.00 (brand)
AFSCME countered with a proposal to increase the office visit co-
$10.00 (generic) $20.00 (generic)
$25.00 (brand) $50.00 (brand)
*AFSCME proposed an increase in shift differential; the shift differential hasnt changed in the city for years. Currently 2nd shift receives .32 and 3rd shift .50; we proposed an increase to .50 for 2nd shift and .75 3rd shift. This was an average of what the 10 Cities previously surveyed received.
* AFSCME has requested job audits for Police Report Clerks, Utility Worker IIs and Inspectors.
*There is a new state statue that involves drug testing for employees who are involved in accidents whose estimates exceeds 500.00 worth of damage. The language to the contract will be changed to comply with the new law.
*AFSCME is looking at the eligibility lists and demotion and lateral lists. The City is proposing a generic list that will list the classification of the position that is being offered. The department will no longer be on the posting. The purpose of this is that once the eligibility list is formed for the classification (job title) the position will be filled from the eligibility list for all departments with that classification listing. For example for an Office Specialist. The posting will be for an Office Specialist with no specific hiring department. Any city employee who is interested in being an Office Specialist in any department would need to apply when the position is posted. If a position in a Police Department becomes available it will be offered by division first. Once that position is filled and another position becomes available for an office Specialist in Water Department, they will go down the list and see which employees are in the water department and the job will be offered to those employees first. You can decline the position if you would prefer not to go to a particular department and will remain on the eligibility list until the 180 days expire or the list is exhausted. The negotiation team is proposing that initially the location of the job be posted on the first job posting.
*For the departments that receive clothing allowances we are negotiating employees receiving this money on their check rather than having to spend their uniform allowance with 1 vendor. There was also the issue of some long term employees who dont need uniforms because they have accumulated so many over the years but are forced to buy more. These employees would be able to use that money for other things.
Because the end of the fiscal year is approaching the team has decided to put a lot of issues in committee. We currently have a labor/management committee who are looking at the eligibility list. There is a 911 committee who will be dealing with issues in the unit. There is a tool committee who are addressing insurance and tools that employees have to purchase to perform their jobs. The reason that the issues are put in committee is to avoid holding up the contract being settled and employees receiving whatever pay increase is negotiated.
Also, Jennifer Hudson was elected to serve on the Retirement Board !!! We will have
another voice on this board to speak for AFSCME employees. Kelley Garrett has been
placed on the Group Term Life Insurance Board and Wyvetta Barclay recently attended
a Leadership and Womens Pre-