Dear Union Siblings,
Thursday we had round 6 of negotiations with the honor or representing every one of you. We presented the County some answers and counter proposals to their previous submission to us from July 28th.
County proposed the removal of Open Window and allowing the changing of schedules at any point a worker requests. We see this as an opportunity for workers to be able to submit a request for a new schedule without having to wait a year for the opportunity to bid one one. Furthermore, the Union has countered their proposal with the addition of language that will expect the County to provide weekly updates on open schedules and a 2-week window for workers to receive a response of their initial request.
The County proposed the elimination of language in the MOU that would previously give the Agency the right to restrict raises beyond the 10th Step in Single-Step increments only. The elimination of this language guarantees that any worker receiving a “Meets Expectations” review will automatically qualify for a 2-Step increase beyond the 10th Step.
The County has proposed additional language to the MOU that would extend the probationary period of a worker who is under paid Administrative Leave for the amount of length that worker was out.
The County has proposed a Workgroup to assess Leave Provisions language. This workgroup will clarify Leave of Absence language to streamline it and add understandability.
The County has proposed flexibility when it comes to Bereavement Leave allowing a worker to take Bereavement Leave within 6 months of employee but no more than 12 if written approval is received before the 6-month period.
The County has proposed the exchange of Columbus Day for Native American Day as a paid holiday.
The County has proposed a 365 day clock to reach the scheduling of the final step in an appeals/grievance process. The Union is Holding on this proposal and is requesting more information from the County.
The County has proposed additional language that would refer any grievance alleging discrimination to the County EEO office.
The County proposed language that any probationary release due to discrimination will be final and binding. T
The County has proposed a change in language to the arbitration process that would equally share the cost of the arbitration, not just the arbitrator as it currently reads, between the County and the Union. The Union is currently not in agreement of this language and rejected it.
The County proposed the pooling of Active and Retired County employees into a restructured health plan. The Union is Holding on this proposal as they gather more information from their benefits providers to proceed in the worker’s best interest.
The County has proposed an Insurance Workgroup that will discuss the redesign of the Wellness Credit Program, how employees earn their 5% credit, and reduction in cost of health care.
The County proposed language for Performance Ratings that would eliminate the current 5% designation of excessive workload above County average as notable on performance reviews. The Union has rejected that language and countered with their own designation of 2% above workload levels to be recognized as notable on performance reviews. The Union agrees that 5% above workload was different 3 years ago than it is now. It is not fair to keep that number so high as our caseloads grow and so does that 5% designation. 2% is fair considering the rising amount of cases carried by each worker.
The County proposed the elimination of the Union-Management Council. The Union rejects this proposal as the Council only meets quarterly and is a venue where worker concerns are presented to upper management. The Union does not believe losing this quarterly meeting is beneficial for the membership.
The County proposed the elimination of language from the previous MOU that established a Performance Evaluation Workgroup. This workgroup did not meet the expectations of the Union as it had limited meetings during the pandemic and the suggestions provided by the Union ultimately were not factored in. The Union has countered the County with the chance to adopt a rubric that was developed by the Union during these meetings that would indicate the definitions of what qualifies as step-increase-worthy traits and activities.
The County proposed language that would eliminate the mention of Extra Help and Working Retirees in certain Articles.
Finally, The County has proposed a 7% raise over 3 years. This is a wide-gap from our original 30% over 3 years (10/10/10). Additionally, the County has rejected the $2,500 ratification bonus proposed originally by the Union.
Your Union is rejecting the County’s proposal and has re-submitted their proposal for 10% raise every year for 3 years along with the ratification bonus.
The Union has conceded that the County will not approve retroactive pay. This makes our request to resubmit our original wage increase proposal even more significant. We are standing firm on our request for the increase.
The Union has heard from the membership and will continue to fight for an increase in wages that is fair!
There will be a negotiations meeting on Tuesday August 15th at 6:30pm for our membership to hear an even more detailed Bargaining Update and a chance to allow more members to be involved in letting the County know just exactly what our value is!
Stay AFSCME STRONG!