Summary of Tentative Agreement Between SEIU Local 221 And The County of San Diego

Transcription

1 Summary of Tentative Agreement Between SEIU Local 221 And The County of San Diego 1. Term of Contract This is a 4-year contract which will expire on June 30, A. First Year: a. Effective December 27, 2013, the County paid offset of employees pension payment will be reduced by 1/3 for employees on Tier A and Tier B of the pension in the AE, MM, PR, PS, RN, and SS bargaining units (the amount equal to 1/3 varies by bargaining unit and tier). b. Effective December 27, 2013, all wages for all employees and wage rates in the AE, MM, PR, PS, RN, and SS who are at Steps 5 or higher shall be increased by 1.5%. Employees who are in Steps 1 4 shall receive a 0.4% increase. These and all other wage increases are pensionable. c. Effective December 27, 2013, all wages for all employees and wage rates in the CL, FS, HS, and SW bargaining units who are at Step 5 or higher shall be increased by 1.5%. Employees who are in Steps 1 4 shall receive a 0.4% increase. These and all other wage increases are pensionable. i. Every worker on the steps will get their full 5% step increases each year and receive the full 1.5% increase when they reach Step 5. d. Effective January 1, 2014, the County contribution to the Flex Benefit Allotment shall be increased for the SW bargaining Unit by 5%. The new monthly allotment shall be: i. Employee Only = $463 (increased by $22/mo) ii. Employee + 1 = $691 (increased by $33/mo) iii. Family = $986 (increased by $47/mo) e. In order to catch up with the SW contract and achieve fairness and equity, effective January 1, 2014, all other bargaining units shall receive the same increase as SW plus 2.5%. The new monthly allotments are: i. Employee Only = $453 (increased by $32/mo) ii. Employee + 1 = $675 (increased by $48/mo) iii. Family = $968 (increases by $69/mo) Kaiser rates are going up 1.3% in 2014 and Anthem rates for the HMOs are going up 3.1% in Kaiser individual will be fully paid Employees will save up to $634 per year on family coverage 1

2 f. Effective January 10, 2014, the following Job Classifications shall receive equity adjustment increases to base pay: Food Service Worker 2.5% wage increase Treasurer-Tax Collector Specialist 2% wage increase Public Health Nurse 2% wage increase Public Health Nurse Supervisor 2% wage increase Telecommunications Technician III & IV 1.5% wage increase LVN 1% wage increase Detention LVN 1% wage increase Psychiatric Nurse 1% wage increase Supervising Nurse 1% wage increase Recreational Therapists 1% wage increase Physician 2.5% wage increase Psychiatrist 2% wage increase Sr. Physician 2.5% wage increase g. Effective upon ratification, all Employees shall receive a 2% stipend paid over 6 months in the first pay period of each month. The stipend is pensionable. B. Second Year: a. Effective June 27, 2014, the following Job Classifications shall receive equity adjustment increases to base pay: All job titles on the attached list (336 job titles included) 1.2% salary increase Physician 2.5% salary increase Psychiatrist 2% salary increase Sr. Physician 2.5% salary increase b. Effective January 1, 2015, the County contribution to the Flex Benefit Allotment shall be increased to the following monthly amounts: 1. Employee Only $ Employee + 1 $ Family $1075 c. The $1000 payment for employees with 30 or more years of service shall no longer be paid. d. Effective July 1, 2014, all employees shall receive a 2% stipend paid over 6 months paid in the first pay period of each month. The stipend is pensionable. 2

3 C. Third Year: a. Effective June, 2015, all employee wages and wage rates shall be increased by 2%. b. Effective January 1, 2016, Flex Allotment Benefits shall be increased by 5% as follows on a monthly basis: i. Employee Only = $510 ii. Employee + 1 = $776 iii. Family = $1129 c. If any non-peace officer bargaining unit receives a better agreement for and in terms of total compensation, then the Union can re-open the contract for purposes of negotiating additional economic improvements. D. Fourth Year: a. Effective June 23, 2016, all employee wages and wage rates shall be increased by 2%. b. Effective January 1, 2017, Flex Allotment Benefits shall be increased by 5% as follows on a monthly basis: i. Employee Only = $536 ii. Employee + 1 = $815 iii. Family = $1185 c. Effective with the last pay period in June 2017, Employees shall pay the remainder of their share of the pension offset still paid by the County. Employees shall receive an increase in pay equal to about 70 cents on the dollar. The increase in pay is pensionable. 3. Prescription coverage The Union and County will begin meeting immediately to study a proposal to reduce employee co-pays for all health and pharmacy plans by up to $20 per prescription for the treatment of asthma, depression, diabetes, and cardiovascular-related conditions including high blood pressure. The study will be completed by February 28, 2014 and the parties will meet and confer to implement possible changes for the 2015 calendar year. 4. Probation Period The probationary period is increased to 12-months for certain designated professional or licensed classifications. 5. GPS The Union and County shall meet and confer if the County proposes a policy that uses GPS data for disciplinary purposes. The meet and confer process would either end in impasse or agreement no later than 90 calendar days from notification of a proposed policy. If agreement is not reached then the impasse procedure pursuant to the Labor Relations Ordinance would be applicable. 3

4 6. Drug and Alcohol Use Policy The Union agreed to re-open the MOAs in order to bargain over a change in the Drug and Alcohol Use Policy. Any changes proposed by the County to this policy shall be consistent with reasonable suspicion standards and not random testing. 7. Grievance Procedure Unlike the employee association contracts, SEIU 221 and the County agreed to leave the current time limit for grievances at 45 calendar days and not restrict grievances for Letters of Reprimand. We, also, agreed to a reasonable grievance procedure for group or Union-initiated grievances that begins with Labor Relations. 8. Uniform Allowance Employees eligible for Uniform Allowance who are on leave of absence shall receive payment upon return from leave. Park Ranger job titles shall receive an increase in Uniform Allowance to $800 per year. 9. Delete VEBA Union agrees to County proposal to delete an old reference to a proposed retiree health plan that never was created. 10. Drug Testing: Safety Sensitive Positions Employees who were not previously given a drug test and are promoted into a safety-sensitive position shall be required to take a drug test. 11. Shoe Allowance The shoe allowance shall be increased to $155 per year (maximum 3-year accrual of $465). Code Enforcement Officers and Building Enforcement Supervisors will be eligible for shoe allowance 12. Electronic Communications All Labor-Management Committee minutes will be distributed and/or made electronically available to all departmental employees. 13. Safety A Union Steward and/or Representative may be present at the initial notification to management of a possible unsafe working condition. 14. Temporary Assignment Compensation Reduce the amount of time that an employee has to work in a higher paid classification from 3 weeks to 2 weeks in order to be eligible for the higher rate of pay for time worked. 15. Involuntary Reassignments The County shall provide 14-day notice of the need to transfer an employee, except in emergency circumstances, in which case the notice shall be as soon as practicable. Volunteers shall be sought among qualified applicants. If there are no volunteers, then qualified employees may be assigned. After 6 months, the employee shall have right of first refusal to transfer back to the previously held position if a vacancy opens up. Lastly, there shall not be any restriction on an employee s ability to apply or transfer to a different position. Disputes will be subject to the grievance and arbitration procedure. 16. Overtime Work and Compensation Employees shall state their preference for cash payment or CTO for overtime worked. The preference shall be complied with provided there is not a legitimate operational or financial reason not to comply. An employee s preference shall not adversely affect whether the employee is offered the opportunity to work overtime. Disputes will be subject to the grievance and arbitration procedure. 4

5 17. Clean Up Provisions The Union and County agreed to eliminate unnecessary either redundant or obsolete language in the contracts. 18. Labor-Management Committees The Union and County agreed to special training and facilitation from the Federal Mediation and Conciliation Service for 2 to 4 Labor-Management Committees in order to make them more effective at addressing ongoing issues and solve problems. 19. Certification/Licensure Requirements for Premium Pay If an employee does not maintain a certification or license required for premium pay, then the employee will lose the premium pay until the renewal of the certification or license. 20. License Reimbursements for Ag Inspectors Agricultural/Standards Inspectors shall be reimbursed for classes and for renewal of County-desired and required licenses and certification. 21. Accrual of Non-FLSA Comp Time The maximum accrual will be increased to 64 hours for Park Ranger job titles. 22. Animal Control Officer Training Premium ACOs shall receive $1.12 per hour while training ACO Academy recruits. 23. FMLA The Side letter including Registered Domestic Partners shall be included in the contract. 24. Beepers No more beepers. 25. Administrative Leave The County is not required to return an employee to work after 30 working days if there is an ongoing criminal investigation or other extenuating circumstances. The employee shall continue to be paid while on leave. 26. Steps Step 1 will now be a 1-year step instead of 6-month step. 5