HomeMy WebLinkAbout10A - Executive Session
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"?<om tie 'D~ air FRANK BOYLES 1/
September 26,2001
TO: MAYOR MADER AND CITY COUNCILMEMBERS
SUBJECT: October 1, 2001 Executive Session
I have attached for your review two documents for discussion on Monday night. The first is a memo
from Sue Walsh outlining the direction we are seeking to help us conclude negotiations with AFSCME.
The second document is a status chart of the staffs progress on the 2001 City Council objectives. This
document is provided as a supplement to my part year performance review.
If progress is made on the Markley Lake (Sohler) settlement agreement and it is executed by next
Monday evening, this item could be added to the executive session.
16200 Eagle Creek Ave. S.L, Prior Lake, Minnesota 55372-1714 / Ph. (952) 447-4230 / Fax (952) 447-4245
AN EQUAL OPPORTUNITY EMPLOYER
CONFIDENTIAL MEMORANDUM
DATE:
FROM:
September 26,2001
Mayor and Council ( JJ )
Susan Walsh, Assistant City Manage~~
AFSCME Contract Negotiations
TO:
RE:
The American Federation of State, County and Municipal Employees (AFSCME)
represent the City's maintenance, clerical and technical employees. At 37 members,
they constitute the largest single union for City employees.
The existing three year AFSCME agreement expires 'at the end of this year. Five
negotiation sessions have been conducted to date.
The staff is seeking Council direction on the following issues:
1. Length of contract - 1, 2 or 3 years?
2. Annual step system increase
3. Number of steps in salary system
4. Market adjustments for
(a) Maintenance V,
(b) Accounting Clerk
(c) Department Secretaries, CSO, Utility Billing Coordinator, and
Receptionist/Secretary
5. Add new position of Mechanic
6. Health insurance
7. Holiday pay for full time and part time employees
8. Standby/On Call language
9. Funeral Leave
10. Sick Leave Buy Out
11. Advancement from Step to Step
Shown below for each issue is its description, staff discussion and recommendation.
1. LenQth of Contract
Up until the last negotiation session, the union wanted a two-year contract. We
proposed a three-year agreement which the union agreed to. Typically the first two
years of the agreements have been fixed with the third year open on wages and for
16200 Eagle Creek Ave. S.E., Prior Lake, Minnesota 55372-1714 / Ph. (952) 447-4230 / Fax (952) 447-4245
AN EQUAL OPPORTUNITY EMPLOYER
insurance. The policy question is: in light of the recent circumstances should we
continue to pursue a three-year agreement?
2. Annual adjustments (COLA for each year
The Union has agreed to a 3% annual adjustment effective each January 1 sl in years
2002, 2003 and 2004 contingent upon certain wage and benefit requests discussed
below. Our survey of comparable communities suggests that most are targeting 3%
for 2002. Increases for 2003 and 2004 of metropolitan cities are less clear since
most cities are not settled. Those that are settled range from 3% to 3.75%. Staff
recommends that Council approve a 3% increase for each of the three years. An
alternative is 3% in 2002 and reopens for 2003 and 2004.
3. Number of steps in salary ranQes
The existing contract provides for 12 step increases over a ten-year period for all
employees. The union first requested that the salary steps be reduced from 12 to 5.
As a point of information, Prior Lake is one of the few cities that have a 12 step, 10
year salary plan. This will be an ongoing issue with this union. Staff recommends
that the City retain the 12-step plan.
4. Market adjustments for certain positions
(a) Maintenance V Position: Both parties acknowledge that the pay range for
Maintenance V employees (parks, streets, sewer and water) is low compared to
the Metropolitan area market. To retain these employees, we must be
competitive. The union is seeking an hourly maximum rate of $20.79:t. Prior
Lake's 2001 top rate is $16.92. The results of our survey for average maximum
wage for 2002 are as follows:
Moundsview $19.41 South St. Paul $19.52
'- Savage 20.50 Columbia Hts. 19.47
Shakopee 19.01 Chaska 19.75
New Hope 19.91 Rosemount 20.20
Golden Valley 19.83 A verage Max. Wage $19.73
The City's last proposal to the union for maximum salary was $19.50 an hour.
The union wants $20.09/hour. Based on the market study, staff recommends
that the maximum wage be $19.80 an hour.
Implementation: There are 11 employees in this position. The City proposed to
the union that these employees receive a 3% annual adjustment on January 1,
2002 and also move to the next highest step. Then on their anniversary date,
they would be eligible to move to the next highest step. The same adjustment
schedule will apply for each of the remaining positions (4b - 4c). The union
disagrees with the City's proposed method of slotting employees into the new
range. The Union wants employees to be slotted into the same step they are at
in 2001.
Staff recommends that the City Council consider approving the Maintenance V
salary range with $19.80 as the maximum rate, and employees be slotted into
the new range as proposed above.
2
(b) Accountinq Clerk: The union proposed that the maximum hourly rate for this
position be adjusted upward. The Stanton Study states that the maximum wage
for an Accounting Clerk 2 for 2001 is $16.91 and $18.96 for an Accounting Clerk
3. The City's job duties and qualifications for this position are a combination of
the Stanton Accounting Clerk 2 and 3. The average between the two Stanton
maximums is $17.94 for 2001. With a 3% increase, the maximum wage would
be $18.47. Staff recommends that the City Council approve a new salary range
for the Accounting Clerk with $18.47 as the new maximum wage for 2002.
(c) Department Secretaries, CSO, Utility Billinq Coordinator &
Receptionist/Secretary: The union originally proposed that the maximum salary
for these positions be $18.39; and at our last negotiations it was agreed that the
maximum be set at $17.55. This would be a 12i increase to the range.
The Stanton maximum hourly rate for a Secretary A is $18.41 and for Secretary
B is $17.14. Based on the responsibilities of the 9 departmental secretaries,
they would fall somewhere in between a Secretary A and a Secretary B as
described in the Stanton. The City's part time Receptionist/Secretary position
would be closer to the Se<::retary A range.
The Stanton maximum wage for a Utility Clerk is $17.93 for 2001. Therefore, the
proposed range is appropriate.
The Stanton maximum wage for Community Service Officer is $15.59, and the
City's 2001 maximum wage is $16.92. Even though the City's rate is higher, this
position is correctly classified since the CSO performs secretarial duties and is a
backup to the secretarial,?taff in the police department.
Staff recommends that the ranges for secretary, CSO, utility billing coordinator
and CSO be adjusted by 12i over and above the 3% annual adjustment.
(d) Mechanic Position: The City proposed that this position be included in the
AFSCME bargaining unit with a maximum wage for 2002 at $20.59. Two
mechanic positions were included in the operating budget that Council approved
as part of the preliminary levy on September 4. The Stanton 2001 maximum
wage rate for cities comparable in size to Prior Lake is $20.00/hour. Staff
recommends that Council consider approving the mechanic position maximum
wage to be set at $20.59 for 2002.
Total Cost for Wage Increases for 2002: If the wages for AFSCME employees
are approved by the City Council as proposed above, the total cost based on
today's employee census for AFSCME employees only, would be $1,422,438.
Based on December 31,2001 wages for AFSCME employees, this would be a
$63,416 or 4.67 increase over $1,359,021.91. $1,443,214 was budgeted for
AFSCME employees for 2002.
3
5. Health Insurance:
After five meetings with the union, this is where we stand on the City's monthly
contribution:
City offer
Union proposal
2002
$520
$520
2003
$530
$560
2004
$540
$600
The three other bargaining units that have contracts through 2002 have agreed to
the $520 monthly contribution by the City. It's important to keep the City's
contribution the same for all bargaining units so $520 would be the appropriate City
contribution for 2002. Below are actual and estimated rates for your review:
2000 2001 2002 2003 2004
% Increase 17% 9% 13% 1 0% Est. 10% Est.
Family cost $579 $631 $715 $787 $866
City Cost 425 470 520 545 570
Employee Cost 154 161 195 242 296
If the City proposed a $50 increase for 2002 and a $25 increase for 2003 and 2004,
the cost increase to the City (based on today's employee enrollment in health
insurance) for all employees would be as follows: $31,846 for 2002; $18,722
increase for 2003 and $19,899 for 2004. The 2002 budget contains the funding for
this purpose.
Staff recommends that we do not exceed these health insurance increase guidelines
unless corresponding savings can be achieved in the wage package.
6. Holiday pay for ThanksQivinQ, Christmas & New Years Day:
The union requested premium pay for maintenance workers if they are called out on
these holidays. The City disagrees with this request. There are very few cities that
pay holiday pay. Staff recommends that this be denied.
7. On Call Duty/Standby Pay:
Discussion was held on this item because there were inconsistencies between the
contract language and how the employees have been paid for the past several years
when they are on call or standby duty. The following proposed language is
consistent with the existing practice:
Employees directed by the Employer to be on call or on standby Monday through
Friday will be compensated for a minimum of one (1) hour for each day on which
they are on standby, and will be paid at one and one-half (1 ~) of the Employee's
normal rate of pay. Employees directed by the Employer to be on call or on
standby Saturday, Sunday or Holidays will be compensated for a minimum of two (2)
hours for each day on which they are on standby, and will be paid at one and one-
half (1 ~) of the Employee's normal rate of pay.
4
In addition to on call/standby pay, Employees scheduled to work on the days they
are directed to be on call or on standby shall be paid at one and one-half (1 ]12 of the
Employee's normal rate of pay.
Call outs while on call/standby will be paid for a two (2) hour minimum at the rate of
one and one-half (1 ]12) of the employee's normal rate of pay.
Staff recommends approving this language.
8. Funeral Leave LanQuaQe:
The current AFSCME contract language allows the employee to take up to 3 days
paid leave within a calendar year for funeral leave for the employee's immediate
family members. All other bargaining units allow employees to take up to 3 days per
death of each immediate family member. The proposed language would give
AFSCME employees the same benefit.
An employee may be granted up to three (3) days of paid leave in conjunction with a
death of a member of the employee's immediate family.
Staff recommends that Council consider approving this language.
9. Holiday Pay:
Under the current AFSCME contract, probationary employees are eligible for a
floating holiday starting on January 1 of the year after the employee completes
his/her probationary period. All other employee groups, except police officers, are
eligible for a floating holiday, P:t:.l fin g their probationary period. AFSCME requested
that they be able to use the floating holiday in the same year that an employee
completes probation.
The City and the union agreed to the following language:
All regular full-time employees who have completed probation shall be eligible for a
floating holiday. Scheduling of an employee's floating holiday shall be by mutual
agreement between the employee and his/her supervisor. A floating holiday cannot
be carried over from one year to the next.
All regular part-time employees who have completed probation shall be eligible for
two (2) floating holidays, on a pro-rata basis, provided that such employees are
regularly scheduled to work not less than 20 hours a week.
Staff recommends approval of the proposed language.
10. Sick Leave Buyout:
The City proposed and the union agreed that Article 19.4 of the contract be
amended so that the language is consistent with the current practice in that once an
employee elects to buy back his/her sick leave balance, this election will continue
until the employee leaves the City.
5
Once a year employees who have accumulated at least ninety (90) days of sick
leave may receive payment through a payroll check for their sick leave days in
excess of ninety (90) days at fifty (50) percent their current rate of pay. This option
once exercised by an Employee, shall continue until termination of
employment.
Staff recommends approval of the proposed language.
11. Accelerated advancement throuQh the salary ranQe:
The City proposed and the Union agreed to the following language:
Employees may be moved more rapidly through the steps at the discretion of
the Employer.
This matter came up when Administration wanted to move an employee up one step
because of added duties. They objected because the current labor agreement
doesn't provide for accelerated movement. Staff recommends that this language be
included in the labor agreement.
6
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