The Money issues

Year One - 2008 (effective 9/7/08)

4.00 - Bring everyone up to full market survey on 9/7/08 (10/2/08 pay day) without retro back to 7/1/08.
.39 - Dental proposal - City to pick up employee portion ($12.12 per pay date) of current Dental program.
.05 - Tuition program increases - from 60% to 70% reimbursed, from $1,500 to $2,000 per year paid, and annual cap raised from $35,000 to $60,000.
.02 - Shift Pay proposal - from $.95/hour second shift to $1.05 and from $1.10 third shift to $1.25.
.03 - Add a Motor Sweeper 5% Noxious Pay Differential.
.002 - EAP proposal - First 10 sessions of Mandatory counseling to be on City time.
.41 - BERMT increase of $10 per pay period for both Employee and City - currently $30 each (Coalition agreement - BCEA, IBEW & BMA).

4.902 (8.302) - Total Year One (with PERS items*)

Year Two - 2009 (effective 6/28/09)

2.43 - Cost of Living Raise for everyone 6/28/09 (7/23/09 pay day).
.26 - Vision proposal - The City will provide a vision PPO plan (currently VSP) for employee only - same benefit levels as IBEW.
.24 - Increase Medical effective December 2009: $425 (E); $830 (E+1); $1080 (F) - up from $361, 740 and $960 respectively.
2.93 - Total Year Two

7.832 (11.232) - total Package (with PERS items*)

* PERS items include the stopping of the 2.4% PERS deduction and the paying of the 1% increase to the PERS employee contribution - a 3.4% value. As part of the Pay Date Change Agreement, the Council requested taking credit for these and we agreed so long as it was at no cost to the BCEA package.

7.832%=$3,824,593 value
11.232%=$5,484,911 value

The Non-Money issues

• Two Year Contract - 7/1/08 to 6/26/10
• Backhoe Differential (PG 11, Section H, 20) to include other heavy equipment excluding forklifts and dump trucks
• Audit Union Time usage in first year, revisit in second year and look at increasing to 400 hours. Timekeepers to enter union initiated time and a newly created city union time (not counted against current 300 hour limit)
• A 5% Hazardous Material differential for one trained Water Plant Operator or Water Plant Mechanic (.01% charged to BWP)
• BCEA President to be evaluated by the BCEA Executive Board with a potential 0-5% merit bonus subject to ability of the president's department to fund - ending a long standing debate on who should evaluate the BCEA president.
• Language proposals to clean-up grammar and spelling in Articles II, III, IV, and Exhibit H.
• An agreement that Recruitment will provide promotability points to employees
• Address specific concerns with the following BCEA positions/benchmarks: Jailer, Electrical Engineer, and Welder.

Non-Money Issues Still Being Worked On

• Language proposals to clean-up grammer and spelling in Article IV.
• Language to protect Part Time employees.
• Language changes relating to Discipline and Discharge.
• Language to clarify jacket and hat replacements.
• Create a Joint Labor/Management Committee to examine issues related to contracting-out BCEA work.
• Revise and update language in the Grievance and Discipline Articles, adding additional option for appealing minor discipline.
• Language to encourage Citywide Training being taken on City time.
• Clarifying language relating to Call-Outs.
• Language relating to Development and Working Out-Of-Class, specifically for BWP.
• Address specific concerns with the following BCEA positions/Benchmarks: Workers Compensation Technician.

Issues Considered, but No Agreement Reached.

• Increases to Life Insurance, Short Term Disability and Long Term Disability Insurances - now pending results from the new Insurance Broker.
• Increase to Bi-Lingual Pay - City would consider if program restructured.
• Tried to add Cesar Chavez Holiday day off (Coalition to pursue).
• Tried to add 8 floating holiday hours for employees on a 5/40 schedule.
• Tried to add commercial sanitation workers to sanitation "one man" differential.
• Increase Bereavement Leave to include one day for other family members.
• Increase Vacation balances - 1 more day/20 years, 1 more day/25 years, 1 more day/30 years, 1 more day/35 years (Coalition to pursue.)
• Make changes to Exhibit L, PG 149 to include other employees from Article II, PG 8, Section H, 1 with the Refuse Section's 20 hours of Floating Holiday time.
• Reestablish the BCEA Training Fund, later changed to a Wellness Development Fund.
• Standardizing and increasing StandbyPay.
• Increase to the Meter Reader Mileage Allowance.
• Tried to have salary savings from vacancies applied to COLA in 2009.
• Tried to have unused Wellness balance transferred to the BCEA Wellness Development Fund - still pursuing other alternatives.
• Tried for a fixed 9/80 for the City (Coalition to pursue).
• Establish a Call Phone Reimbursement for Field Employees.
• Additional Retiree Medical Monies.
• Tried to increase cap on in-Lieu balances - limited to 240 by FSLA Regulations.
• Language relating to the City Travel Policy.
• Address specific concerns with the following BCEA positions/benchmarks: Supervising Account Clerk.
• Increase Retirement Benefit to 2.7%@55 or 3%@60 (Coalition to pursue).

Other Issues.

• The City proposal was on 8/1/08 capped at 7.39% over two years - not counting the two PERS items of 3.4%. On 8/12/08 it was 7.64% after first presentation to City Council. Now up to 7.832% after three presentations. The total BMA contract was around 7.64% (salary of 3.25% in year one and 3.5% in year two)
• The last salary offer from the City was 3.25% in year one and 3.5% in year two until they accepted our proposal for 4.0% (full market survey) in year one.
• The Medical and Vision benefit costs are subtracted from the salary dollars leaving 2.43% for a Cost of Living Adjustment in year two. The Negotiation Team felt it was important that we not fall further behind with money towards medical benefits.
• The Negotiation Team supports this proposal and recommends a yes to the ratification