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Overview Presentation on Bargaining 2014 Overview of All Agreements. City and County of San Francisco Department of Human Resources. 1. Overview Presentation on Bargaining 2014. Citywide Provisions. Citywide Provisions. - PowerPoint PPT Presentation
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City and County of San FranciscoDepartment of Human Resources 1
Overview Presentation on
Bargaining 2014Overview of All Agreements
1
City and County of San FranciscoDepartment of Human Resources
City and County of San FranciscoDepartment of Human Resources
Overview Presentation on
Bargaining 2014
Citywide Provisions
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City and County of San FranciscoDepartment of Human Resources 3
Citywide Provisions Term: Three years – July 1, 2014 through
June 30, 2017 (except nurses) Citywide Wage Pattern*
Effective October 11, 2014: 3% Effective October 10, 2015: 3.25% Effective July 1, 2016: between 2.25% and
3.25%, depending on CPI Total over three years: 8.5%-9.5%
*except Plumbing Inspectors; Fire Prot. Engineers
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City and County of San FranciscoDepartment of Human Resources 4
Citywide Provisions Health Contributions - Percentage-Based Contribution Model
effective January 1, 2015* City contributions (except SEIU and Painters) capped at second
highest plan as follows: Employee-only: 93% Employee-plus-one: 93% Employee-plus-two: 83%
Stipend for Laborers, Local 261 SEIU: 100%-96%-83% SEIU RNs: same contribution model as Supervising RNs
*except Painters, MEA units
Life Insurance: $50,000 (SEIU, Misc.; Teamsters Local 856 Multi)
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City and County of San FranciscoDepartment of Human Resources 5
Citywide Provisions Paperless Pay
Controller will implement mandatory Paperless Pay effective Fall 2014, with 30 days advance notice to unions and employees prior to implementation
Requires employees to select direct deposit or a no-fee pay card to receive compensation
Pay advices will only be provided electronically, on a password-protected site
Pay advices can be printed Compensatory time balances will be shown
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City and County of San FranciscoDepartment of Human Resources 6
Citywide Provisions
Paperless Pay Advices – Coming to a Computer Near You Pay advices are already available electronically; with
mandatory 100% participation, we will work to improve accessibility
Employees will be allowed to access their online pay advice on City equipment during work time
Where employees do not have regular access to computers, PPSD will evaluate those worksites and will make City computers available for employees to view and print their pay advices
Upon request, department payroll officers will provide assistance to employees to print hard copies of their pay advices
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City and County of San FranciscoDepartment of Human Resources 7
Citywide Provisions Union Access Rules
Consistent with California law, Union representatives must have reasonable access to work sites to conduct their representation duties
Reasonable access rules were added to the SEIU MOU last round and several unions agreed to add the same rules to their MOUs this round (see MOU Bargaining Summaries)
The negotiated rules incorporate workable guidelines for most departments, but if these don’t work for your department, departments can implement additional rules after meet and confer
DHR is also evaluating whether to create a City policy to provide union access guidelines consistent with State law that would cover other unions (without overriding existing policies)
Problems with a specific union?
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City and County of San FranciscoDepartment of Human Resources 8
Citywide Provisions Union Access Rules - Summary
Reasonable access to work sites No disruption or interference with operations, and no political
activities Union representatives must identify themselves upon arrival Union reps may use department meeting space if available
and with reasonable notice Where confidential work takes place, department may
require escort if required of all other non-employee visitors Previously implemented written access rules still apply Departments may implement additional rules after meet and
confer
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City and County of San FranciscoDepartment of Human Resources 9
Citywide Agreements Non-“Z” or “L” Compensatory Time Cash Out
Controller-led initiative attained through bargaining that helps manage and limit compensatory time liabilities by cashing out closer to the rate the overtime was earned
Appointment in Another Department: An employee who is appointed to a position in another department shall have his or her entire compensatory time balances paid out at the rate of the underlying classification prior to appointment
Upon Promotion: An employee who is appointed to a position in a higher, Non-Z or L designated classification or who is appointed to a position in a Z- designated classification shall have his or her entire compensatory time balances paid out at the rate of the lower classification prior to promotion
Local 21, TWU, Local 200, Laborers, Craft Coal., Stat. Eng., Oper. Eng., Plumbers, DSA*, MSA*, Teamsters, L856 Multi, DAIA*, Unrep., Painters (*see specific MOU provision for variations)
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City and County of San FranciscoDepartment of Human Resources 10
Citywide Provisions Compensatory Time Caps Summary:
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City and County of San FranciscoDepartment of Human Resources 11
Citywide Provisions Airport Transit Pilot Program
To encourage mass transportation, the Airport will implement a pilot program that will pay an employee up to the maximum monthly tax-free commuter incentive allowed by the IRS
For those unions that signed on, implementation of the pilot program does not have to be bargained
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City and County of San FranciscoDepartment of Human Resources 12
Citywide Provisions Wellness Program
Joint Labor/Management Committee on Health and Wellness has been working on a Citywide Wellness Program that will be rolled out in conjunction with HSS this summer
During bargaining, the Public Employee Committee (PEC) unions met with City leaders to discuss goals for the Wellness Program and to renew the parties’ commitment to supporting Wellness and reducing health care costs
Out of that process, the City negotiated side letters with SEIU (and Supervising Probation Officers) regarding the City’s commitment to Wellness issues
The City also communicated to all PEC unions its ongoing commitment to the Citywide Wellness Program
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City and County of San FranciscoDepartment of Human Resources 13
Citywide Provisions Wellness Program – City Commitments
Citywide Wellness Program has been presented to the HSS Board and will be rolled out this summer – stay tuned!
Employees will be encouraged to take a confidential employee Well-Being Assessment (WBA) regarding their baseline health
DHR and CSC will provide clarification to departments and employees as to appropriate use of sick leave
DHR and HSS are exploring piloting shorter on-site workout classes to make it easier for employees to exercise during lunch breaks
DHR is evaluating and will issue a policy encouraging departments to allow adjusted work schedules, where operationally feasible, to facilitate the ability of employees to participate in exercise programs in conjunction with the workday
1
City and County of San FranciscoDepartment of Human Resources 14
Citywide Provisions Employee Development/Tuition
Reimbursement Employee allocations increased in multiple
contracts Annual allocation increased in multiple contracts Some expansion of uses for funds See MOU Bargaining Summaries for specifics
1
City and County of San FranciscoDepartment of Human Resources 15
Citywide Provisions
Lead PayRequirements vary by MOU. What to look for: Leading how many people?
Two versus three (other) persons “Plan, design, sketch….”
“And” v. “Or” “lead” Whether leading same classifications or
mixed crews
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City and County of San FranciscoDepartment of Human Resources 16
Citywide Provisions Progress on City initiatives
Extension of probationary period Many contracts require Union agreement in writing
to extend a probationary period, and the City has sought to change this in the last two rounds. A few unions agreed to the change last round, and three more agreed in this round.
For Building Inspectors, Operating Engineers, and Teamsters Local 856 Multi-Unit, the probationary period may be extended by mutual agreement with employee and notice to union (union agreement no longer required)
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City and County of San FranciscoDepartment of Human Resources 17
Citywide Provisions Progress on City initiatives (cont.)
Standby Pay: eliminated 25% provision (Local 21 and Building Inspectors)
Step Advancement: As of this round, nearly all unions now have one year until first step increase instead of 6 months (this round added Building Inspectors, TWU Local 200, MEA [non-MCCP])
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City and County of San FranciscoDepartment of Human Resources
Overview Presentation on
Bargaining 2014
SEIU, Local 1021Miscellaneous
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City and County of San FranciscoDepartment of Human Resources 19
SEIU, Local 1021, Miscellaneous As-Needed Employees – Job Experience Crediting
(JEC) Pilot Program - Overview Perception by SEIU that the City has overly high
usage of Temporary Exempt As-Needed (Category 16) employees, potentially depriving low-wage-earning members opportunities for and benefits of permanent employment
Goals of the JEC Program: identify classifications that meet the agreed-upon threshold for high use, and set up an exam process that gives credit for job experience and ultimately affects final ranking on an eligible list
1
City and County of San FranciscoDepartment of Human Resources 20
SEIU, Local 1021, Miscellaneous As-Needed Employees – Job Experience Crediting (JEC)
Pilot Program – Nuts & Bolts Applies to classes in which at least 15% of total
hours worked in the previous year were worked by As-Needed employees – identified classification will be referred to as JEC Classes
If no eligible list or holdover roster exist for the JEC Class, DHR committed to establish a multiple hurdle examination process that includes an assessment of related experience in the job in order to establish an active eligible list
1
City and County of San FranciscoDepartment of Human Resources 21
SEIU, Local 1021, Miscellaneous As-Needed Employees – Job Experience Crediting
(JEC) Program (Nuts & Bolts cont.) The foundation for a JEC class examination is the
establishment of an assessment process that recognizes and awards points for relevant work experience. The weighting of the experience assessment must be supported by the job analysis; however, the minimum weighting for the experience assessment is 20% of the total score for ranking on the eligible list.
Applies to both Classification-Based Examinations (CBT) and Position-Based Examinations (PBT)
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City and County of San FranciscoDepartment of Human Resources 22
SEIU, Local 1021, Miscellaneous As-Needed Employees – Job Experience Crediting (JEC)
Program (Nuts & Bolts cont.) If a classification is deemed to be a JEC Classification that
qualifies for a PBT, the DHR Recruitment and Assessment Team will provide technical guidance to the department to develop the examination
DHR will ensure that departments are aware of the JEC class designation
HR Professionals – If you are planning a CBT or PBT for an SEIU classification during the first quarter of the new FY, you must first check with DHR/RAS to determine if the class is a covered classification, and if it is, you will have to consult with DHR/RAS to design the JEC element of the exam
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City and County of San FranciscoDepartment of Human Resources 23
SEIU, Local 1021, Miscellaneous Appointment Above Entrance
No longer requires SEIU’s approval (But send written notice to Union-
designated email address)
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City and County of San FranciscoDepartment of Human Resources 24
SEIU, Local 1021, Miscellaneous Reasonable Accommodation
Agreement with SEIU codifies best practices already in existence and supports good documentation of the reasonable accommodation process
City will provide in writing the required response within 30 days of an employee request for reasonable accommodation
Include in the response an update on the status of the employee’s request.
When the City grants an accommodation, provide a written description of the accommodation to the employee
If no accommodation is granted, upon request the City shall provide a written reason for the denial to the employee.
1
City and County of San FranciscoDepartment of Human Resources
Overview Presentation on
Bargaining 2014
Professional & Technical
25
City and County of San FranciscoDepartment of Human Resources 26
IFPTE, Local 21 Employee Development Fund: clarified that
employees have a grace period in July each year to submit receipts for approved expenses incurred in the prior fiscal year
Expedited Arbitration: contract interpretation disputes may now be moved by either party to full arbitration
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City and County of San FranciscoDepartment of Human Resources 27
Teamsters, Local 856, Multi-Unit Probationary Period
Increased from 520 hours to 680 hours for job changes
Job changes means any appointment other than a new-hire or promotive appointment, and includes bumping and transfer
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City and County of San FranciscoDepartment of Human Resources 28
Municipal Executives’ Association, Misc. Management Classification/Compensation Plan (MCCP)
Post-Appointment Committee The post-Appointment wage adjustment process is
designed to address internal equities, compaction issues, recruitment and retention, special skills, special assignments of limited duration, and exemplary performance
The process is suspended for FY 14-15 while the parties jointly review appropriate criteria for wage adjustments
When the revamped process returns in FY 15-16, there will be a maximum 1.0% use-it-or-lose-it allocation per year, with up to 0.75% for one-time payments and up to 0.25% for on-going wage increases
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City and County of San FranciscoDepartment of Human Resources 29
Municipal Executives’ Association, Misc. Leadership Development Program
Jointly-developed program to provide enhanced training opportunities to managers
Pilot program last year was well-received, and the next round will begin in September – Departments will be asked to select managers for the program
City committed $75,000 annually to continue the program
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City and County of San FranciscoDepartment of Human Resources 30
Municipal Executives’ Association, Misc. 12W Sick Leave Ordinance: waived Supervisory Differential: if supervisory differential
causes compaction with immediate supervisor, immediate supervisor’s biweekly compensation adjusted to be $1 → $100 in excess of subordinate
Discipline Process Provide to Union written recommendation from Skelly
officer Employees can request sealing of discipline files prior
to end of 3 years If MEA is the designated representative in a discipline
investigation, the Department that conducts the investigation will issue written notification to the Union advising of the outcome
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City and County of San FranciscoDepartment of Human Resources 31
Municipal Attorneys’ Association DA Standby Pilot Program:
To consult or respond regarding Officer Involved Shootings/In-Custody Deaths, Search Warrant Review or Homicides
8 hours of administrative leave granted per week, capped at 40 hours per calendar year
8177 Control Point for Wage Increases: Absent certification of satisfactory performance, provides process to withhold step increase at step 5 (subject to developing mutually-agreed procedure for implementation)
Work Schedule Committee: committee to discuss attorney work schedules and time reporting methods
1
City and County of San FranciscoDepartment of Human Resources
Overview Presentation on
Bargaining 2014
Crafts/Trades
32
City and County of San FranciscoDepartment of Human Resources 33
Crafts/TradesOvertime
Based on all hours paid excluding sick pay
Sick leave look-back eliminated* Craft Coalition; Plumbers, Local 38;
Electrical Workers, Local 6; Laborers, Local 261
Based on all hours paid (including sick pay)
Stationary Engineers, Local 39
*except Painters1
City and County of San FranciscoDepartment of Human Resources 34
Craft Coalition Covered Unions:
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BricklayersCarpentersCement MasonsGlaziersHod CarriersIATSE
NOTE: Building Inspectors, Painters now have separate MOUs
IronworkersPile DriversPlasterersRoofersSheet Metal WorkersTeamsters, Local 853
City and County of San FranciscoDepartment of Human Resources 35
Craft Coalition/Plumbers, Local 38 Acting Assignment Pay
After 10th consecutive day → After 10th day within 60 working days
Callback Pay May now include up to one hour of paid travel time
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City and County of San FranciscoDepartment of Human Resources 36
Plumbers, Local 38 Personnel Files
New: notify and provide a copy to the Union and the employee of any derogatory material placed in his or her personnel file and allow him or her to provide a response
1
City and County of San FranciscoDepartment of Human Resources 37
Electrical Workers, Local 6 High-Voltage Apprenticeships
City and Union will meet and discuss development of an apprenticeship program for difficult-to-fill High Voltage positions
1
City and County of San FranciscoDepartment of Human Resources 38
Building Inspectors Compensatory Time in Lieu of Paid
Overtime For employees subject to FLSA overtime, prior
MOU required mutual agreement of the Appointing Officer to earn compensatory time in lieu of paid overtime
New: Now, employees must request in writing to accrue compensatory time in lieu of paid overtime (i.e., mutual agreement no longer required, so long as employee request is in writing)
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City and County of San FranciscoDepartment of Human Resources 39
Painters Skelly Process
Must now provide a copy of the final notice of discipline to the employee’s representative
Personnel Files Union representative may review employee’s
personnel file with written permission of the employee and when in presence of a departmental representative; may also obtain copies of contents upon request
New to this contract and consistent with most MOUs
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City and County of San FranciscoDepartment of Human Resources 40
Laborers, Local 261 12W Sick Leave for Temp Exempt As-Needed: temporary
exempt as-needed may accrue and use sick leave based on 12W accrual, usage consistent with City policies
Personnel Files: disciplinary documents will be sealed upon request of the employee after 4 years (reduced from 5 years)
Seniority: For shift bids, assignments, and vacation scheduling, Departments may consider current satisfactory work performance and the absence of pending discipline, or discipline served in the last six months, in addition to seniority
Protective Work Clothing: if Department provides protective clothing, employees are expected to wear such clothing
1
City and County of San FranciscoDepartment of Human Resources 41
Operating Engineers, Local 3 Posting for Reassignments: For vacant permanent
positions, posting must be on official bulletin boards in locations where employees regularly work
Certification Reimbursement: Codified practice that when employee is required to possess a certificate, the City will reimburse any fee for issuance or renewal and employees will be paid for time to take qualifying examinations
1
City and County of San FranciscoDepartment of Human Resources
Overview Presentation on
Bargaining 2014
Safety
42
City and County of San FranciscoDepartment of Human Resources 43
Deputy Sheriffs’ Association Staffing Levels: gained flexibility to reasonably determine
and adjust minimum staffing levels Vacation Scheduling
Vacation sign-up and slots changed to include Senior Deputies with Deputies
Committee will evaluate vacation scheduling and overtime costs, with ability to revise vacation scheduling during MOU term (subject to arbitration)
1
City and County of San FranciscoDepartment of Human Resources 44
Safety Contract Extensions Contract Extensions
Three-year extensions, through June 30, 2018 Firefighters, Local 798 and MEA – Police, MEA –
Fire Same model as Police MOU extension
Lower start rates for Firefighters and Paramedics Pilot Wellness Program (cash out of unused sick
leave) expires June 30, 2018 Wage increases:
July 1, 2015 1% July 1, 2016 2% July 1, 2017 2%
1
City and County of San FranciscoDepartment of Human Resources
Overview Presentation on
Bargaining 2014
Nurses
45
City and County of San FranciscoDepartment of Human Resources 46
SEIU Local 1021, Nurses Term: two years (and for Supervising Nurses) Major Initiatives (some highlights)
Staffing language improvements Revisions to reassignment processes Commitment to review staffing workload in
conjunction with opening of new hospital Completed EPMC swap Commitment to develop training on assault
prevention Separate trainings at DPH to cover all
provisions, and see MOU Bargaining Summary
1
City and County of San FranciscoDepartment of Human Resources
Overview Presentation on
Bargaining 2014
Q&A
47