The Redding City Council on March 15 unilaterally implemented its “Last Best and Final” offer pertaining to the IBEW Local 1245 Electric bargaining unit.
The Last, Best, and Final offer had been tendered by the City on Feb. 23.
“For some 18 months, the members of IBEW 1245 at the City of Redding refused to accept a two-tier system that would have eliminated the City’s contributions to future-hire retiree medical,” said Local 1245 Senior Business Rep. Ray Thomas. “Our members stood their ground, even though the City had already eliminated future-hire retiree medical for SEIU-represented emplioyees and for non-represented exempt city employees in early 2008.”
Due in large part to vigorous grass-roots resistance by IBEW members and a pointed study fby an academic team at University of California at Davis, the Council’s Last, Best, and Final did not include the elimination of retiree medical for future hires.
“The retiree medical the City unilateral implemented is similar to the retiree medical plan at PG&E,” said Thomas. But it is not the same as the previous plan in place for IBEW members at Redding, so union attorney Jenny Marston is assisting in a legal review of the matter to determine if the IBEW will file suit against the City.
The union has scheduled an “all-hands” Electric membership meeting for April 12 to discuss the members’ strike option in lieu of litigation.
“While the fight has been contentious, the majority of the unilaterally-implemented provisions stem from IBEW 1245 membership proposals,” Thomas noted.
Highlights
Highlights of the unilaterally-implemented contract:
One Year Term
3% GWI
Various wage inequity adjustments: 14.5% Warehouse Worker and Power Plant Warehouse Worker, and Warehouse Leadman, and 19.3% for Equipment Service Worker.
New 3.5% Shift Differential for Troubleman
Increased compensation for Power Plant Relief Operator (from 6.4% to 8%)
Employees to pay 10% of Health Insurance Premium, this value is to be offset by an additional hourly wage increase of $0.78 (in addition to increases above). Also, no future increase to employee share may exceed 12.5% of the previous year’s share.
Employee co-payment for prescription drugs to increase, e.g., generic from $7.50 to $10.00.
Modifications to retiree health care benefit (under review by 1245 for potential litigation).
Increase in meal allowance limits: Dinner $25 (formerly $17.50), other meals $15 (formerly $8.25).
New work boot reimbursement: $300 every other year, beginning 2010.
New Safety Award program for Electric Distribution unit.
Increase the amount of paid time off for the Christmas Eve Holiday.
Non-binding Ad-hoc committee to discuss potential classification changes (Power Production and Distribution Electrician).