APRIL 4, 2012
IBEW 1245 REACHES NEW TENTATIVE AGREEMENT WITH THE CITY OF ROSEVILLE
1-YEAR DEAL WORTH 6.27%
Members of the IBEW bargaining committee at the City of Roseville, from left: Mitch Prather, Brian Boyd, Jeff Beaubier, Assistant Business Manager Ray Thomas, Rick Thompson, and Business Representative Charley Souders. Not Pictured: Jeff Holt and Business Representative Pat Waite.
On April 4, 2012 your IBEW 1245 negotiating committee negotiated an enhanced table agreement at the City of Roseville which the city clarified was their Last Best and Final Offer.
The terms of the April 4, 2012 table agreement are scheduled for a membership explanation at 2pm on April 9, 2012 at the city’s corporation yard, and then the membership vote will be held at 2pm on April 18, 2012 at the city’s corporation yard.
Following a February 16th membership rejection of the previous table agreement, the Union’s committee met on February 27th at the IBEW 1245 union hall in Vacaville to discuss specific reasons for membership rejection and then to formulate counter proposals for continuing negotiations.
The subsequent bargaining sessions with the city culminated in a table agreement on April 4, 2012, which the city clarified as their Last Best and Final Offer:
The highlights of the April 4, 2012 table agreement are as follows:
– The City shall recommend a “YES” vote for approval to the city council and the IBEW 1245 shall recommend a “YES” vote for approval to the union membership:
– UNFAIR LABOR PRACTICE (New) The City withdrew their previous proposal to have the Union withdraw our unfair practice charge. The union’s unfair practice charge shall remain active with PERB, the union will not withdraw. In the event that PERB rules against the city, the city’s liability for damages shall be from the time period of August 6, 2011 through the date of the approval of a successor (new) MOU.
– Term of Memorandum of Understanding: As previously negotiated, January 1, 2012 to December 31, 2012
– Chapter 2, Article 1. A REGISTRATION AND CERTIFICATION PAY (New): Provides for enhanced cumulative certification pay opportunities in water distribution and water collection.
– Chapter 2, Article 1. B. SPANISH SPEAKING PAY DIFFERENTIAL (New): Certified employees shall receive $46.51 bi-weekly.
– Chapter 2, Article 1 C. FUTURE SALARY INCREASES (Enhanced): The parties agree to continue to meet during the term of the MOU to determine revenue thresholds that would lead to future salary increases. There is no longer any reference to future salary increases being provided as revenues increase.
– Chapter 2, Article IV. SERVICE TERM BONUS (New): Added to the current provisions of Article IV. A. is a 15 year service bonus of 2.5% of base salary beginning at the 15th year of employment and every year thereafter.
– Chapter 3, Article IX. PERSONAL LEAVE TIME (Enhanced): The same provisions for the 80-hour annual leave time as previously negotiated, but with cash out allowed in any regular pay period, and language clarifying employee options to defer paid leave time into their deferred compensation accounts.
– Chapter 3, Article VIII. COMPENSATORY TIME (New): Strikes current item D., allowing employees to now accrue compensatory time off for hours worked between 12:00 midnight and 6:00 a.m. emergency overtime periods.
– Chapter 4, Article 1. MEDICAL AND DENTAL BENEFITS: As previously negotiated, effective the first pay period following approval of the new MOU, the city will increase their monthly medical premium payment from $1,158.60 to $1,200.
– Chapter 5, Article I. PUBLIC EMPLOYEE RETIREMENT SYSTEM(New): Employees to receive 6.197% EPMC reporting by city. This is accomplished by employees paying 6.197% of the employer normal cost and paying 1.803% of the employee portion of PERS.
– RETIREE HEALTH PLAN PROPOSAL(New): City withdraws its proposal to tier retiree health care proposals. During the term of the MOU the union agrees to “discuss”, with no obligation to negotiate, retiree health care benefits.
– APPENDIX “B” TWELVE HOUR SHIFT – SPECIFIC PROVISIONS (New): Removes “Dispatcher” from the twelve hour shift provisions of Appendix B items 3, 8, and 9. d. Also provides for new item 9. “g.” allowing for turn over compensation with prior supervisor approval.