AFSCME - Council 40
8033 Excelsior Dr.
Conference room -
lower level
Presentations will
take place at:
8:15 am
10:15 am
12:15 pm
2:15 pm
4:15 pm
6:00 pm
The summary of the tentative agreement is as follows:
- Temporary base wage reduced by 5% from July 6, 2009 through December 19, 2009 (this is equal to 6 days or 48 hours of time worked for full time employees)
- We will receive 48 hours (prorated for part time employees) of Paid Personal Leave time to be used no later than ppd 26 in 2011.
- The first pay period of 2011, any employee who was employed during the wage reduction will be given an additional 16 hours (prorated for part time) of Paid Holiday Time.
- We will retain our June 2009 pay raise of 1.5%
- Increase the Sick Leave Conversion Cap by 50 hours to a total of 1700 hours.
- Increase the Vacation Bank Cap from 400 to 448.
- Comp Time carryover will be increased to a cap of 75 hours earned (50 hours worked)
- Deadline to use your prior year vacation, holiday and wellness hours is extended from October to the last day of the payroll year.
- If Health Insurance rates increase by 5% or less for 2010, the County will continue to pay for our insurance at the current percentages and will not seek an increase in employee contribution for the next contract.
- A guarantee of NO LAYOFFS in 2009.
- Employees who give the County written notice of their intent to retire no later than December 31, 2009 by July 24, 2009 will be exempt from the wage reduction. (Employees not subject to the wage reduction will not receive the Pail Personal Leave time.)
- "Me too" clause which simply means that if another unit negotiates an improvement to their contract beyond what we have received we have a right to renegotiate.
-
For Local 720 ,
language was
also negotiated
to, as a pilot
program,
establish
transfer
language for
Human Services
employees
in the Economic
Support
Specialist
classification
and the Clerk
Typist series
classifications.
It will allow
employees in
these
classifications
in the
Human Services
Department
who wish to
transfer into a
different
position within
the same
classification
to be considered
on the basis of
seniority. The
most senior
transfer
applicant shall
be placed in the
vacant position
provided the
employee is
qualified and
able to perform
the specific job
duties
associated with
the position.
The appointing
authority may
deny transfers
based on
legitimate
business
reasons. If the
senior employee
is denied
transfer, the
reason for
denial will be
communicated to
the employee in
writing. The
denial can be
grieved.
