THE FINANCE AND ADMINISTRATIVE SERVICES DEPARTMENT AND THE HUMAN RESOURCES DIVISION RECOMMEND APPROVAL OF THE ABOVE MOTION.
The Amalgamated Transit Unit - Local 1591, represents a bargaining unit of approximately 930 employees throughout various County agencies. The previous Collective Bargaining Agreement (Agreement) provided for this unit expired on September 30, 2017. Negotiations for a successor agreement have resulted in a new three-year Agreement.
Exhibit 3 summarizes the changes to the Agreement. Specifically, for Fiscal Year 2017/2018, the Agreement provides a 3% base salary increase (within the salary range) for eligible bargaining unit employees, effective October 8, 2017; in addition, effective April 8, 2018, for eligible bargaining unit employees who have five or more years of continuous service experience in their current County job classifications, who are below the 25th percentile of their pay grade, shall have their salary adjusted upward to the 25th percentile of their pay grade. The Agreement further provides the County Administrator the authority to adjust the pay grades upward based on market review outside of the bargaining process.
For Fiscal Year 2018/2019, effective October 7, 2018, eligible bargaining unit employees will receive a 2% base salary increase (within salary range); and effective April 7, 2019, eligible bargaining unit employees who have three or more years of continuous service experience in their current County job classifications, and who are below the 25th percentile of their pay grade, shall have their salary adjusted upward to the 25th percentile of their pay grade.
For Fiscal Year 2019/2020, the Agreement provides a wage reopener clause and the ability for each party to open any three additional articles. These proposed increases are consistent with the increases recently approved by the Board for other bargaining units for the next three years and for unrepresented employees for Fiscal Year 2017/2018.
In addition, there are a variety of administrative and operational changes in the Agreement including changes to the promotional increase language to be consistent with the County’s compensation methodology, revision of the emergency working conditions language to ensure consistency across all employee groups, clarification of the annual leave article provisions, inclusion of preference for Veterans in the Reduction in Force provisions, and increase in the timeframe to use prior disciplinary action to support subsequent disciplines from 18 months to 20 months.
This Agreement was ratified by the White Collar Union on January 4th, 2018 and is being presented with staff’s recommendation for approval by the Board.
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