CONTRACT
“First and foremost, I wanted to say how great MAFF was for us. (MAFF Labor Relations Specialist) Jim (Steffes) was there with us every day,” Local Union President Jeff Gaglio said of negotiations. “He always had great input. He was an extremely great asset as was MAFF. Every time we needed information or a resource, they were phenomenal through the whole process. This was our first contract coming out of the bankruptcy. Power and money pretty much was what this contract was all about … gaining back some more power for our bargaining group. We wanted to gain back our ability to manage our own affairs. We really took on a lot of responsibility with this contract. It gives us, as a management group, more relevance and more responsibility which keeps us around a while.”
“They received a pay increase of 3 percent annually July 1 for life of agreement, effective first day of the payroll cycle and a one-time 4 percent special wage adjustment. They were frozen for a long time from the bankruptcy,” said MAFF Labor Relations Specialist Jim Steffes. “They received an increase in their cap on the Sick Leave from 300 to 480 hours per year. So, they can bank additional time if they need it. We got a change in Overtime to count all hours over 40 or in addition to their normal work schedule. It used to be Fair Labor Standards Act, so, … if you took Vacation time it didn’t count (toward hours worked). Now, if I use Vacation or a Comp Day, it still counts as compensated time. Effective Jan. 1, 2019 and each month thereafter during the agreement, the City contributes toward active members 2 percent of their straight time hourly earnings going into a retiree health saving plan. So, when they retire, they will be able to purchase healthcare with this money they’ve been receiving over the course of their career. (In the past) if I was a Lieutenant and the Captain was off, I would have to work in his job over 30 days before I’d get step up pay. We got that reduced to one work day.”
Contract Duration: 4-year agreement ratified June 14, 2019 and effective July 1, 2019 to June 30, 2023.
Wage Increases:
3% increase effective July 1, 2019.
3% increase effective July 1, 2020.
3% increase effective July 1, 2021.
3% increase effective July 1, 2022.
- Plus, a one-time 4% special wage adjustment effective the first day of the payroll cycle following contract ratification.
Fringe Benefits:
- Accumulated Sick Leave Cap increased from 300 to 480 hours per year.
- Contract language regarding access to personnel files was revised to follow state laws.
- The Local Union President is granted one day of pay monthly at their regular hourly rate to attend to association business.
- Overtime is defined as all hours over 40 or in addition to the normal work week schedule. Previously, if Employees took Vacation, Sick, Comp Time or Paid Holidays, those hours did not count toward the 40 hours or regular work week hours. Now all paid hours, except for Sick Time, count toward the 40 hours or regular work week hours (for those on 12-hour shifts).
- Uniform Allowance established at $550 for newly hired or promoted Employees for their first uniforms. Every year thereafter, effective July 1, 2020, Employees receive $1,100 to maintain and keep up their stock of uniform.
Manning & Safety: Temporary Assignment Pay for higher pay classifications goes into effect after one day serving in the job assignment. Previously, an Employee would have to work 30 days in a temporary assignment to receive an increase in hourly pay based on the job classification.
Retirement: Effective Jan. 1, 2019 and each month thereafter during this agreement, the City contributes toward active members 2% of their straight time hourly earnings into Employee Retiree Health Care Trust. Those funds can be used after retirement for health care expenses.
Bargaining Team: MAFF Labor Relations Specialist Jim Steffes, Local Union President Jeff Gaglio, Vice President Jason Bestard and Secretary Kevin Kuczynski.
