HomeMy WebLinkAboutDraft reso to Approve BP UAW Union Contract 7.15-Laserfiche.pdfEXHIBIT 2016-033
Approval of Union Contract with the United Auto Workers for Southern Cayuga Lake
Intermunicipal Water Commission’s Employees
WHEREAS, the Southern Cayuga Lake Intermunicipal Water Commission, in good faith, entered
into contract negotiations with the United Auto Workers union for a renewed contract for the
contract that expired on December 31, 2014; and
WHEREAS, on June 2, 2015, the Commission’s negotiating team reached tentative agreement on a
contract with the union’s negotiating team; and
WHEREAS, on June 10, 2015, the employees in the union bargaining unit ratified the tentative
contract; and
WHEREAS, the Commission reviewed and approved the tentative contract at the June 12, 2015
meeting of the Commission; and
WHEREAS, the Village of Cayuga Heights Water Commissioners have reviewed the tentative
contract and determined it to be acceptable as required by the contract and the Public Employees
Relation Board;
NOW THEREFORE BE IT RESOLVED, the Village of Cayuga Heights Board of Trustees does
hereby approve the tentative contract between the Commission and UAW unit; and,
BE IT FURTHER RESOLVED, the Village of Cayuga Heights Board of Trustees authorizes the
Commission’s negotiating team to sign said contract as presented.
Summary of Contract Changes
SCLIWC combined two contracts (UAW and IUO Engineers) together under one UAW
contract, which required adding several articles that were not previously addressed.
Most items remained the same wording with only minor tweaks to add clarification. A
renewed 3 year contract was agreed to for 2015-2017.
Financial changes:
Section 16.02 –Hours of work:
An 8 hour shift production staff member covering for a 10 hour shift staff member were
permitted to overtime or compensatory time for the 2 extra hours worked. Was forced
compensatory time.
ARTICLE 17 – WAGES
Bringing two union contracts together required a new classification structure and wage
scale. Staff conducted a point factor evaluation to determine what scale level the different
positions would be on. There was a wage comparison completed which showed that most
distribution and production staff were lagging in wages to other water systems. New
Assistant level positions for Production and Distribution were added to the system.
Wage changes effective July 1, 2015, no retro pay back to 1/1/15.
Cost of Living adjustments to the wage scale:
2015- 2% and an equalization of distribution to majority of production
2016- 2% and an equalization of distribution and production to the market rate
2017- 2% increase for every level of the scale
A) LONGEVITY
Stipend increases $50 each step in first year of contract and remains stable for life of
contract)
Years of Service Stipend
10-14 $350 -> $400
15-19 $450 -> $500
20-24 $550 -> $600
≥ 25 $650 -> $700
Section 21.01 Health Insurance Plan:
An addition of the Platinum Plan currently offered by the Health Consortium was added to
the health insurance plan options.
Section 21.02 Health Insurance Cost Share: (effective 7/1/15)
Currently staff is contributing $15 for individual coverage and $35 for family coverage per
month, which is about 2% of the monthly premium for a PPO plan.
For PPO plan coverage the amounts increase to:
2015- $46 for individual or $100 for family coverage per month (about 6%)
2016- $74 for individual or $160 for family coverage per month (about 9%)
2017 – 12% of monthly premium for individual or family coverage
For Platinum plan coverage the amounts established are:
2015- $22 for individual or $56 for family coverage per month (about 4%)
2016- $34 for individual or $88 for family coverage per month (about 6%)
2017 – 8% of monthly premium for individual or family coverage
Two employees receive a contribution reduction to keep them from losing income in years
2016 & 2017.
Section 21.04 Retiree Health Plan
Contract requires a minimum of 10 years of service with Commission to be eligible for
retiree health insurance. Retirees that reach Medicare eligible age must enroll in
Medicare Part A & B and are required to convert to the Medicare Supplement health plan.
Use of sick time to pay for retiree health insurance will be spent down based on 16 hours
per month of coverage instead of sick time being converted to a dollar amount and spent
down as dollars. This allows for the same benefit for all pay levels of the organization and
all seniority levels of organization.
After sick time is spent down retiree will contribute toward health insurance based on a
percentage, which is based on years of service with the Commission. The change
includes a new set of percentages for employees hired on or after 1/1/2015. This change
reduces the long term cost to the Commission for retiree health insurance.
Article 24 – Uniforms and Safety Shoes
Reimbursement for safety toed shoes and or uniforms increased by $50 for the life of the
contract from $250 to $300.