TEAMSTERS LOCAL 700 AND THE CITY OF CHICAGO TENTATIVE AGREEMENT SUMMARY

Transcription

1 TEAMSTERS LOCAL 700 AND THE CITY OF CHICAGO TENTATIVE AGREEMENT SUMMARY Below is a summary of the changes to your collective bargaining agreement with the City of Chicago. Please contact your Business Agent if you have any questions. Term- 5 Years Wages Prevailing Rate o Prevailing rate increases July 1 of each year. o Prevailing rate premiums Current premiums above prevailing rate maintained. Added Library and Two Axle trailer premium of 1.5% above prevailing rate* Added Weed Sprayers, Low Boy, Semi-Snowplow/Crane Truck premium of 3.5% above prevailing rate* Converted equipment training specialist premium to 5.75% above prevailing rate. Garage Attendant Light Duty Tire Repair- 3% premium above Garage Attendant* o Grievance Settlement- up to $2,000 for current employees in the bargaining unit employees on a leave of absence) employed on 1/1/2012 that worked three months in calendar year employees on a leave of absence) employed on 6/1/2012 that worked three months in calendar year employees on a leave of absence) employed on 1/1/2013 that worked three months in calendar year 2013.

2 employees on a leave of absence) employed on 6/1/2013 that worked three months in calendar year Settlement contingent on ratification of contract by 2/1/2018. Payment to be made 75 days after ratification. o Conversion to Prevailing Rate Garage Attendants 1/1/2018-2% increase. 7/1/2018 and each 7/1 thereafter- 68% of MTD rate (minimum of $24.21 per hour). Garage Attendants I/C 1/1/2018-2% increase 7/1/2018 and each 7/1 thereafter- 71% of MTD rate (minimum of $25.28 per hour). Supervising Booter 7/1/2018 and each 7/1 thereafter- 96% of MTD rate (minimum of $34.18 per hour). Booter 7/1/2018 and each 7/1 thereafter- 93% of MTD rate (minimum of $33.40 per hour). Mobile Health Operator 1/1/2018-2% increase. 1/1/ % increase. 7/1/ % of MTD rate. 7/1/ % of MTD rate. 7/1/2021- MTD rate. Non-CDL Driver 1/1/2018- $25.99 per hour. 7/1/ % of MTD. Non-Prevailing Rate o 1/1/2018-2% increase. o 1/1/ % increase. o 1/1/2020-2% increase. o 1/1/ % increase. o 1/1/2022-2% increase. Health Insurance and 457 Plan Health Insurance o 7/1/ % premium increase. o 7/1/ % premium increase. o 7/1/ % premium increase.

3 o Premiums do not include wages earned as overtime. o 1/1/2019- $35 prescription deductible (one annual deduction per household). o 1/1/2021- $75 prescription deductible (one annual deduction per household). o Health Plan reopener if LMCC is unable to achieve $3 million in savings by Achievement of $3 million savings subject to arbitration. Plan design changes subject to arbitration. Retiree Health Insurance o City to provide COUPE with necessary data to explore administration of retiree healthcare. 457 Plan (Deferred Compensation) o 1/1/2020- City will match dollar for dollar contribution into Plan up to $250 per year. o 1/1/2022- City will match dollar for dollar contribution into Plan up to $500 per year. Pool Drivers and Pathway to Higher Wage Career Service Positions City will convert 525 Pool Drivers (7184) to Career Service MTDs (7183). o Approximately 200 conversions in Streets and Sanitation. o Approximately 85 conversions in CDOT. o Approximately 40 conversions in Water. o Approximately 200 conversions in Aviation. Aviation conversions will be trained and test for Red Stripe certification Up to 75 employees unable to obtain a Red Stripe Certification will maintain their MTD status (7183) and will be assigned to a non-certified position. Remainder of employees unable to obtain Red Stripe certification may bid on available MTD (7183) positions in other departments or can convert back to a Pool Motor Truck Driver (7184). o Conversions will be made by seniority. Cap on Pool Drivers of 40% of MTD positions. o City will audit the number of pool drivers every July 1 and review findings with the Union. o Employer will post and bid positions that exceed 40% each August 1. Creation of tier system for filling of vacancies o Elimination of position hierarchy that prevented employees from advancing into higher paying positions. o Creation of new tier system where positions in tier are on an equivalent level and may bid on vacant positions by bargaining unit seniority. Tier 1: General Foreman of MTDs (7187).

4 Tier 2: Equipment Training Specialist/MTD (7123); Foreman of MTDs (7185); Equipment Dispatcher I/C (7127); Equipment Service Coordinator (7110). Tier 3: Equipment Dispatcher (7124); MTD-Tire Repair (7186); Motor Truck Driver/100 % (7183); Pool Motor Truck Driver (7184) 100%; Supervising Booter (7113); Auto Pound Supervisor (6292); Booter- Parking (7112). Tier 4: Motor Truck Driver/90% (7183) 1 ; Pool Motor Truck Driver/90% (7184); Motor Truck Driver/80% (7183) 1 ; Pool Motor Truck Driver/80% (7184); Fleet Services Supervisor (7165); Fleet Services Assistant (7164); Non-CDL Driver (7114). Tier 5: Seasonal Employee (7182); Mobile Unit Operator (7132); Service Driver (7111); Service Writer (7136). o Positions will be filled by bargaining unit seniority provided the applicant is qualified to perform the job. Exception for Equipment Dispatcher, Supervising Booter, Fleet Services Supervisor, all Tier 1 classifications, and all Tier 2 classifications only. Seniority will govern for employees that are relatively equally qualified. o Employer will post vacant positions on CAREERS website and provide notice of the positing to the Union at least 72 hours prior to the posting. o Postings will contain relevant information such as job title, qualifications, days off, shift, hours, location and number of positions to be filled. o The City will provide the Union with a list of qualified bidders and meet with Union to review the selection process, if needed. Paid Parental Leave Paid leave that runs concurrent with FMLA or other leave time. 4 weeks paid leave for birth mother for non-surgical delivery. 6 weeks paid leave for birth mother for C-section delivery. 2 weeks paid leave for spouse or domestic partner of birth mother. 2 weeks paid leave for adoption of child. 1 Break in rate for new employees were part of the previous contract (Article 4.6).

5 Foreman Creation of 6 new foreman positions. o 4 new foremen in Streets and Sanitation. o 1 new foreman in Water. o 1 new foreman in Aviation. Foreman position will be Red Stripe certified at O Hare and Midway. Uniforms Employees required to wear safety boots/shoes will have annual access to boots/shoes through the boot truck. If the City does not provide boots through the boot truck then employees may be reimbursed up to a $100 per year for safety boots/shoes. Garbage truck drivers may wear shorts between May and September. Booters will be provided with first issue bullet proof vests (same type provided to the CPD) Other Non-Economic Changes Name change from Local 726 to Local 700. Clean-up of outdated language. Name Change of Positions to promote respect for employees and to more accurately identify employees job duties. o Garage Attendant to Fleet Services Assistant o Garage Attendant I/C to Fleet Services Supervisor o Creation of Non-Driving CDL Position Limitation of positions to 75 with an increase to 100 in Positions will be new positions and employees currently driving a vehicle that does not require a CDL will NOT suffer a wage reduction. Limitations on Subcontracting o Employer must provide 60 days written notice to the Union o Employer must meet and discuss subcontracting with the Union Prevailing rate will be redefined as area standard wages that reference the MARBA contract to protect against any changes in prevailing rate laws. Carry Over of Vacation Time o Employees with less than ten years of service may carry over up to 3 days o Employees with more than ten years of service may carry over up to 5 days o Employees will have until June 30 to use carry over days. Non-Consecutive Vacation Days o Increase to 6 vacation days as single use days. o Employees that schedule a week-long vacation during a holiday week will not be charged single use of vacation days.

6 o Employees that schedule 2 or more vacation days in conjunction with their off days and schedules a single vacation day on the opposite side of their off days will not be charged single use of vacation days. Expansion of definition of family when using sick days or when using vacation days as sick time. Probationary period expanded to 12 months for new employees hired after ratification Acting in Higher Rated Job o 180 day limitation on acting into a higher rated job (may be extended to 1 year). o Strict limitation of 90 days for an employee to act up. o If time limitations are exceeded then the City will post for bid and fill the vacancy. Discipline Related to GPS Technology o Employer must conduct an investigation to determine the validity of the information obtained from GPS (includes time records, employee/manager interviews, review of other employer records, etc.). Payment of Grievance, Arbitration and Human Resources Board Awards o Settlements and pay awards must be made within 6 weeks of final determination of the amount owed. The City will regularly provide information to the Union such as employee names/numbers, title codes, overtime dollar amounts, gross pay, contact information, hire date, and base hourly rate. Elimination of one-for-one interdepartmental transfers. Clean-up of language regarding transfers within the department. Millage reimbursement cap increased to $675. Bargaining unit seniority will apply for layoffs, if any. Cap of 60 two-hour Winter Program Pool Driver assignments in Aviation Department. Aviation Department will have dual start times (1 hour variation). City will post and bid an Equipment Training Specialist position at Midway Airport* Elimination of four 10 hour days for a one year trial period. If the City saves money the elimination of 10 hour days may be permanent. THE BARGAINING COMMITTEE AND STEWARDS RECOMMEND THAT YOU VOTE YES ON THE CONTRACT.