Contracts

CONTRACT

“They are considered exempt Employees, so they had an increase in Comp Time from 125 to 150 hours,” said MAPE Labor Relations Specialist Joe O’Connor. “They get $1,000 a year stipend for having a master’s degree. They didn’t have that before. We have some Letters of Understanding … If anybody gets a better health care plan, they can get that as well. The technical director and purchasing manager will get more Comp Time because they get hung up with the elections, and with three elections this year, they should be compensated for them.”

“Getting raises back up to 9 percent over four years was an improvement,” said Local Union President Steve Deon. “We understand some of the financial challenges we face as a city, so obviously we have to take that into account when we look at these things. This last contract was a three-year. We are doing a four-year this time. There are several increases in there. The Comp Time is up, master’s degree stipend, the education reimbursement. Overall, we think it’s a fair deal for all sides.”

Contract Duration: 4-year agreement ratified June 12, 2018 and effective from 7-1-18 to 6-30-22.
Wage Increases:
2.5% increase effective July 1, 2018.
2% increase effective July 1, 2019.
2% increase effective July 1, 2020.
2.5% increase effective July 1, 2021.

CONTRACT

“There’s no health care premium sharing for first two years of contract,” said MAPE Labor Relations Specialist Joe O’Connor. “For full time (newer hires) we made some modifications in Paid Time Off (PTO). They used to go from 10 to 20 years with no increase. Now they get 28 days or 210 hours of PTO at 15 years. At 20 years, they get 30 days or 225 hours. Part-time Employees were getting 30 hours Paid Time Off a year. We bumped them to 40 hours for first two years and in three years they go to 45 hours. They had an increase in educational reimbursement for both groups (Technical & Supervisory). They had a 10 percent increase for members that are getting Longevity. Snow emergencies have always kind of been a sticky issue with people who have to stay and work when City Hall is shut down. They’ll get an equal number of hours off when everybody gets to go home and they have to stay and work. Previously, they agreed to keep the workforce at 65 percent full-time and no more than 35 percent part time, we changed that to 70/30.”

“Years ago, we had to give concessions. This is the first contract since those times where we are getting some of that back. It might be little, but it’s a good start,” said Gordie Felczak, Local Union President. “We took a 33 percent cut in Longevity about 10 years ago. We were able to get them to throw 10 percent back toward it. This is the first contract where we’re getting decent raises also. I think the 70 to 30 full-time to part-time ratio was another big win for us. It’s hard being a full-time Employee and part-time Employees get up and walk away during tax time and that’s more work added onto the full-time Employees. We’ll have a few more full-time people at critical times. We don’t want our part-time members to not reap the benefits of overtime, but at the same time if you’re so light staffed in some departments, it’s time to get somebody in there. Our unit had 136 members in 2002 and we’re down to 84. We almost lost half our group and the part timers were to help relieve the pain from our layoff. Hopefully it will be all full-time people again one day.”

Contract Duration: 4-year agreement ratified June 12, 2018 and effective from 7-1-18 to 6-30-22.
Wage Increases:
2.5% increase effective July 1, 2018.
2% increase effective July 1, 2019.
2% increase effective July 1, 2020.
2.5% increase effective July 1, 2021.

CONTRACT

“We improved the Vacation Time. There was a two-tier vacation system. Now Tier 2 moved up to the same vacation as Tier 1,” said MAPE Labor Relations Specialist Joe O’Connor. “From two years to 10 years they weren’t getting any increases in Vacation Time. We brought them in line with the Tier 1 Employees.”

“We got wage increases and additional Vacation Time and we don’t lose any benefits and keep our insurance the same and that’s a win,” said Jason Berndt, Local Union Chair.

Contract Duration: 3-year agreement ratified June 26, 2018 and effective from 7-1-18 to 6-30-21.
Wage Increases:
86 cents per hour (about 3%) increase effective July 1, 2018.
72 cents per hour (about 2.5%) increase effective July 1, 2019.
60 cents per hour (about 2%) increase effective July 1, 2020.
Fringe Benefits: In the two-tier vacation system, Tier 2 moved up to same amount of vacation as Tier 1. Previously, Tier 2 was capped out at 80 hours Vacation per year until they had 10 years of employment. Now Vacation Time is as follows for Tier 2:
• One year of employment = 80 hours Vacation Time.
• 5 years of employment = 104 hours Vacation Time.
• 10 years of employment and more = 128 hours Vacation Time.
Bargaining Team: MAPE Labor Relations Specialist Joe O’Connor, Chair Jason Berndt, Vice Chair Tom Moilanen and Records Administrator Eva Koss.

CONTRACT

“The Union was able to convince the Employer that an immediate shift to Public Act 152 and forcing the Employees to make contributions was a huge hardship,” said MAPE Labor Relations Specialist Jim Steffes. “The Employer opted out of P.A. 152 for the life of the agreement and is fully funding the first year’s deductibles and 50% of the second years deductibles. This gives Employees time to make Health Savings Accounts (HSA) contributions for future deductible costs. Employees hired after ratification will have a Retiree Health Savings Plan into which the Employer will contribute $100 per pay or $2,600 per year. Employees hired after 2010 have the option to change from retiree healthcare to the Retiree Health Savings Account before July of 2018. For those who choose to enter the plan, the Employer will contribute $5,400 for each year of service between 2010 and 2018. Going forward, those Employees would also receive the $100 per pay Employer contribution. The Employee is immediately vested in the plan and, upon separation from employment with the Township, can use their funds to pay for IRS-approved healthcare expenses such as premiums, drug costs, or supplementing Medicare when they reach age 65, etc.”

Local Unit President Mark Wroblewski said this contract gives Employees an option other than simply having retiree healthcare taken away. “Anything we could keep or save was beneficial for us,” Wroblewski said. “In essence, that money would be there for them when they did retire instead of having to follow along for what the new employees voting on the contract would do. There’s good and bad in everything. We didn’t get hit with the 80/20 for (active employee) healthcare, which would’ve had $3,000 for individual and $6,000 for family deductibles. So that’s a positive. Instead, what we have now is $2,000 and $4,000. But the Township did cover 100 percent (of deductible costs) in the first year and half of it in the second year of the two-year contract.”

Contract Duration: 2-year agreement ratified Dec. 13, 2017 and effective 1-1-18 to 12-31-19.
Wage Increases:
1% increase Jan. 1, 2018 to all steps and classifications.
2% increase Jan. 1, 2019 to all steps and classifications.

CONTRACT

“Northville Library Employees are receiving wage increases of 3 percent the first year followed by 2 percent and 1 percent over the 3-year agreement. Each full-time Employee also received a $520 signing bonus, while part-timers received $260 signing bonuses,” said MAPE Executive Director Fred Timpner. “Their dental benefits improved with coverage through Cops Trust Delta Dental. Their annual cap is $1,500 with full coverage for Tier 1 services and 90 percent coverage for Tier 2 services. Employees taking Family Medical Leave will no longer be forced to use up all their paid time off while on leave. Under the new contract, they can save some of their vacation days for future use.”

“We all feel good about the contract, especially the dental and FMLA (Family Medical Leave Act),” said Northville Library local union Co-President Laura Curtsinger.

Contract Duration: 3-year agreement ratified Oct. 6, 2017 and effective Dec. 1, 2017 to Nov. 30, 2020.
Wage Increases: Each Full-time Employee received a $520 signing bonus upon ratification of the contract and part-time Employees each received $260 signing bonuses.
3% increase Dec. 1, 2017.
2% increase Dec. 1, 2018.
1% increase Dec. 1, 2019.

CONTRACT

They got some of the largest raises I think we’ve ever seen,” said MAPE Labor Relations Specialist Jerald James. “They did a wage survey – the City ordered it. They realized they were losing Employees because their rates of pay were not at market rate. There was an increase in shift premium. We got a lot of positive support from the Employer. They did adopt some of our recommendations on the grievance process and bereavement. Our members now have the right to select Comp Time in lieu of Overtime. This is beneficial to those members that have run out of Vacation Time that would wish to accrue more Vacation Time instead of the cash Overtime payment. There was also a significant increase in tuition reimbursement proposed by the Employer. From a max of $750 to a max of $3,000.”

Contract Duration: 4-year agreement ratified June 8, 2017, effective 7-1-17 to 6-30-21.
Wage Increases: A Gallagher Wage Survey was performed by the Employer to ensure Employees were receiving pay at market rates. The survey found Employees were underpaid so the Employer agreed to pay step increases in 3% increments. Members will receive a minimum of 12.5% increase up to 30% increase in wages depending on title.
3% step increase, plus 1.5% increase effective July 1, 2017.
3% step increase, plus 1.5% increase effective July 1, 2018.
3% step increase for those not at maximum pay effective July 1, 2019.
3% step increase for those not at maximum pay effective July 1, 2020.

By Jennifer Gomori, MAPE Editor

A Chesterfield Township utility worker was given a pay increase for the promotion he was denied after Michigan Association of Public Employees (MAPE) filed an arbitration on his behalf.

The Department of Public Works (DPW) Employee was seeking a promotion to a code enforcement officer position. “The Employer didn’t follow the contract as far as the testing process for promotion,” MAPE Labor Relations Specialist Jim Steffes said. “They started interviewing people from outside and they ended up hiring someone from outside. It was supposed to be an internal process first.”

The external candidate was hired in August 2016. The utility worker, who has been employed with the Township nearly 20 years, submitted his resume and was given an interview. He met the job qualifications for code enforcement, which includes handling citizen complaints about violations of township code, Steffes said. However, he was not hired.

“They were going to require five years of prior police experience,” Steffes said. “This gentleman has that qualification in the military police so we challenged that they hired from outside rather than inside.”

“The qualified internal candidate should’ve at least been given a trial period. If the Employee didn’t like the job or the Township didn’t think he met their expectations, they could move him back,” Steffes said. “That’s what they should’ve done before the process of going outside.”

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