HomeMy WebLinkAboutDocumentation_Special Meeting_Tab 03_10/26/2006Memo
To: Michael Couzzo, Jr., Village Manager
From: Merlene Reid, Human Resources Manager
Date: October 17, 2006
Re: 2006/2007 Pay, Merit and Cost of Living Adjustments -General Employees
Based on the discussions held in our management meeting on Monday, October 16, 2006, in
respect of the General staff 2006/07 increases, it is recommended that clarification be sought in
respect of the following proposals:
COLA
Merit
Exceptional Performance
4.4%
3%
Up to an additional 2%
r
Merlene Reid
Human Resources Manager
CWA UNION NEGOTIATION 2003-2006 VS 2006-2009 CHANGES
2003-2006 CWA CONTRACT CWA PROPOSED VOT COUNTER-OFFER AKTICLE~
CHANGES - 2006-2009 _ ___
1. PAY INCREASES 9
03/04 - 3% Merit + 1.5% COLA 06/07 - 10% across the board 06/07 - 9% across the board
04/05 - 3% Merit + up to max of 4% COLA 07/08 - 10% across the board 07/08 - 7% across the board
05/06 - 3% Merit + up to max of 4% COLA 08/09 - 10% across the board 08/09 - 6% across the board
2. CERTIFICATION PAY The Following Certs to be 23
`B' or `C' License - 5% pay adjustment added: 3% -Reverse Osmosis Cert effective
`A' License - 5% pay adjustment 5% -Reverse Osmosis Cert, 10/1/08 (tentatively agreed prior to
`B' or `C' Stormwater Cert - 5% pay 2% BackFlow Tester, Council Workshop)
adjustment 2% Backflow Repair,
5% Stormwater Inspector
3. BEREAVEMENT LEAVE None 3 days in state and 5 days out-of-state. 15
3 days (This was proposed by the VOT in
keeping with practices in the majority
of other municipalities)
4. STANDBY PAY Flat rate of $128 per wk No Change 23
4 hours weekly at employee's rate of pay __
5. EMERGENCY STATUS PAY Double time and a half for No Change 23
Time and a half for every hour worked every hour worked
6. The current Village practices were updated in the contract:
Where an employee is on military leave, there is no loss of pay, benefits or seniority. Previously, there was no loss of benefits or
seniority and the difference in pay was made for 17 days. Patrick Malley's case set this precedence.
7. The HR Manager also used the opportunity to clarify the positions included in the bargaining unit:
The Public Employees Relations Committee (PERC) Certification 1080, issued on January 24, 1995 was used as the basis for
determining the positions currently included, in consultation with the Village's labor attorney and the union.
Upd% ':10/17/06
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