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Summary

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DakotaSmithLAT
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UMMARY OF SETTLEMENT + LETTERS OF AGREEMENT 2015-2018 MEMORANDA OF UNDERSTANDING AFSCME LA CITY LOCAL UNIONS: Téa - LA CITY PART TIME RECREATION & PARKS EMPLOYEES 901 - LA CITY RECREATION & PARKS PROFESSIONALS 2006 - LA CITY PROFESSIONAL MEDICAL EMPLOYEES 2626 - LIBRARIANS’ GUILD, SUPERVISORY AND RANK & FILE 3090 - LA CITY CLERICAL & SUPPORT SERVICES UNIT 3672 - LA CITY EXEC. ADMINISTRATIVE ASSISTANTS AND EXEC. LEGAL SECRETARIES LABORERS’ LOCAL 777 LA/ORANGE COUNTIES BUILDING & CONSTRUCTION TRADES COUNCIL ~ OPERATING ENGINEERS LOCAL 501 SEIU LOCAL 721 LAPMA - LA PROFESSIONAL MANAGERS’ ASSOCIATION TEAMSTERS LOCAL 911 SUMMARY OF SETTLEMENT + LETTERS OF AGREEMENT WE DID IT! WE WON AN AGREEMENT Alittle over a year ago, Los Angeles City workers joined forces with community partners to “Fix LA." Now, after more than a year of intensive bargaining, rallies, actions and mediation, the City and the Coalition of LA City Unions have reached a Tentative Agreement for our next contract! On August 5, 2015, all Coalition bargaining teams voted overwhelmingly to approve it and recommend membership ratification. Here's why: oT Le Me MeL LS a Peele ACA aL (col (eM Mell 4m ais proactively for meaningful, equitable and fair solutions that benefit everyone. SUMMARY OF SETTLEMENT + LETTERS OF AGREEMENT FHAT PROTECTS ALL OF OUR MEMBERS OVERVIEW OF WINS: Where We Started and Where We are Now fieem Jwanagement Takeaways We Pushed Back cola zero ‘Won 4.75% pay rate Increase, including 2% COLA effective 6/25/17 and step increases on 1/7/18 Salary Ranges increase salary structure to Protected] Protected salaries, step increases, and career earnings. Salaries 15-stepswith2.75% for | Familiar salary structure retained with optional 3 lower steps leach step. This would cut an average [added (See detalls on page 4) lemplayee's career earnings by 3036, Healthcare Workers pay an extra 10% forfamily [No out-of-pocket costs toward premium! 1.5% health and heathcare —costing each farnly up. |wellness bonus given to workers applicable to healthcare costs, to $148 per month — with annual increases. Workers’ Comp Slash benefits to state rate, Maintained full wage protection. [Supervision DifferentialPay _ |Cutinhalffromssietoz 75 Protected 5.5% [Acting Pay [cutin half rom 5.5¥6 to 2.75% Protected 5.5% read Pay [Eatin halffromssvotoa 7596 Protected 5.5% Promotional Step Placement | Cutin half from 5.586 to 2.75% Protected 5.59; safeguarded career earnings; added new step increase effective 1/1/18. Bilingual Pay. Fiat rateto $2507 950 per person [Protected 2.75% and 5.5% Shite Offerential Pay [cutin half from 5.5% 102.7596 Protected 5.59% Union Sponsored Eiminate [Saved Extra Benefits [Union Sponsored Training™* [Eliminate [saved [LACERS—Tier2 Pension Keep unilateral ier2 plan, Force [Allemployees protected! Negotiated a fairpension plane union to drop opposition. Workers currentiy in Tier2 will move to Tier 1 with all ofthe same entitlements and benefits as other Tier employees. Future hires Wwilbeenrolledina new Tier 3. overtime [change definition of hours worked” [Protected overtime so that compensated time (SK, VC, etc] doesn't count toward 49 hours Family/Medical Leave Limiteligibilty or FMLAGCFRA [Protected Family/Medical Leave Life City’s Part-Time Workers Out [No action Increase minimum wage to $15 for 2,500 Coalition members, lof Poverty effective 1/1/37 (ahead of citywide increase) improved protecionsforthe __|Noaction [Landmark new recourse for part-time workforce, Including city’s Part-time Workers provisions for third-party review of disciplinary matter. Part-time workers now will qualify for benefits in half the time. DWP Retirement Reciprocity . [Unionto drop all legal claims. We will continute to fight! Our legal challenge will continue. ES MaNrelv woe CermUtaysrea7 tro Nie) foleYNHU Co Toe eu AU) Mee) SUMMARY OF SETTLEMENT + LETTERS OF AGREEMENT. ND SALARIES WAGES A TERM PROMOTION DIFFERENTIAL f + Term of MOU: july 1, 2015 to June 30, 2018. Increased to a minimum 5.5% over the rate + The MOU that was in effect on June 29, 2014 shall received in the former position, including have remained in effect through June 30, 2015. any regularly assigned bonus or premium i ‘compensation amounts. WAGES Se + 2% COLA for all workers on 6/25/17; and + All workers move up one step on 1/7/18, including a | new 2.75% top step. + Effective 1/7/18, all flat-rated classifications get a salary adjustment increase of 2.75%. All workers will make at least $15 per hour effective win. SALARY STRUCTURE PROTECTED — A New. 12-Step Salary Structure Current Coalition Step System |New Coalition Step System NA Step1: _New““Trainee” step added for bona fide Training Program with the mutual agreement of City and Unions; 2.75% below Step 2 NA Step2: New 2.75% below Step 3. Employee moves up to next step after 9 7 months NA Step3: New 2.7596 below Step 4, Employee moves up to next step after 9 months. Step 1: Entry Step 4: Sameasold Step 1 Step 2:5.5% on anniversary __[Step5: _5.5900n anniversary Step 3:5.5% on anniversary [Step 6: __ 5.5% on anniversary ‘Step 4:5.5%0n anniversary | Step7: 5.5% on anniversary Step 5:5.5% on anniversary | Step&: _5.5%on anniversary Step 6:2.75% on anniversary _|StepS: _2.7596on anniversary Step 7: 2.75% on anniversary | Step 10; 2.7596 on anniversary Step 8: 2.75% on anniversary | Stepii: 2.75% on anniversary NA Step 12: New Step effective January 7, 2018 — 2.75% NOVI An am reav id pee eae Kola Celta HEALTHCARE HEALTHCARE COVERAGE PROTECTED Healthcare Protected ~ No 10% Contribution _ Family illness + Health and wellness bonus of 1.5% of base salary; + Increase to fifteen (15) days off to care for simultaneous contribution of 1.5% of base salary to family cover the cost of health care, Workers Compensation - Protected + LA City Agrees to No Unilateral changes for Vv Co-pays Succeeded in protecting full take-home pay for ¥_ Doctor Networks injured workers, V_ Benefits + Addition of Alternative Dispute Resolution. . (ADR) program to ensure workers will get Sick Leave Benefits prompt medical care and faster recovery. + Increase to forty (40) hours to use for preventative + ‘Executive Directive: for enforcing City’s medical treatment, adherence to the light duty program and return-to-work policies. STAFFING STAFFING RESTORED WITH 5,000 NEW HIRES COMMITTED Service Restoration New Revenue (ADEQUATE STAFFING) COMMISSION ON REVENUE GENERATION + Accomplishment of major goal of Fix LA, the + Creates Commission on Revenue Generation to restoration of public services and positions cut identify new sources of revenue for the City asa result of the financial crisis and bad deals , between big banks and the City of LA. + This Commission’s mission is to make . recommendations to the City Council and + City commits to hiring goal of 5,000 additional Mayor identifying new City revenue potential civilian workers by fiscal year 2017-18 in order to reinforce the delivery of high quality City services, + Strategic Workforce Development Task Force & Targeted Local Hire Task Force created to achieve this goal. oroYMR UTC ol eeu SAU (Os Mel IeUe Tn Ua uTel Grey Wey coi TbeL eae Sey OTN Ae canes Pemea mua Skea tav Nis RO WU ST OUTSOURCING TRANSPARENCY AND ACCOUNTABILITY IMPROVED! Uniform standard for examining outsourcing while increasing transparency of decision-making, + Creation of a central online database of service contracts covering bargaining unit work. + Increased to 15 days from receipt of outsourcing. notication to grieve disputes. + City will negotiate amendments to the Public Infrastructure Stabilization Ordinance expanding the DPW Project Labor Agreement. + New study and recommendations on best practices for the Bureau of Contract Administration, General Services, Bureau of Engineering. SPECIAL PAY AND INEQUITIES NEW RECOURSE ADDED! EEA + AMediation process shall be set up for Specials, Differentials and inequities using the following criteria Recruitment, Retention, Working Conditions, Workload, Expansion of Duties and Internal Equity. PART-TIME EMPLOYMENT ENDING OVERUSE AND ABUSE! —_— + After 1,000 hours of service in one service year, Part-Time employees shall V Qualify for half-time status benefits; and V Be certified to LACERS. + Additionally, the Mayor shall issue an Executive Diractive directing GMs not to terminate or schedule {an intermittent employee solely to avoid an employee qualifying for benefits; and "As Needed” employees cannot be used to circumvent hiring of Permanent employees, fry Ca uo Kes eM a aeh Cost NGER ON THE JOB PROTECTIONS + New Discipline Appeal Procedure for PT Workers Created to Protect Against Arbitrary Management Actions for Intermittent Part-Time and Civil Service-Fxempt Half-Time employees who have worked at {east 2,000 cumulative hours from their initial hire date. UNION STEWARDS. RIGHTS ENHANCED. LT + New training program and an increase to two (2) hours of City time to investigate potential grievances. JURY SERVICE ALTERNATIVE SCHEDULE ed ‘+ Employees can remain on an alternative work schedule (9/80, 4/10, 3/12) during jury service. AGENCY SHOP WORKERS’ SECURITY PROTECTED ———— + Join the Union or pay “fair share" representation service fees after thirty (30) calendar days of hire to ensure ‘that every member of the bargaining unit contributes to collective bargaining power. MAINTENANCE OF MEMBERSHIP. ST Members will stay enrolled over the term of the agreement, BYTE acter WNT MUR UT Or Ties AUVs mitt Pee names Kea Cetaav th PENSION SECURITY LACERS TIER 2 — New TA Discontinues unilaterally imposed LACERS Tier 2. + Employees who were members of LACERS Tier 2, including members with contributions on deposit and disability retirees, shall become members of LACERS Tier 1 and be treated as if they had been LACERS Tier 1 members, with the same conditions of entitlement and benefits NEWLY CREATED LACERS TIER 3— LA City workers now have a pian with Better Formula, Better Benefits, including 2 party retirement medical benefit + Agreement will create LACERS Tier 3 for employees hired after the implementation of the Tier 3 ordinance. ACERS Ther ire ACERS Tier ACERS Tera Normal (Unreaucat) ge iO yresanice Dee /N0 yr eres ‘Age ito essere Retirement Sgt Agess/iys sence nero dee s.0 yess xe a nero . EsiyRatrenent gay Dae ay reserve essioya caves Tessar arvee age S/t0yrserie ‘aid yer Benet Formola ae 208 21% @ 6/00 yrsservee| domes 29 5/0 yrseree Lise sonoyesence Flay er Syear Ince bonuses a: ted MOU Ase every3yarsas 7% Nomal Contaso FUNK asin Bonet 20% “Employee Contibaton epenson 7 pension ‘retreat 1 spot mete! Faeroe meen 2Fsmacwith dscretonary Purchasing Power ajstrert No COLA SuwnerConinuance ‘contr Nene ced louse option igi Age S503 marvin Subsidy: Te party Waser coverage esting ath 25 yr sance lip, Age 5/10 yr sarce Sd Single paty Waser subsidy Vesting ab th 0 arses gly: Age 5/10 yrs service Subd: Tw party Kar subs ‘esng 40 ith 25 reserve Disab Reet Health Subsidy Same aretrement subs detored tovetremertalgbity Reopens: “Same at rettement aid defered ‘ediemenelgbiy “Some arretremert subse deters serene siglty Beopene Death ene ostretremert 2.50 32500 $2500 Diba >5ys- manny ash pero! sertewors36 ffl) “Syrecore na Reopen yea peryofeanice 1095 seme stermination > rama LAS pony Sees or 23% al ay

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