Union Bargaining Team and Contract Action Team Hold Their Ground on Longevity!
Our Bargaining Team and Contract Action Team said “NO” to two-tiering our longevity benefit. Two-tiering takes away the benefit for new-hires and is a first step towards eliminating it for EVERYONE! By saying “NO”, our Bargaining Team and Contract Action Team defended our core Union principles AND the future of our Union by protecting the rights of future employees!
BARGAINING: Last Session Oct. 27
At the end of the sixth bargaining session, County management put across the table a letter demanding fact finding. This means the County felt as though the parties had reached impasse in the negotiation process and now required a fact finder to rule on the outstanding articles.
MEDIATION: Nov. 17 & Dec. 2
Prior to going to a Fact Finder, the Union and the County met for two mediation sessions. These sessions were VERY PRODUCTIVE and all but FIVE (5) articles were resolved.
NEXT STEPS:
The five issues that are in dispute will go before a Fact Finder; a third party arbitrator. The parties have determined who that Fact Finder will be and we are currently working to establish a date for fact finding. In the meantime, the Union’s legal council is preparing to present our case before the Fact Finder.
MORE INFO:
Contact a member of the Bargaining Team or the Contract Action Team with any questions you have about bargaining, mediation or fact finding. You can also contact SEIU representatives Angel Rangel 409-9255, Tom Vanderpool 413-4825, or Yoni Johnson 210-3007. You can also find information and discussion on our Facebook page: SEIU Nevada.
ARTICLE SUMMARY:
Outstanding Articles Which Could Go Before a Fact Finder
Article 43 (Term of Agreement)
Union’s last – 2 year agreement
County’s last – 1 year agreement
Article 15 (Compensation)
Union’s last – freezes in year one, 1.5% across the board increase in year two
County’s last – 1.5% cuts across the board
Article 21 (Salary Adjustment)
Union’s last – merit freezes in years one and two
County’s last – merit freeze
Article 32 (Longevity)
Union’s last – maintained for new employees, freeze on increases in year one, return to increases in year two
County’s last – eliminate for new employees, freeze increase
Article 42 (Shift Assignment)
Union’s last – Union wants DOA employees to have the right to bid on shifts at Terminal 3 when it becomes operational and will agree not renew MOU on organizing part-time employees
County’s last – County has not agreed with our proposal
Summary of Articles With Tentative Agreement
Our Bargaining Team worked tirelessly, over many months to bring these valuable improvements to our contract:
Article 1 – no change
Article 2 – (Intent) new language that strengthens expectation of respect between union and management
Article 3 – (Recognition) new language improves employee information to union in regular reports from county
Article 4 – (Discrimination Clause) new language that protects gender identity and expression
Article 5 & 6 – no change
Article 7 – (Employee Rights) new language giving Union right to put out monthly email blast through County’s email system. Also, we removed language that restricted Union communications to members on bulletin boards
Article 8 – 10 – no change
Article 11 – (Dispute Resolution) new language for parties to mediate disputes prior to arbitration. Also, new language giving employees the right to get updates on the status of investigations in which they are subject
Article 12 & 13 – no change
Article 14 – (Basic Workweek) removed language specific to a department that’s no longer represented by SEIU
Article 16 – (Appointment, Rehire, Promotion, Transfer and Demotion) new language gives promoted employees a performance review midway through qualifying period
Article 17 – 23 – no change
Article 24 – (Sick Leave) new language gives non-probationary employees with less than three years with the County who are being laid off will now receive payment for half of their sick time accumulation
Article 25 – 39 – no change
Article 40 – (Excess Deferred Compensation) cosmetic change only, new name for the Article is “Retiree Health Account Plan”
Article 41 – no change
à Article 43 (Term of Agreement)
à Union’s last – 2 year agreement
à County’s last – 1 year agreement
à Article 15 (Compensation)
à Union’s last – freezes in year one, 1.5% across the board increase in year two
à County’s last – 1.5% cuts across the board
à Article 21 (Salary Adjustment)
à Union’s last – merit freezes in years one and two
à County’s last – merit freeze
à Article 32 (Longevity)
à Union’s last – maintained for new employees, freeze on increases in year one, return to increases in year two
à County’s last – eliminate for new employees, freeze increase
à Article 42 (Shift Assignment)
à Union’s last – Union wants DOA employees to have the right to bid on shifts at Terminal 3 when it becomes operational and will agree not renew MOU on organizing part-time employees
à County’s last – County has not agreed with our proposal