2007_0226_Packet - Laserfiche WebLink

Home

�. H'aer�= 9 2007 — 3% COLA as all other City Staff received. 9 2008 — Stantan 5 group COLA average ...,. using same contract language as was done in 2005-2006 contract which is shown below plus 1% market adjustment. The market adjustment would bring this group to 98.4% of the Stanton 5 group average. 9 2009 —�tanton 5 group COLA average ..... using same contract language as was done in 2005-2006 contract which is shown below. � Effective January 1,2008 and January 1,2009 the City will increase all NOE union classifications by whatever the final average COLA ends up being after any settlements for the maintenance units within the 10, Stanton 5 group, metro area Cities that are the 5 just larger in population size and those 5 just smaller in population size according to the �ta�iton Survey or what Cily Council votes in for City staff which ever is greater. This will consist of`the City Council's COLA given for all staff and any market adjustment needed to come up to the group's average percentage given if less. � Insurance: 9 Same as City Council has provided to all other City staff. 6. Communications Technalo��r & Usa�e Pnlicv: 9 Some positions may require staff to carry and use current communication technology to ensure operations are carried out safely, efficiently and effectively, and that response to needs are as immediate as practical. This may include cell phones and/or other personal communicationsand telei�aCic tracking devices. Requirements to carry a City provided communications device will be based on City needs. It is required that staff monitor communications and respond to all requests via these devices, as assigned during the normal course of work activity, including lunch hours and breaks. Staff being paid on call to carry communications devices may be tracked during their on-call period. 9 Note: There has been some opposition to this policy as employees feel that it may infringe upon their privacy. The City has agreed to utilize Cl�is tool only during paid time and only for business purposes, not during off non-paid hours. Policv Implications Annually the City budgets for wage and benefit adjustments for all employees. The adjustments are based on the best information available or anticipated from the metro labor market, labor settlements, and the Consumer Price Index. The City's compensation policy objectives include: Internal Equity — maintaining a compensation and benefit package that is as consistent as possible between the City's three union and two non-union groups. External Equity- maintaining a compensation and benefits package that is equivalent to comparable cities, although the City's pay scale in 2005 for non union groups was set at approximately 97% of comparable cities for comparable positions. Financial Implications The 2007 budgeted personal services fu��ds will cover the cost of the proposed IOUE Loca149 colleciive bargaining agreement for 2007. Council will need to budget for the 2008 - 2009 portion of the contract. CouncilAction Reauested Discussion and a motion lo proceed with the proposed terms and conditions of the 2007 - 2009 collective bargaining agreement with the Loca149, pending an acceptance vote by the union on March 1,2007.