2002_0304_packet - Laserfiche WebLink

Home

Department Approval f"' ��i�7� Request for Council Action Manager Approval �,�"'� Date: March 4, 2002 Item Number: viii. E. Agenda Section Consent Item Description: 2002 International Unions Operating Engineers - Local 49 Contract Terms Back�round: The City of Roseville maintains five wage systems with three collective bargaining units. Although wages are provided in five different plans, the City maintains a policy of parity for a11 employees. According to the philosophy, comparable wages and benefits are consistently provided to the five employee groups. In addition, the City benchmarks itself with comparable municipalities. According to Roseville's comparable Stanton V municipalities, the wage increase for union and non-union groups averages 3.5% for 2002. Staff contacted 16 communities to gather this data. Based upon the comparable data and on-going discussions with the three union groups, the proposed 2002 compensation adjustment for City of Roseville employees that fa11 in these five groups will be 3.75%. The City Council authorized a 2002 3.75% wage adjustment for exempt and non-exempt employees. The same is included in the International Unions Operating Engineers bargaining agreement proposal for 2002. There are 26 employees in the bargaining unit in Public Works and, t�1e P�z'ks and Recreation Department. The proposed 2002 agreement includes the following: � 2 3 4 S Adjust the annual uniform allowance from $23929 to $260 and all employees will purchase necessities from one vendor that is mutually agreed upon by the membership. The Public Works Director will designate the uniform requirements. The Memorandum of Understanding that provides for four lo-hour workdays as mutually agreed upon between the employee and employer will continue through 2002. Standby Pay will adjust from $150 to $190. Wages will increase 3.75 percent for 2002, effective 7anuary 1, 2002. The City and IUOE will continue to discuss a career development plan with the goal of a draft for the City and union membership by June 30, 2002. The two other union groups continue negotiations for 2002 contracts. As soon as these discussions come to conclusion, staff will forward proposed modifications, if any, to the City Council for action. Policy Implications: Each year the City budgets for wage and benefit adjustments `for all employees. The adjustments stem from the best information known or anticipated from the metro labor market and labor settlements. 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.