HomeMy WebLinkAboutResolution 2011 (60) RESOLUTION APPROVING COLLECTIVE BARGAINING AGREEMENT BETWEEN ST. CROIX
COUNTY AND THE ST CROIX COUNTY OFFICE & PROFESSIONAL EMPLOYEES UNION
(SCCOPE) AFSCME LOCAL 278 FOR 2011-2012
Resolution No. (C" o ("In I
St. Croix County, Wisconsin
WHEREAS, St. Croix County representatives have negotiated a labor agreement with the St Croix
County Office & Professional Employees Union (SCCOPE), AFSCME Local 278, for the years 2011 and
2012; and
WHEREAS, all the terms of the labor agreement in effect for 2008 through 2010 become the terms of the
agreement for 2011 and 2012, except as modified by the attachment to this resolution; and
WHEREAS, the Administration Committee recommends approval of the agreement.
THEREFORE, be it resolved by the St. Croix County Board of Supervisors that the labor agreement for
January 1, 2011 through December 31, 2012 between St. Croix County and AFSCME Local 278 Union is
approved.
Offered by the Administration Committee
YES NO ABSTAIN ABSENT SUPERVISOR SIGNATURE
1� El 0 [ Ryan Sicrd
❑ ❑ ❑ ❑ Esther Wentz
❑ F ❑ Roger Rebholz �4
❑ E[ ❑ ❑ Lorin Sather
Sharon Norton-
❑ M 0 Bauman
❑ ❑ ❑ 5j Buck Malick
F F ❑ Daryl Standafer
This Resolution was adopted by the St. Croix County Board
Reviewed as to form on of Supervisors on
Greg Timmerman, Corporation Counsel Cindy Campbell, County Cl6rk
SUMMARY OF TENTATIVE SETTLEMENT
between
ST. CROIX COUNTY
and
LOCAL 278, AFSCME,
REPRESENTING COURTHOUSE AND HUMAN SERVICE (SCCOPE) EMPLOYEES
for a
CONTRACT PERIOD COMMENCING JANUARY 1, 2011
June 16, 2011
All items shall remain as in the 2008 -2010 collective bargaining agreement for SCCOPE
except as follows:
1. ARTICLE 1 - RECOGNITION, Section 1.01 - Replace existing description with the
following:
All regular full -time and regular part -time employees of the St. Croix County
Government Center and Human Services Department excluding professional
Human Services employees, and confidential temporary and managerial
employees.
2. ARTICLE 2 - MANAGEMENT RIGHTS, Section 2.01, paragraph "j" - Revise to
read as follows:
To contract out for goods and services, provided sueh actions shall not resuft-h-the
layoff of bargaining unit' personnel.. The County will meet and confer with the Union
prior to subcontracting.
3. ARTICLE 3 - GRIEVANCE PROCEDURE, Section 3.03 - Procedural Steps -
Delete Step 3. - Arbitration.
4. ARTICLE 3 - GRIEVANCE PROCEDURE, Section 3.04 - Arbitration Decision -
Delete
5. ARTICLE 3 - GRIEVANCE PROCEDURE, Section 3.06 - Transcript - Delete
6. ARTICLE 4 - DISCIPLINARY PROCEDURE, Section 4.02 - Just Cause
Notification - Revise to read as follows:
tits# ea-ase If the County feels there is just eause for a suspension demotion, or
discharge is appropriate the employee shall be notified in writing within twenty -four
(24) hours following the or discharge that the employee-+as
decision and the reason(s) therefore.
7. ARTICLE 4 - DISCIPLINARY PROCEDURE, Section 4.04 - Personnel Records -
Delete the third and fourth sentences:
Upon employee's request diseiplinary adio� shall bO Fernoved-from
yea
Eixptinged cords of diseipline shall not be used as a basis fof
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diseipline a �hall not be im d-as-evidence in gFievance arbitration hearings.
8. ARTICLE 5 - PROBATION, Section 6.01 - Now Employees - Revise the last
paragraph as follows:
Probationary employees may not post for position changes pursuant to Article 8 of
this Agreement; however they may apply, without rights, through the general
recruitment process. Telecommunicators that have completed 6 months of their 12
month probationary period shall be allowed to post to other Telecommunicator
positions.
9. ARTICLE 6 - HOURS OF WORK, Section 6.01 - Standard Time - Revise to read
as follows:
Standard 1, iffffl,.g. Regular full-time employees are normally scheduled to work an
average of between thirty-five (35) and forty (40) hours per week. Regular part-time
employees are scheduled to work an average of between twenty (20) and thirty-four
(34) and nine - tenths (34.9) hours per week.
10. ARTICLE 6 - HOURS OF WORK, Section 6.02 - Hours - Revise first paragraph to
read as follows:
The standard normal workday between 8:00 a.m. and 5:00 p.m. shall be seven (7)
or eight (8) hours with one (1) lunch period of thirty (30) minutes to one (1) hour
between 11:30 a.m. and 1:30 p.m. The employee may be requested to start one-
half hour earlier or later. The stafrdar-d normal workweek, Monday through Friday,
shall be thirty-five (35) to forty (40) hours. Permanent increases in the number of
weekly hours of work (from 35 to 40) shall be subject to mutual agreement of the
Parties.
11. ARTICLE 6 - HOURS OF WORK, Section 6.02 - Hours - Revise paragraph "a" as
follows:
The Maintenance Employees shall work eight (8) hours per day, Monday through
Friday, for a total of forty (40) hours per week. Maintenance employees shall set
their most efficient hourly schedule subject to approval of the County and shall
receive time and one-half (1 Y2) pay for all hours worked in excess of eight (8) hours
loaf r--andfi'or forty (40) hours weekly, and for all hours worked on Saturdays,
Sundays, and holidays.
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12. ARTICLE 6 - HOURS OF WORK, Section 6.03 - Flexible -Time Scheduling -
Delete the last sentence:
if t r
- - -- - -
- ks twelve (12) hours in one day), tirne and one-half shall be paid for all woFk in
exeess of the mutually agreed
13. ARTICLE 6 - HOURS OF WORK, Section 6.05 - Telecommunicators Coverage
for 24 -Hour Operations - Sick Leave Shift Coverage - Delete subparagraphs "a ",
"b" and "c" and replace with the existing Sideletter Regarding Telecommunicator
Sick Leave Coverage (p. 41 -42):
Minimum Staffing Requirement:
1. The current minimum staffing requirements call for 3-
Telecommunicators from 0200- 1800hrs and 4- Telecommunicators
from 1800- 0200hrs. This staffing lever is subject to change as
determined necessary and appropriate by the Department Head.
2. Staffing requirements- call for an equal or greater number of
permanent (union) Telecommunicators (including Technical /Lead
Telecommunicators) working versus part-time Telecommunicators.
Exceptions to this rule could involve training or staff meetings.
Determining if someone is ELIGIBLE for being called and offered the open shift: If
the hours being offered result in the person working more than 12 hours (in a row
or in combination) without having at least 8 -hours off then they are not eligible. This
remains true for all scheduled hours, overtime hours and shift swap hours.
Determining the order in which people get offered 4 or more open hours: Union
Seniority will determine the order in which people get offered shift hours.
Determining the approach for filling:
1. 8 -Hour Shift:
a. Shift is offered in full (8 hours) according to ELIGIBILITY and
union seniority. If no one volunteers,
b. Shift is offered in 4 -hour blocks according to ELIGIBILITY and
union seniority. If no one volunteers,
C. Temporary staff are offered the full 8 -hours or either 4- hour
block. if no one volunteers,'
d. Staff regularly scheduled or scheduled as the result of an
approved shift trade will be forced to extend their shift .(before
or after) in order to meet the staffing minimums of the
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Communications Center. Forced extensions will be the
responsibility of whichever dispatcher has gone the longest
time since being forced last according to the force log.
4-Hour-S-h-ift
a. Shift is offered in 4-hour blocks according to ELIGIBILITY and
union seniority. If no one volunteers,
b. On-coming and off-going staff are offered to split the 4-hour
shift into 2-hours. If no one volunteers,
C. Temporary staff are offered the 4- hour block. If no one
volunteers,
d. Staff regularly scheduled or scheduled as the result of an
approved shift trade will be forced to extend their shift (before
or after) in order to meet the staffing minimums of the
Communications Center. Forced extensions will be the
responsibility of whichever dispatcher has gone the longest
time since being forced last according to the force log.
3. Less than 4-hours:
a. Open shifts of less than 4-hours do not have to follow union
seniority for filling.
b. Shifts less than 4-hours cannot be forced. Therefore, if
arrangements can't be made voluntarily the requestfortime off
will be denied.
[if this does not accomplish it, the parties agree to meet and confer regarding the
power shift language.]
14. ARTICLE 6 - HOURS OF WORK - Add existing Section 6.04 On-Call from Human
Services (Local 576A) contract as new Section 6.07.
15 ARTICLE 6 - HOURS OF WORK - Add existing Section 6.04 Transportation Driver
Report Pay from Human Services (Local 576A) contract as new Section 6.08.
16. ARTICLE 6 - HOURS OF WORK - Add existing Sideletter from Human Services
(Local 576A) contract as new Section 6.09:
Section 6.09 For Transportation Vehicle Drivers, Job Coaches, and Community
Trainers, the computing of holiday benefits and health insurance percentages will
be as follows: In January of each year the County determines the average work
for each affected employee. This work day is 'determined for each individual
employee in the affected groups, regardless of his/her length of time in the position.*
Benefits are computed on a prorated basis for each year based upon the previous
year's average work day. The proration for the average work day is actual hours in
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pay status rounded to the nearest quarter hour. For example, if an employee
worked 6.15 hours per average work day, s /he would be credited with prorated
benefits of 6.25 (six and one - quarter hours).
— 1 -7-- ART1GL-E 6---HOLIRS-OFLWORt_-- Add - existing- Sidelet#er --- Building- Serartces -On-
Call Hudson Location (p. 38) as new Section 6.10 and revise as follows:
Section 6.10 Building Services On -Call Hudson Location It is recognized by the
County and the Union that on -call duties for the Building Services Department is a
necessary part of the responsibilities.
Technician is In" LI I IVI I Lenanee %J LI I Worker will be assigned 1
th
peftFffl on-eall duties Over Lhe vveekend. if for sorne reason both the Serviee
duties, than the Maintenance Meehanies will be eentaeted to eovef.
The on -call hours shall begin at the end of the workday until the beginning of the
next working day (typically 6 p.m. until 6 a.m.) and for 24 hours each day on
weekends and holidays.
The on -call pay will be $1.75 /hour for each hour of on -call duties performed. Any
time spent resolving an issue will be compensated at 1 '/2 times pay. Staff are
provided with a cell phone.
The on -call employee is expected to initially respond within 30 minutes of receiving
a page or call. Should an employee need to physically be present at the facility, the
one and %2 hour response time will commence upon determination of the need to
be present at the facility.
18. ARTICLE 6 - HOURS OF WORK - Add existing Sideletter- Information Technology
(p. 39) as new Section 6.11 and revise as follows:
Section 6.11 Information Technology On -Call It is recognized by the County and
the Union that on -call duties for the Information Technology Department are
necessary for "public safety" departments. The on=eall duties will be e0nducte
Oounty and the Union to bargain any and all s
details.
The IT on -call hours shall begin at the end of the workday until the beginning of the
next working day (typically 6 p.m. until 6 a.m.) and for 24 hours each day on
weekends and holidays.
The IT on -call pay will be $2 /hour for each hour of on -call duties performed. Any
time spent resolving an issue will be compensated at 1 '/2 times pay. Staff will be
provided with a laptop /satellite card, pager and cell phone upon request. If the
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employee chooses to utilize their own cell phone, the employee will be reimbursed
$0.1 0/minute for verifiable use.
The on-call employee is expected to initially respond within 15 minutes of receiving
-page-or-c-all.—Should-an-employee-need-to-ph.y-sic-ally-be-pr
one hour response time will commence upon determination of the need to be
present at the facility.
19. ARTICLE 7 - SENIORITY, Section 7.01 - Definition, first paragraph - Delete the
second sentence:
Union seniority is used' for purposes of posting rights and burnping righ
20. ARTICLE 7 - SENIORITY, Section 7.06 - Lay-Off - Revise to read as follows:
In the event it becomes necessary to lay-off employees for any reason, employees
shall be laid off where the work feduetion take� place, and in the inverse order 0
seniority, by position, within eaeh department or unit, as deerned necessary by the
EmpioM in the classification where the work reduction takes place and on the
basis of skill, ability, and qualifications in that classification. In the event the County
determines that skill, ability, and qualifications are equal, seniority shall be used as
the tie-breaker. A laid-off employee may bump a bier less senior employee
in U le-SMne or a lesser-paying classification for whieh ;the meets the necessary if
the County believes his or her skills, abilities, and qualifications to perform the work
exceed that of a less senior employee in a lower-paying classification.
When the Employer reduces the number of hours worked by an employee, the
employee may bump a more - junior less senior employee in the sarne or a lesser-
paying classification for which s1he meets the neeessa,ry in the event the County
believes that his or her skills, abilities, and qualifications to PeftFFM the work, and-,
the murnber of hours in the position is the sarme or less than the employee's Current
position exceed those of a less senior employee in a lower-paying classification.
In the event the County determines that skill, ability, and qualifications are equal,
seniority shall be used as the tie-breaker.
21. ARTICLE 7 - SENIORITY, Section 7.06 - Recall - Revise first paragraph to read
as follows:
Employees shall be recalled from lay-off in the order of their seniority in the
classification. Employees on lay-off may apply for positions in other classifications
- tint for which they believe they have sufficient the skill, and ability, and
qualifications to perform the work availabfe duties of the position. The County shall
employ the candidate it deems the most skilled, able, and qualified applicant. In the
event the County determines that skill, ability, and qualifications are equal, seniority
shall be used as the tie-breaker.
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22. ARTICLE 7 - SENIORITY, Section 7.06 - Recall Delete the fourth paragraph:
ICA Y -off stattia, desiring to
rettir L a bility to L
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23. ARTICLE 8 - JOB POSTINGS, Section 8.04 - Job Assignment - Revise to read
as follows:
The posted position shall be assigned to the baFgaining until ernpleyee applicant
with the greatest seniority provided that sueh employee meeft all of the sta skill.
ability, and qualifications far -the pesitiorr as determined by the County In the event
the County determines that skill ability, and qualifications are equal, seniority shall
be used as the tie-breaker.
le
Employer marre�p employee(s) On lay=off, if any.
the Ernploye"nW-ffil
the position-by - in
to be substantial!)"
24. ARTICLE 8 JOB POSTINGS, Section 8.06 - Trial Period - Revise to read as
follows:
Successful internal applicants shall serve a trial and training period ...
25: ARTICLE 9 - LEAVE OF ABSENCE, Section 9.02 Sickness and Accident
Leave - Revise to read as follows:
After all paid time off has been exhausted, Aa leave of absence (Sickness and
Accident) of up to one year shM D be granted for personal illness or disability
due to an accident provided that a physician's certificate substantiating the need is
provided. The Employer may request a physician's certification from time to time
substantiating the need for continuing leave as defined in this section.
Said Sickness and Accident Leave shall be without pay and benefit(s) accrual and
a &e=off with pay benefits shall have beft - IattWuu F1 ior to eligibility foF leave
under this seetion.
The County may, at its discretion, require .: .
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26. ARTICLE 12 ' HOLIDAYS, Section 12.05 - Working Holidays - Revise the last
paragraph as follows:
Effective July 1, 201 Aall telecommunicators and the Maintenance Utility Worker
(on-a-4-x1 -0--sc-hedule-includ-ing-holiday-s)-shall-r-eceive`Een-(4-E))-d;ay-s-papas-holida,
pay to be pa ' abbout December 1 of eaeh. yeaf oF at the time of termination
(lit �-d-} eight (8) hours of holiday pay in the pay period in which the holiday
occurs. Holiday pay is in addition to the regular pay received by an employee in the
event s/he is scheduled to work on holidays during the course of the work year.
27. ARTICLE 14 - HEALTH INSURANCE, Section 14.01 - Terms of Coverage -
Revise to read as follows:
Two health plal V shall be available to employees. To be eligible for the
health insurance coverage, the employee must be working an average of twenty
(20) or more hours per week in a regular position. Effective January 1, 2012,
Eigmployees shall determine which option they want and the kind of coverage they
desire: family, limited family, or single. The instiFan .— S are LL t1pon
site -rte .
in will apply to both heafth-plaft
Unless otherwise StateU L IVIIVVVIIJ 1111%J1118CAL
options.
28. ARTICLE 14 - HEALTH INSURANCE, Section 14.03 - Employee Co-Pays -
Delete and replace with the following:
The Employer shall select the health insurance plan design after receiving input
from the Health Insurance Advisory Committee. A minimum of five (5) members of
the bargaining unit shall participate on the Health Insurance Advisory Committee.
29. ARTICLE 14 - HEALTH INSURANCE, Section 14.06 - Carrier Change - Revise
to read as follows:
The Employer may, from time to time, change the insurance carrier, plan design, or
self-fund its health care program, srel-long as ti ts Fernain substantially equai
provided it has received the input of the Health Insurance Advisory Committee.
30. ARTICLE 14 - HEALTH INSURANCE, Section 14.06 - Spouses Employed by
County - Delete existing language and replace with the following:
in th nt both husband and wife are employed by the Gotinty, only-one-of4he
two shlall 'we efif thergroup health insuranee plan. The election as to whieh
spouse W 'I-Craaffy the Cove ge Shall 'Me-diateffflined w the two employees. Sh
anjeA pofley i t- leave employment with the Go
tht—aernployee-h n It I ex s'
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of absence, lay--off, ete.) the Femai
Fe&50n (WfMinati0n, le8Ve-wl
shall beeome eligible tW t3 I Ll K-W GtPIJI UJJI ICAMI_ tf Foup.
If both spouses are employed by the Counly, limited family or family coverage will
be-in-the-nam- e-of-the-spousE-w-ho-was-fir-st-empipy-edzky-the-C- ounbLunless-another
approach is reguired (ea_ the spouse born earlier in the calendar year carries the
coverage in their name). I n the alternative, the employees could choose to have
two single policies or limited family coverage.
31. ARTICLE 15 - WISCONSIN RETIREMENT - Revise to read as follows:
Effective July 1, 2011 T-the Employefe agrees to pay one-half of the total actuarially
required contribution to l,-e's shaFe of the Wisconsin Retirement System
Pfowam-
32. ARTICLE 17 - OVERTIME, Section 17.01 - Revise first paragraph to read as
follows:
Non-Exempt Employees Effective July 1, 201 Tthe County is responsible for
determining if an employee is Exempt or Non-Exempt from the provisions of
overtime as outlined in the Fair Labor Standards Act. For non-exempt employees,
the Employer agrees to pay time and one-half (1 Y2) their hourly rate of pa� F for all
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time worked in excess of eight (8) houfs-peftVay-afAlof forty (40) hours per week.
I- - pulp
All time off with pay shall ee ns:iu'uFedas"'
With the approval of the Employer, employees may be credited with compensatory
time and one-half (1 Y2) off with pay in lieu of a cash pay out.
33. ARTICLE 17 - OVERTIME, Section 17.01 - Revise second paragraph to read as
follows:
Exempt Employees. Effective July 1. 201 Eemployees that are determined to be
Exempt from the provisions of the Fair Labor Standards Act, but are unionized
professionals, will receive straight time (1x) pay for all hours worked in excess of
forty (40) hours per week. Al! time off with pay shall be considered as tiffeiverked
--j the approval of the Employer, employees may be
TV-
credited with compensatory straight time with pay in lieu of a cash pay out.
34. ARTICLE 19 - REST PERIODS - Add existing Appendix A (p. 36) as new Section
19.04:
Section 19.04 Telecommunicator Break Poli cy. Telecom m u nicators wishing to
take a break (defined as leaving the physical confines of the Emergency
Communications Center) may do so provided the activity level of the
Communications Center can be supported by the remaining staff members. The
telecommunicator must also:
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1 Inform co-workers that they are leaving the Communications Center
2. Bring a portable radio to monitor Channel 1 in the event the activity
level increases requiring their return
3. Use the time clock to record the time they leave and the time they
return—
In the event a supervisor is present, the request for a break can be denied if it is felt
that the time away may interfere with the work needs of the center.
Total time taken for an eight hour shift shall not exceed 15 minutes. Total time
taken for a twelve hour shift shall not exceed 20 minutes.
Telecommunicators wishing to take a break shall make up the time spent on breaks
within the same week (the week is defined as Sunday-Saturday). The
telecommunicator has an option of taking the time without pay, by use of PTO or a
combination of both. PTO must be used in 0.5 hour increments.
Example: Should the telecommunicator accumulate 47 break minutes during a one
week period, the telecommunicator has the following options:
A. Complete their time sheet listing 47 minutes of lost time without pay
B. Complete their time sheet listing 30 minutes of PTO and 17 minutes
of lost time without pay
Time cards will be turned in to the Director or their designee at the end of each pay
period.
35. ARTICLE 19 - REST PERIODS - Add existing Sideletter Regarding Appendix A -
Telecommunicator Break Policy (p. 36-37) as new Section 19.05:
Section 19.05 Telecommunicator Break Policy. Through a mutual effort of
management and staff, the following language is being agreed to as a trial in
replacement of Appendix A Section 19.04. If either the union or management feels
this is not working, the practice will revert to the previous agreement upon written
notice.
1. Dispatchers are allowed to leave the confines of the Communications
Center for up to 10 minutes during their entire shift which includes
shift extensions.
2. Dispatchers must still respect the activity level of the Communications
Center and are prohibited from leaving during times of high activity.
3. Dispatchers wishing to leave are to check with a supervisor (if
working) or a co-worker if a supervisor isn't available.
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4. Dispatchers must bring the portable radio with them and return
immediately upon request.
5. Dispatchers are not allowed to leave the Government Center property
ur-ing their--shi
6. Dispatchers who leave the confines of the Communications Center
are still asked to "punch out" using the time clock in order to track the
time gone.
7. Time cards will still be submitted each pay period to ensure that no
abuse of the agreement has occurred.
8. Dispatchers who extend beyond the 10 minute parameter will be
subject to disciplinary action.
36. ARTICLE 27 - DURATION, Section 27.01 - Duration - Revise first paragraph to
read as follows:
This agreement, inclusive of the foregoing Articles and subsequent appendix and
exhibits, shall be binding and in full force and effect from January 1, 2.0% 2011
through December 31, 2014 2012
37. ARTICLE 23 - DURATION, Section 23.01 - Duration - Revise third paragraph to
read as follows:
Either party desiring to negotiate over changes for a successor labor agreement
shall submit its proposed changes by no later than September 1, 28-1-4 2012 If
neither party submits proposed changes for a successor Labor Agreement, this
Agreement shall constitute the Labor Agreement for calendar year 28-1.
38. 2003 -2006 SIDELETTER (p. 31) - Delete
39. 2006 -2007 SIDELETTER (p. 31) - Delete
40. 2006 -2007 SIDELETTER. (p. 31) (second one) - Delete
41. SIDELETTER - HEALTH AND WELLNESS INCENTIVE PROGRAM (p. 32) -
Delete
42. SIDELETTER - HEALTH REIMBURSEMENT ACCOUNT (HRA) (p. 33-34) - Delete
43. SIDELETTER - RETIREMENT HEALTH SAVINGS PLAN (p. 35) - Delete
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44. SIDELETTER - Accretion and Release of Bargaining Unit and Non
Represented Positions (p. 40) - -Kee s
2 and revise to read as follows:
This Sideletter is entered into by and between St. Croix County ("County") and the
---.- St- Croix C-oun-ty-SC-C-C)REiTLoc-al-2-7-BTA-FSGME-( "U- nionf).
In an effort to properly define positions according to the contract recognition clause
the parties hereby agree and stipulate to the following:
Out: Land Information Manager
Office Manager-Planning & Zoning Department
Register in Probation/Courts Office Manager
Paralegal/Office Manager-Corporation Counsel
Parks Maintenance Coordinator
Parks Site Coordinator
Parks Operation Coordinator
Management Systems Specialist
Incumbents in these positions had the option to become non-represented
immediately or to remain in the union covered by the terms and conditions of the
labor agreement until they vacate that position at which time it would then become
a non-represented position.
In: Administrative Assistant-Department of Aging
Accounting Assistant-Highway
Administrative Secretary-Land & Water
Program Assistant-Land & Water
Child Support Assistant/Case Aide-Child Support
Child Support Specialist 1
Child Support Specialist 11
Mapping/GIS Technician - Planning & Zoning
Conservation Technician-Land & Water
Zoning Technician-Planning & Zoning
Office Aide-Sheriff's Dept
Office Aide-Clerk of Court
Recycling Specialist
Drug Court Coordinator
Diversion Program Coordinator
Planner
Zoning Specialist
Conservation Specialist
Information & Assistance Specialist
Benefit Specialist
Victim Witness Services Assistant
Victim Witness Legal Advocate
Victim Witness Program Specialist
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Early Intervention Aide
Reproductive Health Program Assistant
Public Health Aid
Public Health Secretar
in these positions had the option to remain non-represented or to opt
to become part of the bargaining unit. If the incumbent chose to remain non-
represented,, they are covered by the non-represented terms and conditions until
they vacate that position at which time the position would then be posted and
governed as a bargaining unit position.
45. SIDELETTER - Create a new Sideletter:
PEOPLE 136duction. If it is easy to admini , the County Will agree to the
AFSCME request to make payroll deductions for PEOPLE.
46. WAGE GRID - Combine GGSS and HSUN wage grids.
Add a new paragraph to read as follows:
Telecom m unicators will receive an additional $1.50 per hour for time spent as a
designated New EmRloyee Trainer, as authorized and assigned by the Employer.
FAdocsICOUNTY\St. CroiA0266C1hs(11)XSTS (rev).wpd
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