As most of you know, when the City took away some of our pension benefits back in 2011 in Financial Urgency, Local 2432, the PBA and IAFF Local 1375 filed unfair labor practice charges against the City with PERC to contest Financial Urgency, and ultimately, those claims ended up before the Florida Supreme Court.
The Florida Supreme Court held that the City violated the State Constitution, and ordered PERC to hold hearings to determine what remedies would be appropriate. Those hearings have now been held, and we are awaiting PERC’s decision as to whether the City will be required to restore all of the pension benefits back to what was in effect before Financial Urgency. Once the PERC process has run its course, we do not expect that the PBA, IAFF nor AFSCME will bring any additional litigation against the City regarding Financial Urgency.
During our first contract negotiations session, the City expressly stated that it recognized that it needs to treat all of its union-represented employees equitably, whether members of Local 2432, the PBA or IAFF Local 1375. Not only are we seeking to have our pension benefits fully restored, but also, to have the City address the shortcomings that we have all experienced with our healthcare coverage since the switch from Blue Cross Blue Shield to Cigna.
The Florida Public Employee Relations Commission (PERC), based upon the Florida Constitution and state laws, determines which city jobs are to be included with the General, Professional or Supervisory Units, and which must be excluded.
Last year, we filed a petition with PERC to have our units recertified, and to get clarification as to which jobs should be included within our bargaining units. Based upon this process, it became clear that over the years the City had improperly slotted several job classifications outside of our bargaining units into Managerial or Confidential positions.
We have a final hearing on May 1st, and then PERC will issue its final orders listing all bargaining unit positions, and all excluded Managerial or Confidential positions.
Once this PERC recertification process has been completed, and since we have already started contract negotiations with the City, we will also bargain hard for these additional employees.
To all members of Local 2432 – Our initial contact bargaining meeting with the City starts this Thursday. If you able to take time off to attend, please do. Do not attend without proper authorization from your supervisor, if you are working during this time.
AFSCME Brother and Sisters,
Our E-Board was recently notified of several part-time positions being eliminated resulting in layoffs in the Parks, Recreation and Cultural Arts Department.
We promptly filed a demand with the City to bargain over its decision, and the potential devastating impact that would have on our fellow employees.
Since we were not able to save those jobs through bargaining, we attended the City’s budget hearing this week, and made sure that the City Commissioners were aware of this situation. After nearly 1.5 tense hours of debate, the Commissioners approved the budget, but gave clear instruction to the City Manager and his staff to find a way to save these jobs.
This is exactly why we are all members of AFSCME Local 2432. This time, the City Commission heard us loud and clear. We may not always succeed, but as you can obviously see, we fight hard for our membership.
Local 2432 Brothers and Sisters,
There will be a ratification vote held on Tuesday, August 29, 2017 between 7AM – 7PM at the Union Hall – 2734 Hollywood Boulevard (parking in the rear). All employees in AFSCME covered positions are eligible to vote. Below are highlights from Memoranda of Understanding that were negotiated with the City regarding health insurance changes that will affect all three of our bargaining units.
1. Additional Cigna Health Insurance “In-Network Only” Plan Option
Extensive negotiations were conducted with the City over its interest in reducing healthcare costs. After much discussion and meetings with the City’s health insurance consultants, a third plan was crafted that provided for lower City costs, as well as lower employee up front costs, with an in-network only plan.
Through this plan, if elected, employees electing single coverage (no covered dependents) will have 100% of their premium paid by the City, and if any dependents are added, then the City will pay 90% of the premium, with the employee responsible for payment of the other 10% of the premiums.
Employee co-pays under the alternative “In-Network Only” plan are $30 for primary care visits, $40 for specialist care visits, and $75 for urgent care visits.
2. Flexible Spending Accounts (“FSA”) and Health Reimbursement Accounts (“HRA”)
The vote to ratify all three AFSCME contracts passed overwhelmingly and is headed to the City Commission for a vote tomorrow (Wednesday, 4/6) @ 1PM at City Hall. Thanks to all who’ve worked hard during this process and to everyone who came out for the vote today.
Come by the Commission Chambers tomorrow @ 1PM in your AFSCME green as a show of solidarity if you can and thanks again to our members for your continued support.
The contract negotiations have finally been completed. A ratification vote will be held on next Tuesday April 5th 2016 from 7:00 AM to 5:30 PM at the Union Hall – 2734 Hollywood Boulevard (parking in the rear). This is a secret ballot vote and the ballots will be counted immediately after the closing of the vote. All employees should receive their letter explaining their classification and wage changes based on the Evergreen implementation by this coming Friday April 1st 2016. Below is the bargained contract language changes; please review them prior to casting your vote on April 5th 2016:
Below are the new job classifications and pay grades:
A brief summary of the changes can be found here:
Our union’s bargaining team has fought long and hard on your behalf with the City to get fair contracts to bring back to you for ratification. Although we all know that no contract is ever perfect, we believe that the proposed agreements have us heading back in the right direction for restoring our rights, pay and benefits, toward where they were before the cutbacks we all endured as a consequence of financial urgency.
We hope you will agree that these agreements are fair, that they will move our union forward, and that they deserve your vote for ratification.
Local 2432 Brothers and Sisters,
Below are highlights from the new contract which we’ll be bringing to you for a ratification vote soon:
The Evergreen Study will be implemented for all three bargaining units which merges pay grades (no more General/Enterprise/Tier A/Tier B). Employees have started receiving letters explaining their individual classification change and wage info. All employees should receive their letter within the next week.
October 2015 :
- 2.5% Wage Increase
- 1.5% Merit Increase
- 2.5% Wage Increase
- 1.5% Merit Increase
- 1% Wage Increase
- 0.5% additional wage increase if Pension funding meets threshold
30 years and out for those covered under the new normal retirement date calculation. An employee would have had to work until age 60 regardless of when hired (example: 20 year old currently has to work 40 years to retire)
No employee premium increase, FSA card was increased (ratified December 2015)
No health insurance coverage in retirement for employees hired after ratification
We are working towards a ratification date of April 5, 2016. The proposed contracts will be posted on the website very soon for members to review.
We have reached a tentative 3-year agreement with the City after many months of negotiations. Highlights from the proposed changes are below. Stay tuned for more info.
Wage increases for all bargaining agreements:
A maximum of 4% in FY16 and FY17 and 1% in FY18. In FY16 and FY17, 2.5% is COLA and 1.5% is tied to merit. FY18 is 1% COLA only, no merit.
If you are over the wage scale for your position…which is calculated on base pay (minus all longevity and any certification pay), the COLA portion will be paid as a lump sum. All wage increases will be paid on Oct 1st from now on. No more waiting until your annual review.
Also, the implementation of pay ranges and classifications based on the Evergreen Study (with additional negotiated modifications). More info will be coming out soon.
No change in employee contribution. Any employee hired after ratification of this agreement will not have their premiums paid by the City in retirement.
Union and City agrees to meet to discuss alternative health care plans during the duration of the agreement.
Change the normal retirement date from age 60 with 30 years of service to 30 years of service regardless of age.
PENSION BOARD ELECTION:
Early voting for the Pension Board is in progress, and word is that the turnout has been low. It is important that AFSCME covered employees vote to ensure that the Board includes voices from the rank and file who will stand up for our negotiated retirement benefits. There is currently only 1 employee on the Pension Board that is covered by AFSCME (non-management). Please make sure to show up and make your voice heard.
The FSA increase M.O.U. was passed by all three bargaining units. Thanks to all who came out to vote and ratify this benefit increase.
Have a happy and safe holiday and stay tuned for pictures from the holiday party!