CBA Contract Summaries 2018-2020

Below is the proposed deal for a two year contract for AFSCME General, Professional, and Supervisory bargaining units:
TWO YEAR CONTRACT (10/1/2018 – 9/30/2020)
MAJOR CHANGES YEAR 1
  •  3% wage increase effective October 2018 (the pay ranges are moving up, so most currently topped out employees should get the raise. The exceptions are employees over the range of their pay grade e.g. bumping who would receive a lump sum)

 

  • Additional wage increase for PERC employee for loss of benefits due to move to AFSCME (General and Professional 1.5%, Supervisory between 1.5% -2%) – This only impacts a small group of employees who were Management or Confidential, but were then placed into the AFSCME bargaining units by PERC, approximately 20 employees)

 

  • Pay grade ranges (bottom and top) increase by 3% – The entire pay grade range increases by 3%

 

  • Lump sum $1,500 for full-time employees who are not eligible for Pension Restoration ONLY – this does not apply to employees who are eligible for restoration

 

  • Pension Restoration for employees who were employed and impacted by Financial Urgency
    • General Fund employees hired before October 1, 2011
    • Enterprise Fund employees hired before March 5, 2014
    • Option of Planned Retirement or DROP Plan – Those in the Planned Retirement will have the option to convert to the DROP. Eligible employees can retroactively join the DROP on or after the date the  were eligible to retire.  The election to convert from Planned Retirement from DROP must be made within 60 days from ratification.
    • Planned Retirement members who convert to DROP will have their the pension contributions that they paid while in the Planned Retirement deposited into their DROP account.

 

  •  Part-time employees receive all holidays beginning Oct 2019

 

  • Employees who average 30+ hours receive 6 hours per holiday

 

  • Employees who average 15 – 29 hours receive 4 hours per holiday
MAJOR CHANGES YEAR 2
  •   2% wage increase effective October 1, 2019 (the pay ranges are moving up, so most currently topped out employees should get the raise. The exceptions are employees over the range of their pay grade e.g. bumping who would receive a lump sum)

 

  • Pay grade ranges (bottom and top) increase by 2% – The entire pay grade range increases by 2%

 

  • Healthcare
    • OAP Plan 80/20 cost split with plan changes (employee pays 20%) LINK TO WORKSHEET
    • OAPIN Plan, no proposed changes
    • Free Lifescan Screening
    • Wellness program incentives (prizes including gift cards)

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