HomeMy WebLinkAbout2007-04-11 Agenda Packet - Board (3) Agenda Item # 18 & 19
Ir-
Memorandum
To: Board of Directors
From: Peter Holzmeister
Date: April 11, 2007
Subject: New MOU with District Union employees
Why this matter is before the Board: This matter involves approving
amendments to the MOU between the District and IBEW Local 1245, the Union
that represents District hourly waged employees.
History: I have been negotiating the terms of a new MOU with the Union for the
past several months. I have been assisted by Steve Hollabaugh and Nancy
Waters. You will recall that the Union membership voted a few weeks ago to
reject an earlier settlement package. Steve and Nancy and I got back with the
Union bargaining committee and made a few changes to the package with
assistance from a mediator, and it was then approved by the Union membership
in a second vote.
New information: Attached is a copy of the package that was ratified by the
Union. Also attached is the current MOU that actually expired this past
December 31, 2006. 1 would like the chance to discuss this entire matter with the
Board in Closed Session prior to voting on it in Open Session.
If the Board approves this new package, which I urge you to do; I would then ask
you to consider adopting a resolution setting up a 401(a) plan. That item is also
agendized for action after returning to open session.
TDPUD/Local Union 1245 Ratification Package
d-anuapy, 12;March 16, 2007
Sec 2.2 Non-discrimination: It is the policy of the District and the Union not to
discriminate against any employee because of race, creed, color age, gender,
handicap,-,-,-F national origin, or Sexual orientation. In addition, the District will not
discriminate against an employee because of membership in the Union and
neither the Union nor the employees they represent will discriminate against any
employee because of non-affiliation with the Union.
Sec 6.5 a Comp time
e) Employees may elect to accrue and use up to twenty four- (24)thirty-two (32)
hours per calendar year of compensatory time off. Such time shall accrue as hour
for hour worked and remainder of overtime compensation shall be paid at the
appropriate rate. Employees with accrued compensatory time off will be cashed
out at the end of each calendar year.
Example: 8 hours worked at the "double time rate" = 8 hours comp
time and 8 hour straight time pay. 8 hours worked at the "time and one
half rate" = 8 hours comp time and 4 hours straight time pay. All
compensatory time taken must have prior approval by management.
Compensatory time off will not be approved if overtime must be
worked to cover it.
f) Employees with less than ten (10) years of service may elect to
accrue and use an additional sixteen (16) hours of compensation time
in addition to the comptime provided for in Section 6.5 (e). After the
employee reaches the ten (10) year anniversary date he/she will no
longer accrue comptime under this section.
Existing Section 6.5 (f) is renumbered to 6.5 (g).
Sec 6.6 Rest Period
(a) Any employee who has worked ems$) sixteen (16) in any consecutive 24
hour period hours @F Friere at eveFtifne Fates hetweeH the Fegular-quitting time anj
t"" fti t Fe l taAi time, l k d will be entitled to a rest
�i«. rcc.�cc ra.�a�� �, �
period of nine (9)consecutive hours. upon eempletion of sueh eveftiffie WOFk.
anytime-between the hours of 11.00 and nn.nn if-, after- discussion
Yur u
Sec 6.6 b, c, d remains unchanged
Sec 9.4 Bereavement Leave
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Regular employees will be granted three (3) days bereavement leave with pay in the
event of a death in their immediate families or to a member of the employee's immediate
household at the time of death. Immediate family consists of an employee's or
employee's spouse's or registered domestic partner's mother, father, brother, sister, son,
daughter, step-child, half-brother, half-sister, foster parent or grandparent. In addition,
such leave may be extended to cover the employee's step-parent, foster child, or
grandchild
See 10.2 Rates of Accrual:
Rates of Accrual Number of Days
Per Year
(a) For the first five years of continuous service 10
(b) After completing five years of continuous service 15
(c) After completing ten years of continuous service 20
(d) After completing 2415 years of continuous service —-21
(e) After completing 2.2 20 years of continuous service 22
(f) After completing 23 years of continuous service 23
(g) After completing 24 years of continuous service 24
(h) After completing 25 years of continuous service 25
(i) After completing 30 years of continuous service 30
Sec 12.1 Definition of Personal Disability Leave:
Personal Disability Leave means an authorized paid leave of absence which is granted
to an employee who has actually become incapacitated and who is, thereby, unable to
perform employee's regular duties and responsibilities. Such inability will have resulted
from (1) personal illness or accident; or, (2) pregnancy. Personal Disability Leave is not
applicable to industrial disability (otherwise provided for below) except to the extent of
supplementing industrial disability leave up to 100% of an employee's regular straight-
time earnings. Such application will be at the employee's option. Employees may use
their Personal Disability Leave, up to a maximum of six (6) days in a calendar year, for
paternity purposes, to tend to an ill spouse, or registered domestic partner, child, or
parent. Employees can accumulate unused family sick leave not to exceed six (6) days
Sec 19.2 (a) Group Medical Insurance Plan Including Drug Card Program:
The District will pay I00% of the premiums for employees and dependents. The
NRECA Preferred Provider Organization (PPO) plan agreed upon includes a
$2,000/$4,000 out of pocket annual maximum for Out-of-Network charges, a
$200449046 — $400/$800/$1200 deductible, utilization review/cost containment
SHARE features, medical management provisions, generic drugs at $10.00, brand name
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drugs at $15.00, mail service prescription drug program (co-payments for brand name
mail order prescriptions at $20.00, generic mail order prescriptions at $10.00.)
pay—* Dethits i h le
r�-t+4he"+f"ic-al-rail- t�,,e-ail=(�,=-the prescription card plan is the MAC-9
(b) The Pistr-iet and the 1BEW have agreed that the Distr-iet will self Am
Wig) and the eld ee pay ametints (eo brand name dfug, $$gener-ie dFug).
Employees will need to pay for- their- mail eFdef preseriptions and submit thei
(b) District will immediately notify Union of any notice of proposed changes
provided from NRECA. District and Union agree to meet and discuss impacts of
said changes to determine appropriate course of action.
(c) District will reimburse employee and dependents for the first day medical
management deductibles and the District will cover the 1% claims processing fee.
° . The District
will continue to fund medical insurance at the same level as their normal
employment status up to thirteen(13)weeks of disability.
Sec 19.2 g(4)
District to provide a 401(a) or 4:;' I)Lt 3 with
employer match of 100% up to 3% of employee'sbwse wage.
Sec 19.2 (1)Vision Plan:
The District will provide as follows:
The District will provide an annual benefit up to $400.00 per covered employee,
registered domestic partner, or dependent. The benefit will be to cover the
expenses of examination, lenses, frames or contact lenses when recommended
by a physician or optometrist.
Sec 19.2 (k) Post Retirement Medical and Dental Benefits:
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I (1) The plan is the same as the current employees' medical plan. except for a
$500 deductible per person compared to a '4.- ,t i deductible per person for
employees. It is based on the ElectREcomp medical plan with $500 deductible
per person.
Percent of Premium Paid
Years of Service by District
10 50%
11 55%
12 60%
13 65%
14 70%
15 75%
16 80%
17 85%
18 90%
19 95%
20 100%
District will pay the same percentages listed above of the retiree and
dependent medical and dental premiums beginning at the retiree's age 60
for future retired employees based on years and months of service at
Truckee Donner. If a person retires earlier than age 60 the benefit will be
reduced by 2%
per year reduction in the benefit paid by the employer. For example, a
person retiring at age 58 with 19 years of service would have 91% of the
retiree and dependent premiums paid by the District.
o _
(2) The benefit paid by the District is capped as listed below:
Monthly Caps
Individual only $475
Spouse only $475
Child(ren) only $475
Spouse &child(ren) only $725
Medicare Rate $375
If the premiums increase above the monthly cap, the retiree will pay the difference
between the new premium and their percent of benefit established upon retirement
multiplied by the cap. Example:A person retiring at age 58 with 19 years of service
would have 91% of the retiree and dependent premiums paid by the District.49h-
0 +rc If initially the premium for individual only
was$340, the retiree would pay 340— (91%x$340) = $30-60. If the premium increases
to $400 $500 while the cap is S3-50 S4 73, the retiree would pay 400 500—(91%x
S-3-5OS475) = S81.jN$67.75.
Sec 19.5 Tool Allowance
a) Allowance: Notwithstanding the provisions of Section 11.1 of the agreement,
the automotive mechanic is required to provide his own set of hand tools and
boxes necessary to perform his job. The District will provide to the mechanic an
allowance up to S540 $700 per annum, payable upon presentation of approved
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invoices, for lost, misplaced, damaged or worn tools through normal wear or new
tools which may be available to enhance the performance of his job. Hand tools
acquired by the mechanic using this allowance will remain the property of the
mechanic.
Sec 20.4 Wages
veaf 1. 70 PeFeefttile Of Stfn'ey * 2oL
0 ng at 0
tied to CRI—W
�o
COLA. Wages eould be o ower- 110
Years ,4 higher-depending on COLA——
3 c COLA goof f 2 co/ •li t 1 no/ t Tito C4 I ..
COLA will be determined based oft an aver-age oftwelve (12) men h f.a.... -tigustte
Retroactive to 1/1/07
See attached wage schedule for 2007 and 2008.
Year 2009: COLA floor 3%, ceiling of 4% tied to CPI-W.
COLA will be determined based on an average of twelve (12) months from August to
July. Example: For 2009 wages, the COLA will be bused on a 12 month average of'the
CPI-W from August 2007 to and including July 2008.
Sec 20.6 Water Certificates
Incentive for Water Certification: Employees within the water department (above the
Tech in Training level) will receive $2�0$300 per year per certification above what is
required within their job description, limited to Water Department personnel only, 2
certificates per employee. This applies only to state treatment, distribution and cross
connection specialist certifications. Paid in a lump sum in January each year
Sec 12.2 Sick Leave
` Eligibility and Accrual: Full-time regular employees
will accrue unlimited personal disability leave from the
date of hire at the rate of one(1) day per month for each month the employee remains in
a pay status (12 days per year maximum). When an employee no longer is being
compensated during the major portion of any month by regular pay, paid vacation, or any
other form of paid leave, the employee no longer will accrue leave credit.
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F� 1 t
Peter Holzmeister Patrick Waite
General Manager, TDPUD IBEW 1245 Business Representative
5
All Hourly Rates are top of scale
g
Current 2008
Number Current Proposed 2007 Hourly Percentage Hourly Percentage
employees Hourly Rate Range Rate Increase Rate Increase
Electric Department
Planner Vacant 40.38 36 43.51 6.4% 46.10
Foreman 2 40.86 36 43.51 6.5% 46.10 5.95%
Lead/Substn. 1/Vacant 38.26 34 41 A4 8.3% 43.91 5.96%
Inspector 1 37.15 33 40.45 8.9% 42.86 5.96%
Journeyman 4/2 vacant 37.15 33 40.45 8.9% 42.86 5.96%
Apprentice 2 31.92 27 34.95 9.5% 37.03 5.95%
Groundman 1 24.97 17 27.36 9.6% 28.99 5.96%
Electrician 2 35.93 32 39.47 9.9% 41.82 5.95%
Elec Tech 1 33.18 29 36.69 10.6% 38.88 5.97%
Water Department
1 36.88 33 40.45 9.7% 42.86 5.96%
Planner
Foreman 2 33.55 31 38.53 14.8% 40.82 5.94%
Lead 2 30.19 27 34.95 15.8% 37.03 5.95%
Tech 5 28.70 24 32.47 13.1% 34.40 5 94%
29.45 8.6% 31.20 5.94%
Tech-in-tmg 2 2713 ZO 38.53 14.8% 40.82 5.94%
InspectorAtVtr Qual 1 33.55 31
Inspector/Pipeline 0 30.19 27 34.95 15.8% 37.03 5.95%
Contract Admin 1 25.38 21 30.19 19.0% 31.98 5.93%
Support Svcs Dept
Mechanic 1 32.68 25 33.28 1.8% 35.26 5.95%
Buyer 1 25.17 20 29.45 17.0% 31.20 5.94%
1 24.44 14 25.44 4.1% 26.96 5.97%
Warehouse 25 44 4.1% 26.96 5.97%
Facilities 1 24.44 14 27.36 9.0% 28.99 5.96%
Asst Mechanic 1 25.09 17
Power Supply
Mapping Tech 1 26.42 20 29.45 11.5% 31.20 5.94%
Admin Department
3 27.92 21 30.19 8.1% 31.98 5.93%
Supervisors
(Acctg,Billing,WO)
Cust Svc Supvsr 1 25.38 17 27.36 7.8% 28.99 5.96%
Senior Clerks 5 22.15 13 24.82 12A% 26.30 5.96%
CSR 2 19.90 8 21.98 10.5% 23.29 5.96%
MR Coordinator 1 25.35 16 26.71 5.4% 28.30 5.95%
Meter Reader 1 24.12 14 25.44 5.5% 26.96 5.97%
Total Number of Employees 47