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HomeMy WebLinkAbout06-14-2022 Union MinutesCITY OF SEBASTIAN PEA UNION WAGE ARTICLE NEGOTIATION MINUTES OF REGULAR MEETING JUNE 14, 2022 Present: At Boettjer, Staff Representative, Coastal Florida PBA/PEA Union Representative, 810 Fentress Court, Daytona Beach, FL 32117 Paul Carlisle, City Manager, City of Sebastian Ken Killgore, Administrative Services Director, City of Sebastian Cynthia Watson, Human Services Director, City of Sebastian Naiomi Charles, PEA Representative Kim Maison, PEA Representative Janet Graham, Technical Writer/Recorder Mr. Boettjer brought the meeting to order at 1:03 p.m. and asked that everyone identify themselves. Mr. Boettjer stated that for the benefit of the employees who are present, this morning Naiomi Charles sat in on the PBA negotiation session. The purpose of this meeting is for the union to give the City an idea of what they are looking for. That will not be presented today, but this meeting is being held in order to see what the City is looking at in reference to the comp survey that everyone had looked at and discussed at the union meeting last week. Mr. Carlisle stated that, as was discussed in the PBA meeting and is relevant to this meeting, in the past the union had asked why the union does not get to come in earlier in the budget process, and thus they do not have an opportunity to give the City staff their thoughts and ideas on what their position is. There is a full contract negotiation coming up this year, and there is a class and compensation study that the City will try to get implemented. The City wants to address the issue of wages and take care of that issue. He reviewed the value of what the City provides vs. the value of what our peer group provides. The compression issue will also be addressed. He emphasized that the study was not done to see that every employee will get a raise. The study was done specifically to put the City's pay ranges and pay guidelines in line with what the peer group's ranges and guidelines are and to adjust everyone's salary according to the study's findings. He stated that there needs to be a starting point so that the negotiations can move forward. Ms. Charles said the union members and representatives understand that. She stated that she had compared the job classifications of the City employees vs. the Police Department's job classifications. She agrees that not everyone can get the same amount. It has to be implemented by studying each department and how long each employee has been here. There was an extended discussion between City staff and union representatives. Mr. Carlisle stated he cannot get into debating each employee's salary. His plan is to establish a base line according to the market study and the peer group. Ms. Watson said tenure and class will also be taken into consideration. Ms. Charles stated PAGE 2 her department (dispatchers) are down six positions, and Mr. Boettjer suggested that the reason for that is because of the wage disparity when compared to the peer group. He suggested that be addressed in the contract. Mr. Carlisle said that will be addressed. The comp study shows what the average salary range is for 911 dispatchers and what the market value is. There was also discussion regarding the compression factor. Mr. Boettjer emphasized what has to be established is an acceptable base and then how everything else will be taken care of after that. Mr. Carlisle stated that the value of all dollars spent on benefits also has to be taken into consideration. Ms. Maison asked for clarification of how the value of each 'benefit" is arrived at. Mr. Carlisle explained that process. He also explained how the comp study questions were answered by the peer group. If an answer is left blank, it was interpreted as that item was not provided. He also explained that various funds of the City are not allowed to be used for salaries or benefits, and many people do not understand that. Ms. Watson clarified that the figures on the comp study represent averages for each classification/position. She also reviewed the process by which this comp study was implemented and that the union representatives were invited to participate in the process and to offer their thoughts. Ms. Charles will take what was discussed today and present that information to the union members. The meeting was adjourned at 1:49 p.m. jg THE COASTAL FLORIDA PUBLIC EMPLOYEES ASSOCIATION CONTRACT NEGOTIATIONS 2022-2025 June 14, 2022 ITEMS OF NEGOTIATION 1. Compensation Study 2. Vacation — Payout upon separation 3. Sick Time — Payout upon separation 4. Personal Days S. Education/Certifications 6. Incentives for Education/Certifications 7. Uniform Cleaning 8. Safety Shoes Items Market Peers (Other Agencies) Do Not Pay 1. Sick Time — No pay out 2. Personal Day — No days or 1 day 3. Certification Pay 4. Training Pay 5. On -Call Pay 6. Call out/on call 50/50