N
E G
O
MOTOR
INNS
(Formerly Holiday Inn)
745 Commercial St. SE, Salem, 363-2451
*z All new menu — Luncheon specials — Mon. thur Fri.
»x Nightly Lounge Entertainment Mon. thru Sat.
Beautiful Motel Units with a State rate available.
Large banquet facilities for dining or meetings.
ALL OF THESE ANO MORE AT OUR OTHER INNS.
PIERPOINT INN — Florence, Oregon
Lodging, Dining and Entertainment with a beautiful Bay View.
SWEPTWING MOTEL AND RESTAURANT — Albany, Oregon
Drive in or fly in. Meetings and Banquets our specialty.
TAX SHELTERED
DEFERRED
COMPENSATION NEEDS
PERSONAL SERVICE!
EXPERT ADVICE!
Just two items, but the two most important
details you need in your deferred compen
sation program.
Equitable Savings offers you both to insure
you get what you want and what you sign
up for.
ENROLLMENT OPEN MAY 15
THRU JUNE 30, 1981
TAKE A FEW MINUTES
AND CALL COLLECT.
T I A
T I O
N
S
Local Negotiations
Baker County Sheriff Department
After mediation, agreement was reached on wage and benefits that calls for a
six percent increase effective July 1,1981, plus a 25 percent spread adjustment
for jailers and a five percent increase effective Jan. 1, 1982. In addition,
insurance and all other benefits will be continued. The agreement also
establishes a management-employe committee to study alternatives to current
health insurance coverage.
Baker County Employes
After a number of sessions which produced little or no movement, and a
strong move by management to take away many of the employes* and the
unions' rights, agreement was finally reached on a three-year contract The
agreement calls for PERS paid by the employer July 1,1981, plus a five percent
wage increase Jan.1, 1982 and a seven percent wage increase July 1, 1982.
On health, dental and vision insurance, the City will pay to a maximum of $145
July 1, 1981 and $160 July 1, 1982.
City of Bend Employes
A new contract featuring 10 percent in cost of living increases on July 1,1981
was ratified April 15.
The new contract also includes an additional holiday, a new provision on pay
for working out of class, a $1.50 per hour pay differential for compressor
operators and range upgrades for employes in the engineering classification.
Other features include improvements in stand-by and job security provisions,
increases in accrual of compensatory time and vacation leave and increased
paid time for two additional bargaining team members.
A grievance committee will also be implemented under the new pact, with paid
time for its members as well as union stewards and grievants.
The new one-year agreement was reached in just five sessions.
Sutherlin Police Department
The union and management teams spent one and one-half hours negotiating
and came up with a tentative contract that both sides are very happy with. Some
of the highlights: a 9 percent wage hike, the right to accrue unlimited sick leave,
the right to be able to cash in 80 hours of overtime a year.
The contract is still being typed and has not yet been ratified by the employes.
City of Baker Public Works Employes
Agreement was reached after four sessions. The new contract will award
employes cost of living adjustments (COLA) that match each percentage
increase in the consumer price index (CPI) up to eight percent. After eight
percent, employes will recieve one-quarter percent COLA for each one percent
increase in the CPI.
Insurance and all other benefits will continue at present levels. The contract
also calls for an employe-management committee to study alternatives to
current health insurance coverage.
What is Mediation?
Negotiations—This is a process of
mutual “give and take" at the
bargaining table. Both parties try to
gain the best possible contract, but a
spirit of compromise should be the
prevailing force if either party is to be
considered “bargaining in good
faith.”
Mediation—Upon impasse or if
after a reasonable period of negotia
tion an agreement has not been
reached, either party can request
mediation from the Employment
Relations Board (ERB). At mediation,
a third, neutral party, helps each side
by suggesting ways to get the stalled
process moving and by providing
insight to how compromise can be
reached on deadlocked issues. If a
final agreement has not been reached
15 days after the start of mediation,
either party can request that the
process be moved into factfinding.
Factfinding—This is a hearing
where both sides present evidence
and call witnesses to support their
arguments on unresolved contract
items. The hearings officer has 30
days to issue a report of non-binding
recommendations. Union members
then must vote within five days to
accept or reject the report. If they vote
to reject the report, a 30-day “cooling-
off” period, where mediation can
continue, begins. If no agreement is
reached during these 30 days, the
union may strike.
Strike—The union must give ERB
and the employer notice it is going to
strike and must specify which issues
it will strike over. This notice can be
issued during the last 10 days of the
“cooling-off” period.
If it’s worth saying,
it’s worth saying right.
52 OFFICES TO SERVE YOUR NEEDS
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