N E G
O
T I A T I O
N S
Central Contract Summaiy
F /mi
f a»l
Union Rights: Use of agency facilities for Union
activities: emergency substitutions allowed within
30 days of General Council; (Lists)—Allows Union
to request, at cost, lists or reports which are very
useful for statistical purposes; (Dues)—Tighten up
procedures to enable us to have more accurate
membership cards.
Parties to Agreement: No change in current system.
No Strike/No Lockout: No change in current system.
Complete Agreement/Past Practices: There will be a
special master arbitrator to determine issues which
were or were not a past practice but not addressed in
the contract. The special master arbitrator will
review matters brought before him to determine if
the parties had meant to include or exclude them
from the contract, and then decide whether the
practice must continue.
Scope of Agreement: We will represent all employes
except unclassified employes, exempt, CETA, tem
porary employes, or supervisory and confidential
employes.
Members had direct input into the negotiations at all
times. OPEU staff members Jeff Schrader (center)
discusses contract possibilities with members from
higher education locals.
Negotiation Procedures: We will bargain next time
like we have this time but with six coalitions instead
of five. However, employes at the table will not be
paid by the state, but will be paid by the Union.
Filling of Vacancies: Current practices.
Salary Administration: Guaranteed draw in cases of
emergency. New three-step performance appraisal
system instead of five. Merit increases for all
employes except the lowest category. Employes who
will receive a "3” and not get an increase will receive
notice sufficient to allow an opportunity to correct
the problem.
Leadwork Differential: This is a NEW CONCEPT in
the contract. Five percent differential for assigned
leadw ork duties over fo u r o r m ore em ployes in the
same cla ssifica tio n in excess o f 15 days.
Standby Duty: Current language.
Moving Expenses: No change in current system
except for per diem rates.
Parking: Current language.
Payroll Computation: Clarified definitions of pay
methods. Part-time and full-time seasonal will now
be paid on a fixed monthly basis instead of hourly;
this standardizes the rate of pay. (NEW—if you
resign the day before or the day after a holiday, you
receive the holiday pay.)
Position Description and Work Plans: Current lan
guage.
Penalty Pay: Current language.
Shift Differential: Current language. Rates: $.35/
hour for Nurses and Nurse Practitioners. $.31/hour
for Hospital Technicians. $.27/hour for all others.
Mileage Reimbursement: $.18 per mile until July 1,
1982, then $.19 per mile. Except, employes who drive
more than 800 miles per month will receive $.20 per
mile.
Work Out of Class: Current language with a new
provision which makes it a violation of the contract
to schedule work in such a way as to beat employes
out of pay for work out of class.
Special Provision for Teachers: Educational differ
ential increased from $120 to $180 per year.
Sick Leave: Current language.
Holidays: Retention of all current holidays. Current
contract plus: when a holiday occurs on a weekend
and the observed holiday is on a weekday, employes
who work the actual holiday will be compensated at
the holiday rate. Higher Education employes will get
a holiday on the day after Thanksgiving rather than
Lincoln’s Birthday.
Parental Leave: (formerly Maternity Leave)—Leave
of absence now granted to both men and women to
care for new baby—birth and adoption.
Bereavement Leave: (new article) Employes must
utilize accumulated sick leave, but bereavement
leave is now treated in a separate article.
Page 3
Personal Leave: Eight hours per year to be taken in
four-hour increments.
Transfer During Trial Service: Current language.
Election Days: Current language except employes
will not have to travel on election days unless they
are given enough notice to get an absentee ballot.
Job Sharing: This new article reflects current law.
Additionally, job share employes may purchase
state-provided insurance on a pro rata basis.
Pre-Retirement Counseling Leave: Current system
but adjusted to allow for early retirement.
Retaking Tests: Current system.
Leave W ith Pay: Includes c u rre n t system on ju ry
duty, c o u rt appearance, m ilita ry tra in in g , etc. N ig h t
Veterans Preference: Current system.
and swing shift employes who would get leave with
pay if they worked days will now get it at night as well
(e.g., a swing shift employe on jury duty during the
day will be excused from work).
Discipline and Discharge: Discipline or discharge
only for “just cause,” a broader standard for
employes to appeal their cases. Final resolution now
at binding arbitration.
No Discrimination: (formerly Equal Opportunity)
Current contract plus: Employer may not discrimi
nate because of marital status. Sexual harassment
now considered a form of sex discrimination; it is
defined as unwelcome sexual advances, requests
for sexual favors, and deliberate or repeated unsoli
cited verbal or physical conduct of a sexual nature
when it is explicitly or implicitly a term or condition
of employment, the basis of employment decisions,
if it interferes with an individual's work performance
or creates a hostile working environment; appeals
may be made up to binding arbitration if employe
waives other legal recourses.
Grievance Procedure: Grievances are violations of
the contract. This will eliminate many personality
conflict type grievances unless the conflict results in
a violation of the contract.
Grievance Arbitration: All disputed grievances are
subject to arbitration rather than being reviewed by
ERB.
Change of Class Specs.: Changed by legislative
mandate. Changes will be negotiated between
August and November, 1982..
Reclass Upward: Current system. Disputes will be
resolved by arbitration, not at ERB.
Reclass Downward: Current language.
Separability: No change in current system.
Term of Agreement: Two years, expires June 30,
1983.
Contracting Out: Impact has been minimized. If
there is to be contracting out, the Employer will meet
with the Union and will make every effort to continue
employment elsewhere of displaced employes.
Return to Classified Service; Current system.
Voluntary Demotion: Current system.
Seasonal and Intermittent Employes: Intermittent
employes are called to work and sent home by order
of service credits. The scope of this new article does
not expand current practice and applies to situa
tions in Employment, Adult and Family Services,
Children's Services Division and Forestry where the
work is not steady but is also not seasonal and
regular. Seasonal employes remain unchanged.
Temporary Interruption of Employment: Current
practice except that for interruptions of less than 15
days, employes may now take paid leave.
Limited Duration Appointments: No change in
current practice.
Salary:
$55 for everyone — 1 July 1981
*2% for everyone — 1 January 1982
*3% for everyone — 1 July 1982
*3% for everyone — 1 November 1982
‘ 3% for everyone — 1 March 1983
The $55 is 4.6% increase for the average salary; $55
Is 8.5% increase for a $650 a year low end clerical
worker. Figure your own increase by dividing $55 by
your own salary.
‘ Salary increases are not compounded and are
rounded down.
Medical: $95.16 for each employe for first year
health and dental—this will provide full employer-
paid health and dental under the CNA and ODS
current plans in the first year. $107.83 for each
employe for the second year health and dental—this
is expected to cover second year health and dental if
we hold the costs down in the second year.
Layoff: Employes will be restricted to geographic
area when exercising their "bumping” rights.
However, seniority will be the only factor used In
determining the computation of service credits used
in the layoff bumping procedure for 85 percent of
state employes. Employes will also have greater
recall rights: “ one right of refusal” for each recall list
the employe chooses to be on.
Union Security: Fair share in all agencies.
Recognition: The State will recognize OPEU as one
bargaining unit on and after November 1, 1981.