Contract

Downloadable version of 2016-2018 AFSCME Local 34 contract and salary steps:

Contract
Salary Steps

Summary

Effective the first full pay period of 2016, all classifications with minimum salary ranges below $15.00 will be increased to at least $15.00 per hour. This shall not limit any general wage increases.

2016: For those at the top of their salary range:  2.5% general salary adjustment effective the first full payroll period in 2016. For those still progressing within their salary range: 1.5% general salary adjustment effective the first full payroll period in 2016; and a step increase.

2017: For those at the top of their salary range:  2.5% general salary adjustment effective the first full payroll period in 2017. For those still progressing within their salary range: 1.5% or $0.27, whichever is greater, general salary adjustment effective the first full payroll period in 2017; and a step increase.

2018: For those at the top of their salary range:  2.5% general salary adjustment effective the first full payroll period in 2018. For those still progressing within their salary range:  2.5% or $0.45, whichever is greater, general salary adjustment effective the first full payroll period in 2018; and a step increase.

Health Insurance Premium and Plan Design Changes

The parties agree to a consensus decision making model within the context of the existing Labor Management Health Care Committee (LMHCC) for the purpose of setting plan design and premium for the years 2017, 2018 and 2019 subject to the Consensus Parameters agreed to by the parties and incorporated by reference as an extension to this Agreement.

The LMHCC’s consensus recommendations will be advisory to the Employer. The consensus recommendation will be submitted to County Administration for final approval.

Health Care Plan Reserves Fund

The Employer will use $3,000,000 from the Health Care Plan Reserves Fund to offset the predicted 2016 premium cost increase of 7.9%.

This action will allow for an additional 2.9% point reduction in premium cost. In combination with the 0.75% point reduction in premium cost gained through plan design changes discussed above, the end result is a 4.25% increase to premium costs.

In 2017 and 2018, the Employer, in its sole discretion, will determine if and how many dollars from the Reserves Fund will be utilized.

Market adjustments

For classes with significant turnover and market issues, the county proposes to make the following adjustments:

Public Health Nurse – One additional step (5%) at the top in 2016; and one additional step (5%) at the top in 2017.
Social Worker, Psychiatric Senior – One additional step (5%) at the top in 2016; and elimination of the bottom step

For classes with more than 2x the county average in voluntary turnover for multiple years including 2015, the county proposes to make the following adjustments:

Veterans Services Representative – An additional 2% to top step in 2016, and elimination of bottom two steps.

For classes with more than 2x the county average in voluntary turnover for 2015 and one other year, the county proposes to make the following adjustments:

Community Health Worker, Sr. – An additional 1.5% to top step in 2016; and elimination of bottom two steps
Medical Assistant – An additional 1.5% to top step in 2016; and elimination of bottom two steps
Social Worker, Child Protection – An additional 1.5% to top step in 2016; and elimination of the bottom step
WIC Nutritionist – An additional 1.5% to top step in 2016.

For classes with more than 2x the county average of voluntary turnover in one of the years 2012-2014, but not in 2015, the county proposes to make the following adjustments:

Sentence to Serve Crew Leader – An additional 1% to top step in 2016

For classes for which there is not a significant turnover issue, but for which eliminating some bottom steps – as requested by the union – could help with attraction issues, the County proposes the following adjustments, which includes moving any incumbents who are in these lower steps up to the new minimum step:

Social Worker – eliminate bottom 6 steps and move 23 employees to step 7 (the new first step)
Social Worker, Senior – eliminate bottom 3 steps and move 15 employees to step 4 (the new first step)

For classes for which there is not a significant turnover issue, but for which eliminating some bottom steps – as requested by the union – could help with attraction issues, the County proposes the following adjustments: 

Chemical Health Counselor – eliminate bottom 4 steps
Chemical Health Counselor, Sr – eliminate bottom 4 steps
Child Support Service Officer – eliminate bottom 2 steps
Child Support Officer, Principal – eliminate bottom 2 steps
Community Health Worker – eliminate bottom 2 steps
Corrections Counselor – eliminate bottom 3 steps
Health Care Quality Improvement Specialist – eliminate bottom 2 steps
ME Investigation Asst – eliminate bottom 2 steps
ME Technician – eliminate bottom 2 steps
Med Services Coordinator – eliminate bottom 1 step
Psychologist, Clinical – eliminate bottom 4 steps
Social Worker, Psychiatric – eliminate bottom 3 steps
Sterile Processing Tech – eliminate bottom 2 steps
Training Specialist – eliminate bottom 4 steps
Volunteer Coordinator – eliminate bottom 2 steps
Volunteer Coordinator Sr. – eliminate bottom 2 steps
Veterans Services Rep – eliminate bottom 2 steps