HENNEPIN COUNTY INITIAL PROPOSAL

 

TO

 

AFSCME MULTI-UNIT GROUP

 

Clerical Unit

Social Service Unit

Adult Corrections Unit

Probation/Parole Unit

Health General Service Unit

Legal Unit

Essential Legal Unit

Professional Unit (PELRA)

Professional Unit (CHA)

Para-Professional/Technical Unit (CHA)

 

AUGUST 25, 2003

 

 

What follows is the Employer’s INITIAL PROPOSAL in these negotiations.  The Employer reserves the right to add to, modify or delete items in this initial offering.

 

 

1.       Article 1, Preamble

 

No changes are proposed to this article.

 

 

2.           Article 2, Recognition

 

          Clerical Unit

         

          Delete as HOUSEKEEPING:  Court Clerk; Court Clerk, Senior; Court Specialist Judicial Clerk, (all existed only in District Court).

 

Delete as HOUSEKEEPING:  Duplicating Machine Operator Production Publishing System Operator and Senior Microfilmer.

         

Add as HOUSEKEEPING:  Production Publishing Operator; Production Publishing Operator, Senior; Production Publishing Operator, Principal;

          CFAS Record Information Specialist.

         

 

          Health General Service Unit

 

          Delete as HOUSEKEEPING:  Facilities Maintenance Operations Mechanic.

 

          Professional Unit (PELRA)

 

          Section 1

 

          For discussion purposes, the Clinical Psychologists (currently in Local 34) could be moved to this unit.

 

Section 2 (HOUSEKEEPING):

 

Delete reference to “witnessed” and replace with “signature”.

          NOTE:                    This is a typographical error.

 

          Social Services Unit

 

Delete as HOUSEKEEPING:  Psychologist, Forensic (existed only in District Court)

 

          Add as HOUSEKEEPING:  Medical Assistant

 

Section 2 (HOUSEKEEPING):

 

Delete reference to “witnessed”

          NOTE:                    All other AFSCME contracts have deleted this language.

 

          HCMC Para-Professional/Technical Unit

 

Add as HOUSEKEEPING:  Medical Assistant; Security Dispatcher

 

HCMC Professional Unit

 

Add as HOUSEKEEPING:  Chemical Health Counselor, Senior

 

          Probation/Parole Unit

 

          Add as HOUSEKEEPING:  Community Corrections Specialist

 

 

3.       Article 3, Definitions

 

          No changes are proposed to this article.

 

 

4.       Article 4, Union Security

 

Section 6

 

NOTE:          In Professional Unit (PELRA), add language to third paragraph which reads:

 

“However, the UNION agrees to request prior authorization from the Employer’s Labor Relations Department prior to use of the e-mail system for any mass communication.”

 

 

5.           Article 5, Employer Authority

 

No changes are proposed to this article.

 

 

6.           Article 6, Seniority

 

Section 1, C (B in Probation/Parole Unit):

 

Add to end of sentence – “provided an employee promoted to a supervisory position shall retain seniority rights as if still covered by this AGREEMENT.”  NOTE:  This language is currently included in the Health General Service Unit.

 

Section 4, C:

 

Delete reference to Geographical Location and Map (attachment A), in the following units as employees work in only one (1) geographic work area

(HOUSEKEEPING):

 

          HCMC Professional

          HCMC Para-Professional

          Essential Legal

          Adult Corrections (Map only)

 

Add to end of paragraph:

 

“In situations when more than one (1) employee in a job class is simultaneously requesting to exercise seniority rights to positions in the same lower job class, the Employer will make reasonable efforts to match scheduled hours by seniority.”

 

 

7.           Article 7, Grievance Procedure

 

No changes proposed to this article.

 

 

8.           Article 8, No Strike / No Lockout

 

No changes proposed for this article.

 

 

9.           Article 9, Work Schedules, Premium Pay

 

Section 5 (HCMC Professional)

Section 6 (HCMC Para-Professional/Technical)

Section 7 (Clerical, Health General Service)

Section 8 (Professional – PERA, Social Services, Probation/Parole)

Section 11 (Adult Corrections)

 

Delete all references to 2002 shift differentials and continue 2003 differentials for both 2004 and 2005.

 

Section 9 (HCMC Professional, Probation/Parole)

Section 10 (HCMC Para-Professional/Technical)

Section 12 (Clerical)

Section 13 (Professional – PELRA, Social Services, Health General Service)

Section 15 (Adult Corrections)

 

Delete all references to 2002 Weekend Differentials and continue

2003 differentials for both 2004 and 2005.

 

 

10.         Article 10, Holidays

 

No changes proposed for this article.

 

 

11.     Article 11, Vacations

 

          Section 6. HOUSEKEEPING

 

          Delete reference to “permanent” in line #1.

 

 

12.     Article 12, Sick Leave

 

No changes proposed for this article.

13.         Article 13, Leaves of Absence

 

No changes proposed for this article.

 

 

14.         Article 14, Absence Without Leave

 

No changes proposed for this article.

 

 

15.         Article 15, Leave Benefits and Worker’s Compensation Benefits

 

No changes proposed for this article.

 

 

16.     Article 16, Funeral Leave

 

No changes proposed for this article.

 

 

17.     Article 17, Military Leave of Absence Without Pay

 

No changes proposed for this article.

 

 

18.         Article 18, Military Reserve Training

 

No changes proposed for this article.

 

 

19.         Article 19, Court Duty

 

No changes proposed for this article.

 

 

20.         Article 20, Election Days

 

No changes proposed for this article.

 

 

21.         Article 21, Time off for Testing

 

          No changes proposed for this article.

 

 

22.         Article 22, Insurance

 

Until the Hennepin Labor/Management Committee on Health provides input to the Employer on Health Insurance Premium proposals submitted by Health Partners, Medica and Blue Cross Blue Shield, the Employer is unable to present an offer on health insurance premium cost sharing.  The Committee is scheduled to formally discuss this matter through September 11, 2003.

 

 

23.         Article 23, Severance Pay

 

          Section 1. (HOUSEKEEPING)

 

                    Delete reference to Five (5) years of continuous service and replace with

                    Eight (8) years of continuous service.

 

Probation/Parole, Clerical, Adult Corrections, Professional (PELRA), HCMC Professional, Legal and Essential Legal Units

 

Further, fix drafting errors (HOUSEKEEPING) in Social Services, Health General Service and HCMC Para-Professional/Technical Units.

 

          Language should read:

 

Severance pay shall be paid to permanent employees who have completely terminated their employment with the County in good standing and have completed eight (8) years of continuous service…..

 

 

24.         Article 24, Stability Adjustments

 

          Delete entire article.

 

NOTE:          The Employer wishes to discuss several cost cutting measures with AFSCME.  Stability pay costs the Employer approximately $7,000,000.00 per year.

 

 

25.     Article 25, Part-Time/Temporary Employees

 

For employees hired after the execution date of this agreement and for current employees who, after the execution date of the Agreement, voluntarily reduce their scheduled hours, the following shall apply:

 

Delete reference to twenty (20) hours per week and replace with sixty-four (64) hours per payroll period.

 

NOTE:          The Employer wishes to discuss several cost cutting measures with AFSCME.

 

This provision will result in full-time health benefits being available only to those employees who are appointed sixty-four (64) or more hours/payroll period.

 

NOTE:          Providing full-time health insurance benefits to employees who are appointed forty (40) hours/payroll period as opposed to sixty four (64), costs the Employer more than $6,000,000.00/year.

 

 

26.         Work Unit Vacancies

 

No changes proposed for this article.

 

However, the Employer wishes to discuss the application of this language to vacancies throughout the newly contemplated Human Services Department.

 

          Further, in the Adult Corrections Facility (ACF), the Employer proposes to delete the following from the last sentence in section 1:

 

“until they have completed six full months of employment (1,040 compensated regular hours).”

 

 

27.         Article 27, Work Rules

 

No changes proposed for this article.

 

 

28.     Article 28, Performance Evaluations

 

No changes proposed for this article.

 

 

29.     Article 29, Educational Assistance

 

No changes proposed for this article.

 

However, the Union should understand that current budget issues may result in fewer dollars being dedicated to Educational Assistance.

 

30.     Article 30, Fitness For Duty

 

No changes proposed for this article.

 

 

31.         Article 31, Meet and Confer

 

          The Employer wishes to continue the constructive discussions initiated at HCMC regarding Dignity and Respect.  Such discussions were unfortunately interrupted by budget/workforce reduction discussions.

 

The Employer wishes to engage AFSCME in meet and confer discussions regarding the following:

 

1.               Job Class Flexibility/Service Integration and Productivity (NOTE: this could include the merging of certain job classes during the life of this agreement).

 

2.               Budget Impacts

 

3.               Low Health Assessment Participation

 

4.       Dignity and Respect

 

The Employer reserves the right to identify additional Meet and Confer issues

at a later date.

 

 

32.     Article 32, Discipline

 

          Section 2

         

For the Professional Employee contracts only, insert the following phrase after the word “balances.” In the seventh line

 

                              “equivalent to one day or any number of whole days.”

 

          This language shall apply to the following agreements:

 

                    Social Services, Local 34

                    HCMC Professional, Local 2474

                    PELRA Professional, Local 2864

                    Legal, Local 2938

                    Essential Legal, Local 2938

 

33.         Article 33, Employee Assistance

 

No changes proposed for this article.

 

 

34.         Article 34, Non-Discrimination

 

No changes proposed for this article.

 

 

35.         Article 35, Scope of Agreement

 

No changes proposed for this article.

 

 

36.     Article 36, Savings Clause

 

No changes proposed for this article.

 

 

37.         Article 37, Voluntary Leave Without Pay

 

Delete reference to 2002 and replace with 2004 in Section 1 and 2005 in

Section 2.

 

 

38.     SALARY RATES

 

Article 38, (Clerical)

Article 39, (Probation/Parole, Health General Service)

Article 40, (Social Services, Professional –PELRA, HCMC Professional, HCMC Para-Professional/Technical, Legal, Essential Legal)

Article 41, (Adult Corrections)

 

GENERAL ADJUSTMENTS

 

In 2004 and 2005, there shall be no general adjustment to the steps within the current wage ranges.

 

NOTE:          The Employer wishes to discuss several cost cutting measures with AFSCME.  For information purposes, a one percent (1%) wage increase costs the Employer approximately $7,000,000.00 per year.

 

 

 

          Section 2: Merit Step Increases

 

          There shall be no Merit Step increases in either 2004 or 2005.

 

NOTE:          Merit Step increases cost the Employer approximately $7,000,000.00 per year

 

PAY EQUITY ADJUSTMENTS

 

The Employer was required to file a Pay Equity Report with the Minnesota Department of Employee Relations (DOER) by January 31, 2002 (data as of 12/31/2001).

 

The Employer was found to be in compliance.  Therefore, there is no need for pay equity adjustments in either 2004 or 2005, as Hennepin’s Pay Equity Scattergram no longer reflects a significant concentration of female-dominated job classes at the bottom of the pay equity corridor below 430 points.

 

 

39.         Automobile Travel Expenses

 

Article 38 (Legal, Essential Legal, Professional–PELRA, Probation/Parole, Adult Corrections, HCMC Para-Professional/Technical, HCMC Professional)

Article 39 (Clerical, Social Services)

 

No changes proposed for this article.

 

However, the Union should understand that the Employer will evaluate alternatives to Car Available Status and implement, where appropriate, a reimbursement process for mileage/parking which makes the most economic sense.

 

 

40.     Right of Contracting Services

 

Article 38, (Health General Service, Medical Examiner/Security)

Article 39, (Professional – PELRA, Legal, Essential Legal, HCMC Professional, HCMC Para-Professional/Technical)

Article 40 (Clerical, Probation/Parole, Adult Corrections)

Article 41 (Social Services)

 

No changes proposed for this article.

 

However, the Employer points out that the parties agreed to “sunset” section 2 of the Probation/Parole language on December 31, 2003.  The Employer does not wish to include this language in the new agreement.

 

 

41.     Trainees

 

Article 41 (HCMC Para-Professional)

Article 42 (Social Services, Professional – PELRA, Legal, Essential Legal, HCMC Professional, Probation/Parole, Health General Service, Medical Examiner/Security, Clerical)

Article 43, (Adult Corrections)

 

No changes proposed for this article.

 

 

42.         Article 41, Health and Safety

 

No changes proposed for this article.

 

However, the Employer is, of course, willing to discuss safety equipment and other safety matters with the union.

 

 

43.         Article 43, Effective Dates

 

No changes proposed for this article

 

NOTE:            The following units do not include this article:

 

               HCMC Professional

          Probation/Parole

          Professional – PELRA

          HCMC Para-Professional/Technical

          Adult Corrections

 

 

44.         Article 44, Term of Agreement

 

Two (2) years, 2004 and 2005.

 

 

45.     Training – Adult Corrections

 

No changes proposed for this article.

 

46.         Uniform/Clothing Allowance

 

No changes are proposed for any uniform provisions in any AFSCME

Bargaining unit.

 

 

47.           Side Letters

 

Two (2) Side Letters should be eliminated, as it appears the issue identified has been addressed by the parties:

 

          Health General Service

          Social Services

          Clerical

          Essential Legal

          Legal

          Adult Corrections

                   

12/10/99 Letter:      Grievance Processing

                   

                    11/22/95 Letter:      Quality Partnership

 

NOTE:          The Employer further proposes deleting the November 2, 1995 letter from Rolland Toenges regarding transfer of positions to State of Minnesota.  The kinds of transfers referenced in the letter are directed by law and have little if any economic impact on employees.  In practice, applying the layoff language to such situations has proven to be ineffective.

 

          Additional Side Letters may be discussed.


48.           Attachment B (List of Hennepin Departments)

 

The current list of Hennepin Departments is as follows:

 

County Administration

Children Family and Adult Services

Community Health

Economic Assistance

Health and Community Initiatives

Training and Employment Assistance

Veterans Services

Environmental Services

Housing, Community Works and Transit

Public Works Management and Support

Transportation

Medical Center Systems

Primary Care

Metropolitan Health Plan

Community Corrections

Budget and Finance

Information Technology

Intergovernmental Relations

Public Affairs

County Attorney

Public Defender

Sheriff

Law Library

Library

County Assessor

Medical Examiner

Planning and Development

Property Services

Taxpayer Services

Examiner of Titles

Internal Audit

Human Resources

Labor Relations

 

 

A new list of Hennepin departments will be provided as soon as the Human

Services re-organization is completed.  The Union may expect that the configuration of the “super” department will change with this re-organization.

 

 

 

 

For instance, Primary Care and Community Corrections were placed in the

“super” department by the Employer, as they were considered a part of the Community Services Group (CSG).  Under the new re-organization, Primary Care and Community Corrections will not be a part of the Human Services Department (HSD), and therefore, not a part of the “super” department.

 

 

49.           How should time off be administered?

 

The Employer wishes to discuss a new mutually agreeable, cost neutral

leave time program.

 

 

50.           Military Reservists on Active Duty

 

In April 2003, the Hennepin County Board passed Resolution 03-4-232S1R2 which gave Hennepin Departments the authority to expend contingency funds for the purpose of paying the difference, if any, between salary paid by Hennepin and base salary provided by the military for certain personnel called to active duty.  This resolution also provides for the continuation of Health and Dental insurance.

 

Technically, the parties should enter into a Memorandum of Understanding to

provide this benefit to union members.

 

 

The Employer reserves the right to add to, delete or modify any of the proposals included herein.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

T:\Labor Relations\Staff Folders\BPeters\2003 AFSCME Initial Proposal 3.doc