With the final ballots counted, recounted and sealed, it is official. The proposed concession package has been ratified by the general membership of the Local 2960.
The final count was 85% in favor of the package and 15% opposed.
Approximately 40% of the 1008 registered union members showed up to cast their vote on Friday. It was easily the biggest turnout for a contract ratification that the Local has ever had.
The changes that were made will begin to take effect on July 1st, 2010, which is the start of the fiscal year for the City of Phoenix.
The concessions as they were listed in the ballot proposal will be incorporated into the new Memorandum of Understanding for 2010-2012. We will have a copy of that MOU for download on the website as soon as it is written and verified by the Executive Board and our Local staff members.
Our task was not easy this year. We were asked to risk people’s jobs, absorb lost benefits and take cuts in our paychecks. And yet, as I personally watched people having to wedge their ballots into the box toward the end of the day, I noticed a funny thing. People were still managing to smile. Handshakes and hugs were passed out freely. Our brothers and sisters within the union stood firm together.
This election has provided many stories of triumph and successes across all of our departments. In the upcoming weeks while we prepare the final version of the new MOU, I hope to share the ones that I overheard with you all within these pages.
I also know that there are still lots of questions out there. Our stewards are equipped with many of the answers, and the time to start getting organized for the upcoming changes is now.
Also, feel free to general questions here, but please make them constructive. (Negative comments will be deleted; the time for negotiation is officially over.) You are most likely not alone with some of your concerns. It is the mission of the Local 2960 to do the best we can in helping you find the answers.
[print_link]
Related posts:
First of all, I would like to thank you for always be there hen I needed the union. Linguistic Pay is reduced by 50%, I do not agree with this. I believe Police gets higher pay for speaking spanish, and I don’t think they got this much taken away if any. We have serval spanish speaking clients that call in for services.
Shouldn’t this take affect on July 12th? It’s usually the first full pay period in July.
So, did it pass?? If it did, there are certainly things we can do to make up for the lost money. If you take furlough days in the same pay period as longevity, it won’t hurt as much. Also, you can work with your co-workers and plan it out so that you work overtime when they’re on a furlough day, and vice versa. Since we’ll be taking more vacation time, that’s another opportunity. Granted, that’s a lot easier with a 4-10 schedule, but if you get creative, there are ways to get at least some of that ‘alleged’ 3.2% back (do the math, the 1% and 6 days alone equals 3.28%)
Frank »
My apologies for the delay in posting the election results.
One of the reasons I volunteered to serve on the election committee was to ensure that the results were available as soon as possible after to polls closed. But, after everything was counted up and sealed, there were some technical problems in getting the page to post correctly in the “slider” section. I didn’t want to confuse anyone with misleading or badly formatted results, so I delayed the posting until I could correct the problem.
The delay was about 18 hours from the close of voting to the posting of the results, and I agree, that’s much too slow. Hopefully, with the changes I’ve made since then to correct the problem, we can continue to deliver news to our members in the most timely fashion possible.
Frank
Your right..its not 3.2% and thats because its a wage package NOT an individual package..the 3.2% is given to the unit and divided up. Lingustic pay people have more…some funds dont go to general fund (enterprise funds) etc. Just like with raises..some get salary of 3% but others get more through increases in uniform allowance…lingustic pay..etc, Its not 3.2% of YOUR salary but 3.2% of the UNITS package
Thank you to all the hard working members of our union.
Why is AFSCME 2960 fighting the reclassification attempts of the Crime Scene Specialists? If they want to be reclassified why shouldn’t they be allowed to do that?
They are not asking for a reclassification study
Jim did you know that your administrator could have done the reclassification at any time, did you know that Steve was was even offered help to complete the PDQ required for the reclassification? The union does not have to ask for the reclassification your bureau could have done it three years ago. Why should those of us who pay dues and are active in the Union want out officers to spend their time with a reclass that only 5 now 4 employees are dues paying members.The one now out of the Crime Lab you all hail as wonderful and want to get rid of the other 4 because they are dues paying members. How do I know about the reclass? Simple I offered to help Steve, he didn’t want to spend the time filling out the forms. Moreover all the reclassifications done in the Records & Identification Bureau was started and done by administration the Union simply was informed of them. So why don’t you go to your admin and ask them to spend the time answering the questions, filling out the forms, going to the meetings instead of asking a union that you don’t pay dues to and are not active to do their work. We have 26 departments people are loosing jobs and you have the audacity to complain and blame the union, put it were it belongs your administration. By the way there have been no reclassification for at least 2 years because the City has no money in case you didn’t know because it is perfectly clear how selfish and self center those of you in the Crime Lab are.
I am already scheduled for vacation at the end of May. Can I take my furlough days then or does it have to be used after July 1st?
Frank I agree with you! So, did it pass?? If it did, there are certainly things we can do to make up for the lost money. If you take furlough days in the same pay period as longevity, it won’t hurt as much. Also, you can work with your co-workers and plan it out so that you work overtime when they’re on a furlough day, and vice versa. Since we’ll be taking more vacation time, that’s another opportunity. Granted, that’s a lot easier with a 4-10 schedule, but if you get creative, there are ways to get at least some of that ‘alleged’ 3.2% back (do the math, the 1% and 6 days alone equals 3.28%)
3.2% is based is the overll wage package concession. Not ALL people get lingustic pay…some are in enterprise funds, some people use vacation buyback while other do not. So there are slight variations on peoples rate…but its all around 3.2% (in most cases on the button). Just like in ANY other year, when some people get uniform allowances in departments that require them and other do not, the is a slight…slight adjustment.
Denise,
It has to be starting July..when the new contract starts
Jim,
If it was a reclassification attempt we would not have fought it….the city has a hold on reclass studies. This group is wanting to switch unions without a study being done and we, as well as the other unions, dont want that as a set practice.
So people will be allowed to carry over more than the maximum vacation time for the next two years? What will happen in 2012 when you have all of these people with 500 hours of vacation time? Also, is there any chance that the vacation buyout for people retiring in the next two years will also be allowed to exceed the 450 hour maximum (please, oh please!)
in 2012 we will be allowed to cash it out but probably not all at once…we are working out a procedure. People retiring will still be aloweed to cash out their retirement when they retire…there is an exemption for them
Actually, what I REALLY want to know is this. Aviation and Water are not in the general fund. Since our concessions won’t be saving anybody’s job, where oh where is that money going, and what will it be used for? I doubt anybody really knows.
Frank-
Your right they are enterprise funds…their concessions will stay in their departments and not go into the general funds. Thats the law because of the federal money they get through grants. However there is no way to bargain for one or two sections of the unit. I.E. we cant ask for a raise for Fire Dispatchers of 3% but only 2% for aviation. Therefore its the same with concessions. ALL have to sacrifice. ALL the units had to deal with that.
Most of the other unions can cash out 80 hours of vacation time this May. Is there any way that we can get a one time exemption on the 40 hour limit that we have?
see explanation below. Contract does not begin until July
Today the message from the Chief says that 47 civilian positions will be cut? Huh? I thought there were no civilian positions being cut? Would you please clarify why no sworn are being cut but civilians are? What positions in the PD are they talking about? Why did we take the financial hit/concessions, and furlough days with the statements that no positions were lost. He says differently?
Denise,
I was never aware nor did i hear a promise that there were no civilian cuts. No sworn are being cut because of Proposition 1. We took the cut but we NEVER EVER were promised no positions would be cut and we never stated that…TRUST me I wish i could have said it. We were always told that our unit would have 300 cuts and 170 could be saved with concessions and food tax.
Please make sure we can take hourly increments off for the furlough days, because there is no way I can effort losing a whole days pay in one paycheck. I can deal with 4hrs once a month loss.
We don’t get overtime to make back the loss.
ronnie,
As stated above…if your supervisor okays it and it can be done in your area…yes hourly furloughs can be taken.
It strikes me that this union was told what concessions and items the city wanted. You proposed this to your voting members because this was the only suggestion. You put a spin on how this would help everyone and it will benefit us. Nancy, after 25 years of being the President and truly not benefitting all members of this union, you have gotten a free ride to make it appear how great this union is. Personally, I can see why the Lab techs want a different union in place. Change and competition is good and maybe it’s time for a different union and/or Union President for all city employees who want it.
This union and ALL unions (key word….pay attention..ALL UNIONS) were told what concessions needed to be made..IE…3.2%. we negotiatied how to take that cut…as ALL unions were (key word…ALL UNIONS). The “spin” was and has always been (read the newsletter, web site etc) that we would save 170 jobs. Where you got any more information is BEYOND me. Where Nancy got a free ride after growing this union from 200 members to 1000 members if also baffling. I would love to know where you see that ANY UNION got any better benefit than 2960. And by the way…the lab techs want to go to ASPTEA…NOT a union..so they have little rights or protection. You need to look into things before you spout out your resentment. I guess you would have no problem telling this 170 people to hit the streets because you dont want to give up anything.
Denise, we are not the only ones who had to make concessions quite frankly I would rather have a say to what the City takes then have the City take my longevity, reduce my salary to what they want plus up our health insurance. As far as your remarks about Nancy it is clear you don’t take any active participation in the Union, if you did then you’d know that there are 26 departments we represent not one like Police and Fire. Each elected officers works more hours without pay then you and I would ever think to, they work at home, late nights and take it to heart each member they represent dues paying or not. Nancy retired and didn’t have to continue her term but has done it because she takes each matter to heart and didn’t want to leave us at such a vulnerable time. If, and that is a big IF you are a dues paying member get involved and then write with intelligence and true knowledge of what our officers do for us, if you are not paying dues you have no room to comment. But one of the wonderful things about this country is we have free speak and my union even allows such negative whiny comments on this blog which says more for our union than it does of your comments about Nancy. Personally let the whiny Crime Scene people go to ASPTEA, they will have to give up more because ASPTEA has no contract and FYI just cause they go to ASPTEA will not give them a pay raise or a reclass. Do you know how many supervisors are having their positions eliminated? I’d rather have a contract then none.
Unit 3 3 March 2010 at 10:24 am #
Most of the other unions can cash out 80 hours of vacation time this May. Is there any way that we can get a one time exemption on the 40 hour limit that we have?
Unit 3-
ALL union can cash out 80 hours of vacation time this May including us because the new contract doesnt take place until July.
We were not allowed to cash out more than 40 in May (and 40 in November). Has that changed?
Actually we have 70%-100% membership in most places like Fire, Public Works, Courts, Development Services, and Human Services. In the years Nancy has been here she has seen the union grow from 200 to 1000 members. As for representative…maybe you need to talk to the cooks 100% of them in 2960 whose program, Meals on Wheels (and the 6,000 citizens they serve) was saved from our concessions. or the Treasury collectors who we saved 85% of their positions slated for elimination. Or the Fire Prevention Specialists who we saved another 80% slated for elimination. 70 jobs were saved in total by the 3.2% concession…ask the other civilian unions how many jobs they saved in their unit…you might be surprised. Maybe you need to talk to the 2960 family members who have been given a $25,000 check when their loved ones in the union have died due to our insurance policy that ONLY 2960 has and is 100% paid for by the union.
I am glad that 85% of our members know what true brothers and sisters do for each other. Maybe a class in what union brothers and sisters do for each other could be offered to you. Maybe some education in the hundreds of people who come in to this office weekly to be represented and whose jobs we save. Maybe looking at the MOU and see what the union has done for you in protection might be in order. Instead of complaining educate yourself, get involved and see what this union does.
Let’s talk about ASPTEA and their 3 furlough days. Since you seem to have done research I am sure you saw that they took a larger hit on the deferred comp program (of which they have ALOT more money to give back). Therefore they have less furlough days because they made up for it in deferred comp. Again, educate yourself and you will see how EVERYONE took 3.2%. The city asked for $6.5 million for us (3.2%) and $12 million from them (3.2%). They choose deferred comp and we choose furlough days since we don’t have enough in deferred comp. This was not some kind of deal we all made that’s different…2384 didn’t get a better deal than us…ASPTEA didn’t get off with less concessions than us. It was a 3.2% wage concession across the board. Look at the numbers and maybe you will understand better. To say that ASPTEA did a better job is PURE ignorance. Their wage package was the EXACT same as our. 3.2%…theirs is 3 furlough days with a larger deferred comp decrease and ours is 3.2 6 furlough days
less deferred comp. Its not magic numbers or funny math…its basic Economics 101.
You are not a captive audience…the drop period for the union is the first week of July.
For someone who seems to know so much I hope you are involved as a steward…attend meetings….come to the hall to voice your views…etc. I hope you do more than sit on the sidelines and complain about people who have worked for decades to get higher wages, better protection in the MOU language, and grow the union to what it is today. Its not patting anyone on the back, its called educating members like you. Come in to the office, discuss your problems and we can show you the representation we serve to our members. Or you can continue to sit online, comnplain and remain uneducated..the choice is yours.
Have a great day
I love how non paying members know so much about the what is going on. I guess it is true ignorance is bliss, until you are a dues paying member and active as to what is going on you have no room to comment. In fact you have no idea what goes on at our union because you are not involved, amazing you don’t pay dues, you don’t participate, you can’t vote seems all you have time for is to complain. I am a dues paying member and I don’t like the fact we have to represent you, I think non paying dues member should have to take whatever the City wants to take away from you. But darn it we have to let you ride on our coat tails, to those of us who pay dues it seems a tat bit unfair.
You have a great day and enjoy what my union did for you free!
Denise,
SHOCK!! Your not a union member. So you ARE a person who sits on the sidelines and complains. Please refrain from posting on this union website, paid for by members who want to work together for the betterment of our Unit. Together our union brothers and sisters will overcome the obstacles of this bad economy and together we will fight for our members and their rights.
If I took some furlough hours in January of this year, will it be retroactive and count towards the 48 hrs.?
thx
Yoli,
I am afraid not…the contract does not begin until July of 2010
Instead of attacking Denise (or whatever you think her name is) for her skepticism, why don’t you explain why it is that ASPTEA represented employees receive so much in deferred comp while AFSCME represented employees don’t?
Why don’t you explain why you believe that ASPTEA members enjoy any less protection than AFSCME represented employees?
What benefits (in your humble opinions) does AFSCME offer to those it represents that are SO much better than what ASPTEA was able to win for the employees they represent?
Jim,
Actually the responses were in no way an attack but simply defending the position of the union and her criticisms as well as recognizing that this is a forum for dues paying members.
ASPTEA and other unions have more in deferred compensation simply because their members have asked for it. We send a survey out every two years as they do and ask our members what they wish to get in a contract wage package. Every year our members choose wages as #1 and deferred compensation is usually 4th or 5th on the list. In ASPTEA is is usually #1 or #2. We as they do, simply respond to our members. If our members want more deffered comp they simply need to make sure we know of that desire in our next negotiations.
As for representation, I believe ASPTEA does a WONDERFUL job in defending and representing their members… it is a great organization with dedicated and hard working representatives. Keep in mind however that they are not a union and do not have meet and confer. They are an association and have meet and discuss instead. There is a difference in an association and a union in rights and representation. ALL our fellow unions and associations however are dedicated to helping their members and we stand united behind each of them.
Oh Jim, I once was in ASPTEA did you know that when you need representation that they will tell you that yes they will be there with you but because supervisors are in the same union they can only mediate and can’t really represent you, but they will be with you. And because they don’t have a contract they can only do so much. Their representatives would like to have a contract so they would have at least that to back them up. But ASPTEA has no contract they are told what they are getting and have no say no vote as to what they get. You do have to pay dues in order to vote for our contract. Yes they did get a larger percent to deferred comp, which has been lost this year, but our members wanted higher wages, they have families to support, we don’t want something for retirement we needed it now.
No one is attacking Denise/Gywn but if you are going to throw out statements not fact you need to expect someone to give the facts and sometimes the facts hurt. It is evident you are concerned with only yourself, my union is concerned with 26 departments and the needs we asked for. It is easy to condemn when you don’t bother to get involved. I am sure if you went to ASPTEA you wouldn’t pay dues either and if it didn’t go your way you’d complain about them. You want someone else to do the work and you just reap the benefits.
Kim, your defense of AFSCME vs ASPTEA is nothing but fear mongering in my opinion. You’re suggesting that ASPTEA lacks any form of “contract” with the City? So theoretically the City could arbitrarily or unilaterally cut whatever benefits are guaranteed to ASPTEA members through their MOU and ASPTEA would be powerless to stop that? Hmmm…I don’t think so. Contract/MOU = same thing. Meet and confer/meet and discuss= same thing.
Ever stop and think that “representation” might not be needed if a supervisor and a supervisee were in the same bargaining unit? Maybe working under the same rules and enjoying the same benefits would create one less conflict in the workplace?
Maybe one of you AFSCME higher ups can honestly answer a question. I’ve heard that the City pays AFSCME a dollar amount for every employee that is consigned to their representation. True or false? If it is true, if the City is already paying AFSCME based upon my classification why should I be forced to pay additional dues for the benefit of voting on contracts and other union business? Seems like if the City is paying you for every member that you “represent” then AFSCME represented employees shouldn’t have to pay additional union dues and should be allowed to vote regardless of whether or not they’re a dues paying member.
There is no fear mongering, there is fact ASPTEA has no contract, meet and confer does not equal meet and discuss with the City of Phoenix. Where AFSCME has it in writing and can it enforced by rules and regulations plus an international union ASPTEA gets the opportunity to talk with the City and let them know we agree with this or we agree with that but it is the City that decides what ASPTEA gets. ASPTEA has for years tried to get a contract but so far has not been able to and for good reason the City the looses hold. The City would like for us not to be members of AFSCME because we have a contract, they know that those who pay dues are afforded more protection, when it is not a contract vilation from the union then those that are not dues paying. So what you are saying is if you get a supervisor who is using unfair tactics on you writing memos, unfair NOIs, harassment if you are in ASPTEA everything will go away and you both will play nice? So how long have you worked for the city? So is that why those in Crime Scene are treating due paying members so mean, glad to get rid of one and hateful plus writing not so nice things in Facebook because if you were ASPTEA everyone would kiss and make up? Get real, by the way if you’d like to look up and state facts and where you found them that the City pays the Unions, not only the Unions would care to know but the taxpayers also. Which supervisor is filling you with stories and hearsay, we don’t go by hearsay we go by facts. We have a contract, ASPTEA doesn’t, you don’t pay dues now why would you pay ASPTEA? ASPTEA does a good job with what they are allowed to do, but I’d rather have a contract and people with experience behind me.
What do you think an MOU is? A written agreement between a group of employees and the City? Gee, sounds like a contract to me! Last I heard, written contracts were enforceable through the legal system. I still don’t believe you that an MOU is any less than a contract. Why would the City honor an MOU and its provisions if it didn’t have to? I say again, contract and MOU are one in the same for all intents and purposes.
As for not paying dues, maybe I pay dues, maybe I don’t, either way it would get spun in the union’s favor. Let’s pretend that I have 100 people in my unit, and only 10 pay dues. As suggested by your earlier comments Kim, why would the union pay attention to or fight for a group where only 10% of the employees are dues paying members? Now let’s pretend that 70 more employees decide to pay dues because they’re fed up and want a voice, bringing the total to 80% of the group. The union would simply say that well we obviously have that group’s support because 80% of them pay dues! If AFSCME was really interested in or cared about the things that those they “represent” think, you wouldn’t extort dues from us for the privilege of voting or deciding what benefits are important to us.
Out of curiousity, how many employees fall under AFSCME “representation” and what percentage pay dues? I don’t care about the 100% of the cooks or the 80% at fire, I want to know percentage across the board.
The reality is that unions were a necessity during the Industrial Revolution and in the early 20th Century. Yes, those of us working now enjoy a lot of benefits that were fought for by union members 100 years ago. But guess what, now that we have the benefits, they’re not going to get taken away so easily because the benefits that we enjoy have become ingrained in our society.
Again Jim ASPTEA has no contract AFSCME’s contract gives use rights not afforded to ASPTEA. Once you get and read facts then comment. Arizona is a right to work state therefore we have to represent all if they pay dues or not, extort? Those who don’t pay dues extort the rights we fight for, they ride on our coat tails. Again check the facts there is no contract for ASPTEA. AFSCME represents 26 departments so you are saying the fire members don’t count, the cook members don’t count only you, I think each of them would say that they do count, their families count and their jobs count. But for you unless we only concern ourselves about you and what you want then we are wasting our time or not doing a good job.
You can write as much as you want and until you read the facts you are spouting off plain ignorance. And if you don’t think the City can do away with our benefits you most certainly do not know any facts, what we have now was not given to us 100 years ago. What we have now has taken 25 years of hard negotiations with the City, long hours, time away from family, legal fees, emotional pain, some wins and some loses. But most of all we have worked hard for all our departments not just one and never would you hear the union say Fire, Cooks, or any other department didn’t matter.
Educate yourself on what the City has done and what they can do when there is no contract. Fact we did not always have unions with the City and until we did the City did what ever they wanted with employees and the employee had no alternative no one to represent them. Check the facts.