Labor Management AFSCME FY14 – FY15 Contract Update

1. Labor Management AFSCME FY14 – FY15 Contract Update • Mary Thies – AFSCME President Council 5 • Linda Potter – HR Manager GALP

2. Represented Employees • Who’s in the Union: • Employee’s who are a .35 FTE or greater • The following classifications: • Office Assistant III • Screener/Collector • Guardian ad Litem • Guardian ad Litem- Lead Worker • Guardian ad Litem- Cultural Specialist • Staff Generalist I • Guardian ad Litem- Volunteer Coordinator

3. Article 5- Union Rights • Section 1- New Employee Union Orientation District Human ResourcesGuardian ad Litem Human Resourcesshall notify the designated Union Representative within the first two weeks from a new hire’s start date to allow the scheduling of a 60 minute union orientation within the new employee’s first 30 days of employment. If a work location orientation is not feasible, the Union shall be offered 60 minutes as a part of the district’s orientation agenda.

4. Article 9- Holidays • Section-2-Observed Holidays • During the 2012-20132014-2015biennium, an eligible full-time or part-time employee, other than a temporary employee, shall receive two floating holidays each yearone floating holiday each yearin accordance with their FTE allocation each fiscal year in addition to the observed holidays. The holiday shall be taken on an employee's regularly scheduled work day subject to mutual agreement between the appointing authority and the employee. The floating holiday may not be split and must be used in its entirety. The floating holiday shall be taken in the fiscal year in which it is earned, or it is lost.

5. Article 11- Sick Leave • Section-3- Usage

6. Article 11- Sick Leave

7. Article 11- Sick Leave

8. Article 11- Sick Leave

9. Article 11- Sick Leave

10. Article 14- Vacancies • Section 3- Filling Positions • Vacancies shall be filled by the most senior qualified bidder within the class within the district and if the position is not filled within the district then the most senior qualified bidder with in the state, provided the bidders’ qualifications, knowledge, skills and ability to perform the job are relatively equal. Employees on the recall list may bid on vacancies and shall be considered within the pool of internal bidders, and shall have preference in filling vacancies over external candidates. Should no internal bidders meet the requirements and qualifications of the vacancy, external candidates may be considered.

11. Article 18- Expense Allowances • Section 4- Home Office Expenses • C- GAL employees who are not provided office space within a court facility or Program office are eligible to receive $500.00 equipment replacement allowance prorated based on FTE, every 4 years from their original startup date using the following schedule: • • 0.76 FTE – 1.00 FTE may receive up to $500 • • 0.50 FTE – 0.75 FTE may receive up to $375 • • 0.25 FTE – 0.49 FTE may receive up to $250; and, • • 0.00 FTE – 0.24 FTE may receive up to $150

12. Article 19- Discipline • Section 7- Official Personnel Records • D. Official File. The official personnel record for each employee shall be kept in the Human Resources Office of the district where the person is primarily employedGuardian ad Litem Human Resources Office. Only the official personnel record may be used as evidence in any disciplinary action or hearing. This does not limit, restrict, or prohibit the Employer or its designee from submitting supportive documentation or testimony, either oral or written, in any disciplinary hearing, nor does it so limit the Union.

13. Article 20- Grievance Procedure • Section 8- Election of Remedies • It is specifically understood that any matters governed by statutory provisions, or personnel rules, except as expressly provided for in this AGREEMENT shall not be considered grievances under this AGREEMENT. If by law an appeal procedure, other than the grievance procedure contained herein, is available for resolution of a dispute arising from any provision covered by this AGREEMENT and the aggrieved party purses the dispute through such appeal procedure provided by law, the aggrieved employee (s) shall be precluded from making an appeal under this grievance procedure. Except that with respect to statutes under the jurisdiction of the United States Equal Employment Opportunity Commission of Minn. Stat. SS363.01-.20 an employee pursing a statutory remedy is not precluded from also pursuing an appeal under this grievance procedure.

14. Article 25- Compensation • Section 1- Wages • For the term of this agreement FY14-FY15 July 1, 2013 – June 30, 2015 • FY14- The employer will grant a 3% across the board effective the first full pay period after ratification retroactive to 7/1/13 • FY15-The employer will grant a 2% across the board effective 7/1/14 • Implement 15 step schedule and place those not on-step to the next closest higher step. • See attached schedule • No step increases shall be granted following the FY14-FY15 agreement unless the successor agreement provides for such increases.

15. Step Schedule for Year 2 (2% ATB Scenario) FY15 July 1, 2014 – June 30, 2015 Classifications: Pay Band 1 • Office Assistant III • Screener/Collector Pay Band 2 • Guardian ad Litem • Guardian ad Litem- Lead Worker • Guardian ad Litem- Cultural Specialist • Staff Generalist I Pay Band 3 • Guardian ad Litem- Volunteer Coordinator

16. Article 25- Compensation • Section 2 Lump Sum PaymentsWage Reopeners • The employer will make a $500 lump sum payment (prorated based on actual hours worked during January, February, and March 2012) on the first full pay period after ratification • The employer will make a $500 lump sum payment (prorated based on actual hours worked during January, February, and March 2012) on the first full pay period of FY 2013. • A. The parties agree to a wage reopener if additional money is allocated by the MN Legislature to address wage parity for bargaining unit employees during the term of this agreement. • B. The parties agree to a wage reopener during the term of this agreement if additional money is available resulting from savings incurred due to bargaining unit employees contributing 5% towards the single health insurance premium effective January 1, 2015 to June 30, 2015.

17. Article 25- Compensation • Section 3 Pay Equity • A. District Level. The parties agree to draft an MOU specific to the Second Judicial District to address equity among 7/1/10 hires compared to each other. • B. Statewide Level. The parties agree to enter into Interest Based Bargaining facilitated by the Bureau of Mediation Services (BMS) to address the issue of pay equity on a Statewide level. Within thirty (30) days of ratification of this agreement, the parties will contact the BMS to begin the process. The parties agree that the process may take place with participation of a subset of the original bargaining teams.

18. Labor Management AFSCME FY14 – FY15 Contract Update • Know your contract • Know who to contact regarding labor relation issues • Know your stewards

19. Labor Management AFSCME FY14 – FY15 Contract Update • Thank you.