POSITION OF THE PARTIES. 4.1 This Agreement is an integrated package that reflects a balancing of interests critical to the Parties. The Parties agree that their entry into this Agreement is without prejudice to and does not waive any positions they may have taken previously, or may take in the future, in any legislative, regulatory, judicial or other public forum addressing any matters, including matters related to the same types of arrangements and/or matters related to CenturyLink’s rates and cost recovery that may be covered in this Agreement. XXXX agrees to accept these terms and conditions with CenturyLink based on this Agreement as reciprocal where applicable. Furthermore, to the extent they apply to CenturyLink’s provision of services and/or facilities to CLEC, such terms are intended to apply only to the extent required by Applicable Law.
POSITION OF THE PARTIES. 4.1 This Agreement is an integrated package that reflects a balancing of interests of the Parties. The Parties agree that their entry into this Agreement is without prejudice to and does not waive any positions they may have taken previously, or may take in the future, in any legislative, regulatory, judicial or other public forum addressing any matters, including matters related to the same types of arrangements and/or matters related to overy that may be covered in this Agreement. Xxxxxxx agrees to accept these terms and conditions with CenturyLink based on this Agreement as reciprocal where applicable. Furthermore, to the extent they apply to CenturyLink services and/or facilities to Carrier, such terms are intended to apply only to the extent required by Applicable Law.
POSITION OF THE PARTIES. The County seeks a three year contract which shall be in full force and effect from January 1, 2022 to December 31, 2024. The Union proposes a one year contract what shall be in full force and effect from January 1, 2022 to December 31, 2022.
POSITION OF THE PARTIES. “Shift differential shall be established as follows: Any hours worked between 3:00 p.m. and 7:00 a.m., will receive shift differential of $1.25 per hour.” (Union Exhibit #3, Article 11.4). The Union requests that shift differential dollar amount be increased to $2.00 per hour, while the Employer is not proposing any change to the existing contract language. AWARD Increase the shift differential to $1.30 per hour.
POSITION OF THE PARTIES. Article 11.4 of the contract provides that “[t]he officer performing Field Training Officer duties would receive a shift differential of $1.00 per hour... The Union is proposing that officers performing Field Training Officer duties during a shift shall be paid one hour of overtime for that shift, while the Employer is not proposing any change in the existing language or amount. AWARD Maintain the current contract language in Article 11.4 pertaining to FTO pay. RATIONALE Under the current contract, every officer labeled as an FTO receives $2,080 per year in FTO pay, regardless of whether they perform any FTO duties that year. Paying one hour of overtime as requested by the Union would result in the pay differential of $60.19 per shift for time spent with a new officer, assuming that the deputy is at top pay of $40.12. The Union bears the burden to establish the need for the increased pay for FTO’s. This burden is heightened by the fact that the existing method and amount of the FTO pay was established through quid pro quo bargaining at the Union’s request in prior negotiations. The Union’s requested change in FTO pay is denied for several reasons. First, the LELS – Jail/Dispatch in the Sheriff’s Office pays a $1.00 per hours, the same as in the Deputy’s contract. The LELS – Sheriff’s Supervisory unit does not receive any FTO amount. Thus, internal equity supports retaining the existing FTO premium for the Deputy bargaining unit. Second, the Union introduced the following limited external comparables: • Sherburne County pays one hour of compensatory time per day. • Carver County pays one and one-half hours of premium pay per day. • Rice County pays $1.75/hour. There clearly has not been established by the evidence that a uniform amount for FTO pay exists for external comparable purposes. There is also no uniformity on whether the additional pay is for all time that an individual is considered FTO or whether it is limited to time spent with a new deputy. Accordingly, the Union proposed change is not warranted based on external comparables.
POSITION OF THE PARTIES. Article 11.4 covers Peace Officer Standards and Training (“P.O.S.T.”) accredited training. “The office assigned as an instructor conducting a P.O.S.T. accredited training, will receive a shift differential of $2.00 per hour. This will be paid in addition to regular shift differential and will only be paid for the hours while conducting the training.” The Employer is not proposing any change to the existing language. The Union is proposing to change the amount to one additional hour of overtime per shift worked as an instructor. AWARD Change the amount to one additional hour of overtime per shift worked as a P.O.S.T. instructor. RATIONALE
POSITION OF THE PARTIES. The applicable language is in the second paragraph of Section 11.2 and provides that: The employer retains the right to change and amend shift schedules as required to accomplish the functions of the department. The employer will make every effort to provide two weeks notice for any change in the schedule due to training, except in cases of an emergency. The Employer is not proposing to add any new language on this issue. In contrast, the Union is proposing to add language providing that schedule changes with 7 days or less notice shall be paid at the overtime rate for hours outside the regularly scheduled shift. AWARD
POSITION OF THE PARTIES. The Union is proposing to add Juneteenth to the list of recognized holidays in Article 13.1. The Employer opposes the adding of an additional holiday. AWARD Juneteenth should not be added as an additional holiday to the list of recognized holidays in Article 13.1.
POSITION OF THE PARTIES. The existing clothing benefit consists of a clothing allowance for purchasing replacement uniforms and well as a payment toward the cost of work clothing maintenance. The existing language in Section 15.3 provides the mechanism for paying these amounts: Clothing allowance and clothing maintenance allowance payments shall be made quarterly in March, June, September and December with the last pay day of the quarter. Payment pursuant to this article shall be made on a pro rata basis for employees who have completed a partial year of eligibility for clothing allowance. Both parties are proposing to amend the existing language to enhance the benefit for new hires. The Employer is proposing to add the following language to the existing Section 15.3: Newly hired employees will be issued an initial uniform and will not receive a clothing allowance until the annual payment period following successful completion of their probationary period. Employees not passing probation will be required to return their uniform issue to the Employer. The Union is proposing to add the following language to the existing Section 15.3: New hires shall be advanced the first two quarterly payment upon hire, with regular quarterly payments to resume with the third quarterly payment. AWARD The Union’s proposed language to the existing Section 15.3 is awarded.
POSITION OF THE PARTIES. The existing County contribution for major medical coverage is $930/month for single and $1,095 for family coverage. The Employer is proposing to increase the existing amount by $35 single/$75 family for each year of the agreement. The Employer is proposing the following:
