City Council - Regular Meeting

Can we pull up the presentation, please? Next slide. Clicker. There we go. Today, to this agenda, we're gonna go over some compensation, city proposals, some of the language clarification y'all have been waiting for, and then review some of the tentative agreements that, you know, see where we stand at. And so we'll kick it off with the compensation piece.

Okay, good morning. Sasha Antonovsky, Office of Management and Budget. So we'll just go over a couple of slides with regards to compensation and proposals that were in the last couple of months. So this first slide is your first proposal. So we already know what that is. The next slide shows the city's proposal from May 14th. So this proposal included 2.5% COLA and embedded 5% for the step increases. This proposal also included elimination of some of the first steps and then adding additional step. So that's the cost for the whole four years of the contract, $40 million. So we won.

We're gonna revise this slide before we post it as a backup so that it's very clear what the city's proposal is because looking back at some of the presentations in the past, a couple of meetings that we've had, it's not very clear if you were just to look at the presentation. So we wanna make sure that it's very clear that the city's also offering what he just mentioned with those step changes.

So this is your proposal from 6-26, which includes 5% COLA and embedded 5% steps increases. And also there is a calculation for the estimation for the accepted incentives and the longevity that you guys had. So the total cost of the contract is $56 million. So this proposal I want to mention, this proposal also doesn't eliminate the first step, but includes step number 12. These are the benefits. We already shared this one. Currently we have 905 employees included in the CDHP plan and then 16 in the basic plan. This is original proposal from the city, which included continuation of the current contract, 22% increases. And you can see the impacts there. So for the most enrolled, for the CDHP with family, you can see that the increase is like $25, $35 on an annual basis. There are 24 pay periods for the help plan. This is your proposal, 10% increase. which for the most enrolled group, we have a little bit over $10 increase in 2027, $14 in 2028, $15 in 2029, and $17 in 2030. That's CDHP plan, the last line on the CDHP plan. No, this is CDHP. I'm just expanding the line with most enrolled employees. Yeah. And Nicole, if you wanna...

So your 10% counterproposal we'd be okay with, but we would like to include this language into the agreement, and so this is basically a discussion that we've already had. So there's been federal changes related to the high deductible plans that we have, so the 10% we'd be agreeable to if we incorporate this language. We need to obviously abide by the IRS rules, so net high deductible plan continues to change. It seems like yearly now, and it's like 200, $300 every year that it's increasing by.

This next session, hi, Nicole Cody. The next session includes, if you look at your first handout, it's gonna be the one that says city proposals. This will also include items that were pending language clarification from the city as well. So the first item we've already discussed at the previous meeting, this was proposed on June 26th, so I will skip to the current one starting with item two, miscellaneous. And so this is a proposed language regarding the creation of a temporary labor management committee to look at a discipline review board for the fire department. Item three. Go ahead.

Reminder real quick on number two there. It's just to discuss the possibilities. It's not saying we're going to do anything with it at the end. We'll come back and make a determination.

And to that point, to highlight the language is that the committee will bring the findings and recommendations to the city and association prior to the bargaining sessions is what we're recommending before we begin bargaining for 2030, as well as this committee would sunset at the term of this agreement.

I just have one question on that one. Who would make up the committee?

It'd be like the rest of the committees. We can use that structure.

Item three is regarding the promotional and examinations for credentialing. Oh, I apologize. There's a typo in this one when it got converted back from a PDF and I didn't catch it.

So what? A fire officer gets 1,112 points.

No, so the answer, it's two. That's the typo. So it's only two points. So what I'll do is we'll make a revision to this document and send it back to you, but it's only two points for each of the different areas, fire officer, chief officer, fire marshal, as well as the EMS officer. It's only two points for each. I apologize. We had technical difficulties this morning. But in the presentation, it states two points. Item 4 is that currently the CBA does not address breaking ties as well as the civil service rule no longer covers a certain item so it's addressed in both Ties will be broken by seniority, then class rank if required, and then the rule five is application, promotional process, and lateral transfer process. Filing of applications of the civil service rules is hereby removed with respect to the examinations and promotions for members under this agreement. It would be the proposed language in those proposed sections. Any questions on that one?

No, not at all.

You might have one. Yeah, I have a question. Sorry. So the Rule 5, is that for all employees or just recruitment process and all that?

Just when applying for promotion, it's the application process. Is that correct, Ren? Yeah. So it's just there. We have a... state certifications for medical and for fire, and they're doing checks on us constantly. And so they notify us as soon as someone's got a conviction or anything, and so they're the ones who really flag it. So it's going back and not having to do it twice as people are promoting, and that's what civil service requires.

Okay, yeah, that was just one clarification on that, so it's only for the recruitment application.

Thank you. Item five is under wages and compensation, and this is the proposed language is all accruals will be converted when transitioning to a 40-hour or 56-hour schedule if the schedule changes longer than one full pay period. Is that correct? Item 6 affects Section 4. Everything in black is currently what's in the agreement. The portion in red is what would be new. Employees will accrue holidays regardless of leave status except when an employee is out on leave for disciplinary reasons. Item seven, the section 3A, everything in black again is what's currently in the agreement. The red portion is what we're proposing to add. An employee out on approved protective leave, FMLA or non-FMLA leave absence will not be required to request leave. Extended leave accruals will automatically be deducted. On item eight, section seven, this entire section would be new. The city will allow payroll deductions to employees for supplemental insurance premiums up to six providers designated by the association provided that the designated providers comply with the city vendor policies and procedures and do not require additional information to be added to the city's HRIS system. The city will not charge an administration fee in the employees or administration for making the deductions for the designated providers. Item nine, the proposed changes are in red. Again, all of this section is currently in the agreement as stated until the last sentence would change to participation in such plan is subject to the employee contributing to such a such plan at the rate of contribution as agreed to by the parties and rates agreed to by the parties shall not be amended during the terms of this agreement without mutual consent of the parties except for any changes mandated by federal and or state law. And that was what was presented in the earlier slides. So now we're into That was the last one. And now we're into items pending language clarification. So the union had made several proposals that were pending clarification from the city. And so we'll cover those now. Based on the items three and five as submitted by Local 51 regarding incentive pay, this is regarding the FTO and the medical mentor. the proposed language is found in the on the right I don't think I need to read all the proposed language of course it'll still be pending your review and response yeah if you want to just take these next sections back review it carefully and we can we can discuss it next week item 10 is regarding the critical care paramedics incentive pay this is the city's proposed language regarding that section And then regarding, it used to be item two, but you'll see on the combined list it now corresponds to item 26 regarding the uniform allowances as proposed by Local 51. You'll see the city's proposed language over two parts. So this is the first part and then the second part. You'll also see the strikeout language of the current agreement given the changes that we're proposing. for uniform allowance.

I'm guessing it's a typo as well. It says a shitty self-furnished 11 badges to the member?

Yes. So all the numbers on the handout, the presentation is correct, but will need to be revised and updated. Yes, we'll check all the numbers. So what happens when you convert back from PDF to an Excel, it kind of does what it wants. Thank you for catching that. Yes. So items for a tentative agreement, now we're gonna refer strictly to the handout that was provided. And so what we'll do is go through both Local 51 and city's counter proposals. Of course, the new city proposals that were just presented are not included in this list, as well as the items for clarification are included, but we can skip until you've had time to review. So we'll go through them quickly. And then what I'm gonna be asking each party is for a verbal confirmation of yes. If it's not, it hasn't already been confirmed. If you need additional time, of course, just let me know. Yes or no. And then same thing on the city side.

Yes, we're pending a counter proposal.

Yes, we're pending counter proposal for item one regarding wages and compensations. Item two, the incentive pay is regarding the paramedic. The city rejected the proposal. And does the Local 51 agreed at the last? And so are we in confirmation?

Yes, ma'am. We're in agreement with that.

Yes. City, we're in agreement? Yes. You need to turn on your mic, sir.

Yes.

Item three, incentive pay for the FTO, and this is combined for, the city accepted proposal and combined it for FTO and mentor pay. We just provided the proposed language, but I know the local had tentatively agreed already.

Yes, that's correct.

Okay.

Yes.

All right, question on that one. Would that include FTO coordinators? that sometimes may not be assigned a boot, but they do do the FTO program continuously. I believe there's three per shift.

What's that? Go ahead and use the microphone.

It's my understanding that it's only if they're assigned an FTO. So if they're a coordinator and they have somebody that they're mentoring, then they would get that pay. But if they're just overseeing the program and they're not assigned anybody, then no.

Thank you.

do we have that where people are overseeing the program but not assigning fto are they 56 hour employees we are so um give you b shift for example we have three coordinators um they run the entire program they're ensuring all the documentation so they're actually doing probably a lot more work than a single fto each shift is allotted three i believe and there you're running the program to include the training testing paperwork all that stuff

so they do the field training that they're out there when they're doing their physical stuff yes sir yeah they're the ones doing me out and sharing the test yes sir all that okay thank you i don't i don't know do are we in agreement or do we need to postpone to the next i think we need to table that one so we can look at that piece that was just offered

Item four, bilingual pay. The city reject the proposal.

Yes, we're in agreement with that.

Incentive pay. This was combined with item three, the medical mentor that we've tabled. Item six, communication assignment pay. The city's counter proposal was 5% for anything less than eight hours.

We're gonna decline that one at this time.

Okay. Is the city in agreement?

Yes.

So it's off the table? Thank you.

Item seven, incentive pay, education pay. The city rejected the proposal. What we received on June 26, the union agreed with that.

Correct. Correct.

Item eight, longevity pay. The city accepts the proposal.

Yes, that's correct. Yes.

Item nine, incentive pay for TCFP certification increases. The city accepted the proposal? Correct. Item 10, incentive pay. The city is working on the counter proposal. We barely provided you that language today. So we can table that item.

Yes, ma'am.

Item 11, the city's counter proposal supports the critical care and peer support. This local 51 countered the incentive paid to the monthly amount of $100 stacked up to two teams for a maximum of $200. The city accepts the proposal.

I think we're good there. Yes.

Item 12, wages and other compensation, increasing walk to 10%. The city rejected their proposal.

We're in agreement.

Okay. Item 13, the city accepts a proposal to change from days to calendar days.

Good there, yes ma'am.

Item 14, the city agrees to the three points will be added to the score, the language provided by Local 51.

Yes ma'am.

Item 15, section four last sentence from change to three to four we're all in agreement yes item 16 um requesting language change for the entire article and we accepted your proposal that's clear and city's in agreement yes Item 17, examinations and promotions. We requested a counterproposal to combine the request with the above item. And that was regarding, I believe, I oppose.

That was to go back and meet on that. When we set up the committee, when we have the committee for the promotions and examinations, we talked about adding that to there on how we can improve that process.

Right.

i think we're good there okay item 18 the city rejected the proposal for the change in the drug and alcohol testing policy excuse me on this one didn't we have some different language we were looking at we're looking at moving the 30 days to the to the forefront

Okay.

So let's table for additional language? Yes, ma'am. Okay. Item 19, comp time creating a new section establishing the criteria for the use of the comp time. We accepted the proposal.

Think we're good here, yeah? Yes.

Increase the maximum compensatory time accrual and payout limits upon separation. The city had a counter proposal to increase the maximum accrual from 144 to 240, increasing the maximum from 80 to 120. Yes. Yes. Item 21 is regarding holidays and vacations. The city rejected the proposal with no counter at this time.

We're in agreement there.

Yes. Okay. Item 22, regarding holidays and vacations, the city counter proposal is as follows. 56 hours must maintain a minimum balance of 600 hours of combined vacation and holiday leave, and 40 hours must maintain a minimum balance of 400 hours. The annual sell back limits for 56 hour employees is 180 hours, with the annual sell back limits for 40 hour employees of 120. The effective date is still to be determined.

Yes, ma'am. We're good there.

Okay.

The issue on that one is going to be the transition as we talked about and so i don't think we included it today the transition plan my recommendation is you all meet with randy and the fire department to see how that transition is over so because we're changing those those dates oh for the sick leave sale back and the vacations so i think we need to go there this way you guys can take a look at it as a group and then come back next week hopefully and we can

So we're not going to be available after this we can go over that with you.

Item 23 the city rejected the proposal with no counter at this time. I'm 24 the city rejected the proposal with no counter. And then item 25, we just provided you the language cleanup regarding these next two items regarding uniforms. So if we want a table, we understand.

Yes, ma'am. We'll need to look at that.

Yes, sir. So that's item 25 and 26. We're tabling. And item 27. Item 28.

Well, 27 I think we were good with.

Oh, we're good. Are you good with item 27?

I just, we explained last time we couldn't promise October 1st just because of the new fiscal year and getting the POs in place.

Okay, we're in agreement. So item 28, we had provided a clarification in language that the city only accepts the restructuring portion. The city does not accept the remaining requests

On this one, we're going to need a table. We've got a couple of things we need to cover there.

Okay. Item 29. The city rejected the proposal. Do you want to table this one along with that other one?

I thought we discussed about bringing it to the committees and having a further discussion rather than assigning to a committee. Correct. The leadership structure.

Yeah.

So are we good with that one?

Yeah, I think we're good there.

Okay. ITEM 30?

NO. KIDDING.

THIS ONE WAS IN COMBINATION WITH THE OTHER ITEM. WHAT WE CAN DO IS WHAT WE'RE PROVIDING, CLARIFYING LANGUAGE. IS THAT?

FOR ITEM 30?

FOR ITEM 30, YEAH.

IT'S THE CREATION OF THE LABOR MANAGEMENT COMMITTEE TESTS EARNED BY THE RESEARCH FEASIBILITY STRUCTURE HEALTHCARE TRUST AND UNIFORM FIRE.

SO WE AGREED?

SO WE AGREED TO THAT.

WE AGREED THERE.

SO WE'RE NOT CHANGING We're gonna meet. So when you look at 31 and it says, discuss the change in current insurance, it's always that same meeting. So we're in same thing. 31's good. 32. Yes.

They're all related, huh?

Yeah. Yes.

Item 33. Our response was at this time the city retains operational control but agrees that communication between Local 51 and the fire chief must occur in these cases.

Yes, I think we're good there.

Okay. Item 34, the city accepts the proposal to amend to the use of electronic documents.

Yes.

Item 35, the counter proposals, the city proposes to send the proposal for the evaluation and review by the equipment apparatus and facilities committee.

Yes, we did agree with that one.

And then this one was regarding language cleanup. Oh, we'd still need to come back with this one. The city hasn't provided language cleanup regarding this item.

So the city needs a table on that one?

No.

We're just gonna put it in there. Do you use a person with a license? So we're just... We'll get you the language table.

Item 37, the city accepts the proposal. To delete. To delete section 15. Agree. Item 38, the city accepts a proposal to discuss and address the 40 hours operation.

Agreed. Yes.

And then the city accepts the proposal for item 39 to amend this section to include the city will electronically deduct from the pay of each employee who has executed an authorization slip.

Also agreed.

Okay. The final item 40, as the city provided a counter proposal that accepts the following committee of nine members with a quorum of five. to include the Medical Wellness Advisory Committee, the Equipment Apparatus Facilities Committee, Professional Development and Promotional Committee, Paramedic Advisory and Medical Review Committee, Rules and Regs Committee, and Fitness Committee.

We're going to need a table on this one.

Okay. And that concludes the list. As I mentioned, we will add the city's proposals from today to this list for the next meeting for consideration. And then anything that we owe you regarding pending language will be provided at the next meeting.

How does Tuesday 7-14 at 2 o'clock look? I guess I should have asked Amy.

I asked her.

Yeah, sounds good.

Perfect. Anything else for today or?

Just a quick question to the city proposals. The first presentation, number one, we didn't discuss. Item number one.

Yes, sir. That was originally presented on June 26, but we can discuss further.

Oh, okay, I thought we were gonna talk about today. Just for, I guess, everyone's clarification, the city of Austin decided to do that because they switched to a, we did a little bit of research on it, because first we kinda heard of it. They switched to a 24-72 schedule, and they also kept their four-man staffing, and they're probably gonna end up taking over all of Austin Travis EMS with adding 1,000-plus employees. So that's kind of why they got to that agreement. So just so everyone knows.

Thank you.

I think that's all the questions we have. Do you guys have anything else?

Nope.

All right.

Very good. See you Tuesday.

Sounds good. Thank you. Thank you.