The Department of Public Safety and Correctional Services, Maryland Department of Health, Department of Juvenile Services, and Department of Human Services will develop a comprehensive method for uniformly tracking incidents of workplace violence within each Department. If you are bargaining for a cents-per-hour increase, rather than a percent, the calculation is even easier. 802 South 2nd Street | Springfield, IL 62704 For example, the duties and responsibilities of Secretary II where you work may be closest to those of Secretary III in another workplace. Over 90% of Executive Department employees are covered by a union contract. AFSCME Iowa Council 61 Initial ProposalPDF, AFSCME Public Safety For vaccinated employees: DBM agreed to extendbut not renewthe10 days ofleavefor a positive test. Share sensitive information only on official, secure websites. The contract, which will expire on June 30, 2023, includes 16.75% in wage increases over the four years with no increase in health care contributions from employees. The states Independent Fiscal Office cost analyses of the financial impact of the proposed contracts with the American Federation of State, County and Municipal Employees Council 13, the Service Employees International Union Local 668 and the United Food & Commercial Workers Local 1776 puts the overall price tag at more than $1.1 billion. Earlier step increases will also receive a $25-per-month bump for three years, which when fully implemented will raise the annual value of these steps by $900. Does it reflect what was decided at the last negotiations? AFSCME Public Safety Initial ProposalPDF, 2023-2025 Tentative Agreement between State of Iowa and SPOCPDF, State of Iowa Initial Proposal to SPOCPDF City Council voted 6-1 to approve a two-year contract with AFSCME Local 2763, the union that represents about 170 employees. Top dispatcher's pay now, based on years worked, is . Tool Allowance increasing from $600 per year to $1,200 per year. Signed, sealed and delivered. Due to a court order. The SEIU 668 and UCFW 1776 contracts are expected to be executed in mid-September with the retroactive raises showing up in employees paychecks shortly thereafter, said Dan Egan, a spokesman for the governors Office of Administration. Copy of claims denial appeal procedure, if any. Unionized roles include: accountants, facility service workers, electricians, correction officers, state troopers, LPNs and RNs, social workers, lawyers, physicians, engineers, and librarians, among hundreds of other roles. Collective Bargaining 2023-2025 Initial Proposals American Federation of State, County, and Municipal Employees (AFSCME) State of Iowa Initial Proposal to AFSCME PDF AFSCME Iowa Council 61 Initial Proposal PDF Article IV - Grievance Procedure PDF Appendix S - Community Based Corrections PDF Appendix C - Board of Regents Grievances PDF Use of and/or registration on any portion of this site constitutes acceptance of our User Agreement (updated 4/4/2023), Privacy Policy and Cookie Statement, and Your Privacy Choices and Rights (updated 1/26/2023). 329 were here. We will continue to evaluate future pay increases for management employees as they arise, Egan said. For all employees, premium contributions will increase on Jan. 1 by $13 per month for the employee and $18 per month for dependents, with increases on July 1 of subsequent fiscal years for the term of the contract. Tom Corbetts administration, 4.4% granted under former Gov. While the employer contribution for health care increases over the life of the contract, the employees contribution for those benefits will remain the same. The following is a list of information that should be requested from the employer or the plan administrator in order to analyze the health care plan and determine possible cost containment approaches: Number of admissions, days, total payments, payments by hospital and type of admission (surgical vs. non-surgical), day of admission and length of stay, utilization by diagnostic category. These savings are more than wiped out by salary increases and bonuses in the new contract. Many benefit changes, however, are easy to calculate. The Employer agrees to comply with 91A of the Code of Iowa. However, Supreme Court rulings have restricted the rights of state workers to enforce these laws. 2022 American Federation of State, County and Municipal Employees, AFLCIO. A summary of the agreement produced by the American Federation of State, County and Municipal Employees Council 31 details the $2,500-per-worker automatic bonuses, automatic raises and taxpayer-subsidized platinum health insurance benefits state workers will receive until the contract expires June 30, 2023. . Some union proposals may also reduce employer costs. In the private sector, employers are not required to open their books unless they claim they do not have the money to meet your demands. By providing your cell phone number you consent to receive calls (including recorded or autodialed calls, or texts) at that number from AFSCME and its affiliated labor, political and charitable organizations on any subject matter. The employer share of health benefit costs, leave, and holidays are often not affected by across the board pay increases and should not be considered. The contract is retroactive to January and expires at the end of. Contact AFSCME Council 13 Headquarters 150 South 43rd Street, Suite 3 Harrisburg, PA 17111 AFSCME Conference Center 150 South 43rd Street Harrisburg, PA 17111 Phone: 1-800-5-AFSCME (237263) Email: [email protected] Name required Email required Phone Number Message required Subscribe me to the AFSCME email list. AFSCME members ratified a new Collective Bargaining Agreement, effective July 1, 2023 to June 30, 2025. To get a good contract, we need to negotiate from a position of strength. For the average AFSCME employee, this will raise their base pay from $63,025 to $70,575. InIllinois, a new contract gives state employees, among other things, their first general pay increases in five years., (Contributing: AFSCME International Staff). Explain that every non-member is playing into the hands of the groups trying to destroy unions and take away our ability to negotiate a strong contract. Your carriers rates may apply. The conflict of interest is staggering.. AFSCME Council 13 (@afscmecouncil13) / Twitter Any affiliate staff can have access to this resource. Check out the 2023-2025 WFSE bargaining teams. Next, teams will attend a training, review bargaining proposals and prepare to negotiate the best possible contracts for our jobs, families and communities. However, most private employers, including non-profits, are required to file various records and reports with federal, state, and/or local governments. Since health insurance is likely to be a major issue at the table, you may need to request detailed health care information (see Appendix for checklist). More Local Journalism to Love Start today for 50% off Expires 4/30/23, states Independent Fiscal Office cost analyses of the financial impact of the proposed contracts, Senate Appropriations Committee estimates. Copies of any consultants reports. You can calculate the total annual cost by multiplying the result by the number of employees and the number of hours worked per year (2080 hours if everyone works 40 hours per week, 52 weeks per year). As a result of the proposed agreement, taxpayers will be on the hook for $3.6 billion more than they would have been under a taxpayer friendly contract. Additionally, we can always be reached in the Member Resource Center by calling 1-800-5-AFSCME or emailing [emailprotected] We look forward to hearing from you! Arguments on which to base proposals for increased wages and benefits include: In the private sector, settlement information, wage rates, and copies of actual contracts are much less available than in the public sector. For example, if you are bargaining for health and safety language, the bargaining team can present members stories about hazardous situations they face. By contrast, the average private-sector employee pays more than double what AFSCME pays 43% according to the 2018 Milliman Medical Index. Number of prescriptions filled, professional filling charge, cost containment efforts, claims audits. AFSCME Council 13 > State Contract Negotiations 2023 State Contract Negotiations 2023 Sisters and Brothers, As the expiration of your current collective bargaining agreement draws near, it is once again time to go to the table with the Commonwealth and negotiate for a new contract. COJ.net - AFSCME Collective Bargaining I also want to recognize Governor Tom Wolf, who managed the budget well enough to the point that we had a surplus for the first time in years, which allowed for a state employee contract that properly compensates the people who make our state government run so efficiently, Fillman added. Chicago Office | Illinois Policy Your AFSCME membership ensures that we have a seat at the table and that our voices are heard through the negotiations process. Choose from the navigation on the right to reference many resources for members. If employees are replaced or other employees work overtime, the cost equals the hourly wage paid to the replacement times the number of hours that the replacement works. You can calculate the total annual cost by multiplying the result by the number of employees and the number of hours worked per year (2080 hours if everyone works 40 hours per week, 52 weeks per year). We will have an update on the date ballots will be mailed out no later than Friday, January 7th. Each of the plans would have increased the total employee share to 40% on average, with a mix of higher out-of-pocket or higher premium costs, depending on the plan selected. From 1998 to 2019, average state worker compensation grew 60% faster than Illinois' average . The increases in salary and salary-related benefits for the 9,375 full-time equivalent employees represented by SEIU adds up to $266.1 million and the increases in employer healthcare contributions for those employees is expected to cost about $24.1 million, the analysis shows. These documents are available to the public and can provide you with considerable financial information on your employer. Be proud of your union and be part of this movement! This information can show that an increase is necessary to maintain purchasing power and provide an adequate standard of living. Analyze grievances and arbitrations to see where you have won and where you have lost. AFSCME Classes and Salaries for July 1, 2019 through June 30, 2021 JOB CODE . Additionally, they include a step increase of 2.25% in April 2020 followed by a 2% across-the-board raise in October 2020; a step increase of 2.25% in April 2021; a 2.5% across-the-board raise in October 2021 and again in October 2022; and then another step increase of 2.25% in January 2023. Employer contribution to each plan and method of determination (percentage of cost, flat dollar). Human Resources Questions: [email protected] Hours of Operation: 8:00 a.m. to 4:30 p.m. 2023 Iowa Department of Administrative Services, Iowa Department of Administrative Services, 2023-2025 Tentative Agreement between State of Iowa and AFSCME, Public Safety, State of Iowa Initial Proposal to AFSCME Public Safety, 2023-2025 Tentative Agreement between State of Iowa and SPOC, State of Iowa Initial Proposal to IUPSocial Services Unit, IUP Social Services Unit Initial Proposal to State of Iowa, State of Iowa Initial Proposal to IUPScience Unit, IUP Science Unit Initial Proposal to State of Iowa. Is the language clear? Annual raises to employees base pay for four years starting at 1.5% in January, going up to 2.1% in July and then by 3.95% each July thereafter. Please do not include personal or contact information. Management and non-represented employees will receive a 3% raise retroactive to July 1 as well, Egan said. AFSCME Members win largest pay increase in decades, supplemental pay and additional days off in new Collective Bargaining Agreement with the State of Nevada. The contracts provide a general pay increase of 3% that will be retroactive to July 1. On the other hand, you should be aware of these comparisons, especially if the employer is in an industry or sector with many non-union entities. Benchmark jobs classifications which contain a substantial number of employees and are common to many employers should be selected for comparison. Contract Proposals - AFSCME Staff Rep Portal