Minutes - Council - 04/03/1986 - Special

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changed significantly; it includes the Bureau of Mediation Services' definition of the bargaining unit verbatum in addition to making reference to a specific case. 4) Article 4 - Union Security - Mr. Hartley stated that this section acknowledges the legal right of the Union to exist under certain terms. It contains language regarding the union steward and the conditions upon which the union steward may be selected. The Union wanted the 'Fair Share Fee' language in the contract, which is State law. That State law has been included, verbatum, in addition to language stating that this State law provides not only the authority but the responsibility of the Union to provide certain services, emphasizing that it is not a one-way street. The Union wanted space designated for a bulletin board to be used by employees; the use of that bulletin board is outlined in Item 4.6. 5) Article 5 - Employer Security - Mr. Hartley stated that language in this article has been amended to indicate that in just about every instance, employees will not withold labor in some way in order to change the terms of employment contained in the contract. When there is no contract, employees have the right to strike. 6) Article 6 - Employer Authority - Mr. Hartley referred specifically to Items 6.2 and 6.3 which stated that if an issue is not addressed in the contract, it is the authority of the employer and if an issue is addressed in a contract, certain aspects remain the authority of the employer. 7) Article 7 - Employee Rights/Grievance Procedure - Mr. Hartley stated that the grievance procedure is outlined in 5 steps rather than 4 and allows for the maximum opportunity to resolve grievances. 8) Article 8 - Work Schedules/Premium Pay - Mr. Hartley stated that Work Schedule is the area with the most changes; Item 8.2 and 8.4 have been combined and Item 8.1 has been modified. The employer must provide services to the public and in order to do so, the employer can't claim that the regular work week will be 40 hours nor that it will be Monday through Friday; but, under normal conditions it probably will be. Item 8.2 retains the employer's authority to change work shifts, even it it is on a day by day basis. Item 8.4 spells out what is paid and what is not paid as far as 1/2 hour lunches and 15 minute breaks. Items 8.5 through 8.8 deal with what the employer is required to pay for overtime; all of which is required by the Fair Labor Standards Act. Item 8.5 states that the employer may elect to grant compensatory time off as an alternative to paying 1-1/2 times the regular rate of pay to employees working in excess of 40 hours per week. Comp time will be computed at 1-1/2 times the amount of time worked in excess of 40 hours per week. Employees can accrue up to 80 hours of comp time and that figure is considerably less than what was provided for in the past. Comp time does not apply to those individuals exempt from the Fair Labor Standards Act. The employer is not obligated to grant comp time but in most cases, it is a better option for the employer. Mayor Heitman inquired if according to this language, during an employee's career he will never have more than 80 hours of comp time on the books. April 3, 1986 Page 2 of 6