Locals 594, 882 & 1654: WERC examiner sides with District Council 48 in four-year performance-award dispute
    A Wisconsin Employment Relations Commission (WERC) examiner recently sided with AFSCME District Council 48 in a four-year-long dispute with Milwaukee County involving 2 percent performance awards — and, in essence, the grievance process itself.
    The issue dates back to the summer of 2000, when a clerical study for non-represented employees was implemented after it went to the County’s Personnel Committee on July 14, 2000. At the time, most of the County’s represented clerical employees (940) were members of AFSCME Local 1654, but some were in Locals 594 and 882.
    Then-DC 48 Staff Rep Gerty Purify (who retired in October 2003) represented Locals 594 and 1654 in negotiations when AFSCME proposed a clerical study after a 2000 implementation of reclassification of non-represented clericals. During the bargaining, the parties discussed the 2 percent performance awards. On Oct. 3, 2000, the parties agreed to a clerical study. Under the agreement:
    * The parties agreed to work together to complete a classification study of all clerical positions represented by Locals 1654 and 594; the study would begin in January 2001, with results available for implementation no later than 2002’s first pay period.
    * All employees who held positions included in the study were to cooperate and complete all questionnaires and related material distributed by the Department of Human Resources (DHR) to review position classification no later than March 1, 2001.
    * No employee would suffer a pay reduction due to the project; a filled position in a lower pay range would be “red-circled” until the position became vacant.
    * A work group comprising two members from each Local and four DHR members would oversee the project, with DC 48 providing “assistance.”
    * The independent consultant who assisted in the position review also would assist with the project and “have the final decision” with respect to the classification of any position the work group couldn’t determine.
    On Nov. 21, 2001, Purifoy met with former Director of Human Resources Gary Dobbert and others to discuss the clerical study.
    According to Purifoy’s notes, Dobbert said the 2 percent performance award wouldn’t be automatic, and that it would be contingent upon a performance evaluation completed by the employee’s supervisor. On Dec. 5, 2001, Dobbert told the Milwaukee County Board of Supervisors that the agreement with the Union included a provision that the classification study would be ready for implementation by 2001’s end.
    On Dec. 7, both the County and the Union issued a letter to employees stating that the labor agreement included a provision for a classification study of all clerical positions, and the employees at “step 9” would be eligible for a sustained performance award equal to 2 percent of their annual base salary.
    On Dec. 14, the Personnel Committee received an informational report on the clerical study, but took no action on it. The County’s resolution for approving the collective bargaining agreement included the classification study of all Local 1654 and 594 represented clerical positions; the collateral agreement for the study wasn’t attached to the Memorandum of Agreement (MOA). Meanwhile, the County ratified contracts for 2001 and 2002-2004.
    On Dec. 17, Purifoy sent a letter to all clerical members of Locals 1654 and 594 that covered the study results. In the letter, she said that after completing 2,080 hours at “step 9” and receiving a satisfactory performance evaluation, employees would receive an annual lump sum pay equal to 2 percent of their annual salary (a “sustained performance award”).
    Note: Deputy Director of Human Resources Jertha Ramos reviewed and edited Purifoy’s letter before she sent it to members.
    What’s more, DHR also generated a pay grid with the new annual salary ranges, reflecting a “step 10” of 2 percent sustained performance awards as a lump sum (and not added to base pay).
    On Dec. 28, 2001, Purifoy corrected her Dec. 17 letter to reflect the information. Meanwhile, 144 positions didn’t get into the study because members didn’t return their questionnaires, so they were given another shot to complete them and be part of the study.
    So: Union and management representatives met on Jan. 30, 2003, to discuss those positions. During the meeting, new DHR Director Charles McDowell said that the 2 percent performance award was on hold due to a request from a County Board supervisor about the cost of the entire package, including the 144 positions.     Purifoy requested a list of non-represented clericals who received a 2 percent performance award. She received the list (which had seven names on it) on Feb. 4, 2003. Ultimately, the County implemented all aspects of the clerical study except for the 2 percent performance awards. DHR issued a list of pay ranges and rates showing that there was a 2 percent sustained performance award paid as a lump sum at the “top step.”
    On March 20, 2003, the Union filed a grievance on behalf of the clerical employees, stating that the grievant became eligible Dec.22, 2002, for a 2 percent sustained performance award after completion of 2,080 hours of service at the maximum pay-range rate step. DHR “has not allowed the consideration of these performance awards and subsequent lump sum payment,” the Union wrote, “thereby violating the MOA, clerical study collateral agreement and its own pay rate structure.”
    Five months later, County Director of Labor Relations Troy Hamblin moved to resolve two grievances by approving the 2 percent performance awards for clerical employees, stating in an Aug. 26 letter to Purifoy that “for whatever reason, the County chose not to pay the awards to both represented and non-represented employees. Payroll will be instructed to compensate all eligible employees represented by the Union.” Purifoy approved both dispositions.
    Six months passed. Still no compensation. Then, in a March 1, 2004, letter to DC 48 Executive Director Richard Abelson, Hamblin said he was withdrawing his previous decision to sustain the grievances for the 2 percent performance awards. Corporation Counsel, Hamblin wrote, had determined that “there was no authority to grant the relief requested” — specifically, that the County Board hadn’t actually approved them.
    So on March 2, 2004, DC 48 Attorney Mark Sweet wrote Hamblin: “Frankly, it is of no legal relevance, and of no interest to the Union, who may be engaging in an internal review of the matter. … The Union maintains that this matter was and is a part of the parties’ negotiated agreement and was properly ratified by each of the respective parties.”
    The bottom line, Sweet wrote, was this: “Given the plain agreement by the parties, it appears that a neutral’s enforcement in this matter would be a waste of time. Therefore, I request that Milwaukee County take appropriate action to implement the parties’ agreement.”
    The County didn’t. The Union opted not to advance the grievances to final and binding arbitration. On April 24, 2004, DC48 filed a complaint with the WERC, alleging that the County committed a prohibited practice and violated Sections 111.70(3)(a)1, 3, 4 and 5 of the Wisconsin statutes by failing to apply the 2 percent bonus to certain employees. WERC subsequently named Karen Mahwinney to examine the issue.A hearing was held five months later (Sept. 29, 2004); the parties completed filing briefs on Jan. 13, 2005.
    Mahwinney’s conclusion? The County’s revocation or withdrawal of the 2003 grievance settlements violated state statutes, and that the County didn’t commit “prohibited practices” within the meaning of the statutes by not paying employees the 2 percent awards.
    As a result, Mahwinney on March 1 ordered the County to “cease and desist” from revoking or withdrawing prior grievance settlements (particularly the 2003 grievances in question).
    Moreover, the County must “immediately notify all its employees” by posting in “conspicuous places” copies of a notice that reads, in part: “We will cease and desist from violating or failing to execute any collective bargaining agreements …”

Local 587: Arbitrator awards wrongfully terminated employee a $50,000 settlement
    A Local 587 employee recently received 50,000 reasons why it pays to belong to a Union.
    In April 2002, District Council 48 filed a grievance with MATC asserting various claims concerning the employee’s termination.
    After a fair amount of standard-issue bureaucracy, arbitrator Sharon Gallagher in May 2004 decided that MATC had violated the collective bargaining agreement in terminating the employee and ordered MATC to reinstate her following a 10-day unpaid suspension, with backpay and benefits in a “make whole” remedy.
    Under the full settlement of all claims related to the Gallagher Arbitration Award, MATC reinstated the employee to active employment effective June 29, 2004; provided the employee with 18 vacation days and 30 sick days upon her return to work; and a sum of $50,000 —$25,000 for lost payable wages in 2004 (all necessary withholdings will be made); $19,158.21 for lost payable wages in 2005 (again, all necessary withholdings will be made); $5,841.79 for retirement plan contributions. Note: The employee subsequently was to repay the same sum, which had been withdrawn from the Wisconsin Retirement System, to the Wisconsin Retirement Fund.

Local 1486: DPW employees, clericals ink two-year pact with the Village of River Hills
    The River Hills Department of Public Works and Village Clericals recently agreed a two-year contract with the Village of River Hills.
    Retroactive to Jan. 1, 2005, employees received an across-the-board, 2 percent wage increase; an across-the-board 1 percent increase on July 1, 2005; an across-the-board, 2.25 percent increase on Jan. 1, 2006; and a $500 signing bonus.
    Also: The new contract includes an increased dollar amount for “Incentive Days Change in Health Insurance.” Retroactive to Jan. 1, 2005, the employer will pay up to 102.5 percent of the lowest-cost plan (State Plan) from 105 percent. The employee is capped at paying $60 per month for the single plan and $120 per month for the family plan.


Settlements Reported March 2004

Local 2 agreement reached
    The City of Greenfield DPW reached a two-year agreement. Effective Dec. 27, 2004 employees will receive a 3% across the board wage increase. Another 3% across the board wage increase will take effect June 27, 2005.
    Workers also received two additional weeks for use in FMLA situations and a first time clothing allowance of $250.00 per year.

1486 workers settle during mediation

    Newly organized D.P.W workers from the Village of River Hills (Local 1486) were successful in achieving their first contract. Workers had filed for arbitration, but negotiators were able to voluntarily settle on a contract effective Jan. 1, 2003 to Dec. 31, 2004 during mediation.
    Workers will receive a 2% wage increase retroactive to Jan. 1, 2003 and an additional 2% effective July 1, 2003 and again on Jan. 1, 2004.
    D.P.W. workers are on the State Plan for health insurance and the Village of River Hills picks up 105% of the lowest cost plan, while current members will pick up 5% and employees hired after Dec. 31 2004 will contribute 10% of the difference.
    Employees also received increases in their uniform allowance, incentive plan and vacation earnings. "We are happy to welcome this new group into our Union family," said Local 1486 Staff Representative Malou Noth.

Shorewood workers settle
    The village of Shorewood DPW workers agreed to a three-year contract beginning Jan. 1, 2004 through Dec. 31, 2006. Workers received a 2.3% wage increase beginning Jan 1, 2004 and an additional 2.25% Jan. first of each year through 2006.
    Health insurance contributions beginning Jan. 1, 2004 - 5.5%, Jan. 1, 2005 - 7%, Jan 1, 2006 - 7.5%. Also, new compensatory time language was added to the contract.

Maple Dale-Indian Hill School District
    Custodians of the Maple Dale Indian Hill School District agreed to a three-year contract effective July 1, 2002 through June 30, 2005.
    The workers health insurance plan has been changed to WEA Trust Select POS plan 5 with a $0/5/20 drug card. Wages: 2002-2003 - only step movement, 2003-2004 a 6% wage increase, 2004-2005 3.2% increase.
    Health insurance contributions effective July 1, 2004 - 4% for family and single plan. Job security language was also added for the remainder of this contract.

Whitefish Bay Custodians
    Whitefish Bay School District custodians and maintenance workers received a three-year contract effective July 1, 2003 through June 30, 2006.
    Workers will receive a 3% wage increase 2003-2004, 3.5% 2004-2005, 3% 2005-2006.
    Health Insurance changes to WEA Trust Select Plan #5 with two-tier drug card, effective March 1, 2004. An increase in longevity pay and new compensatory time language was added to the contract.

Whitefish Bay DPW
    The village of Whitefish Bay DPW workers signed a three-year contract beginning Jan 1, 2004 through Dec. 31, 2006. Workers received a 2.25% wage increase each year through 2006.
    Health insurance contributions beginning Jan 1, 2004 - $45 family/$25 single, Jan. 1, 2005 - $70 family/$35 single, Jan. 1, 2006 - $90 family/$50 single. Increase in sick leave accumulation from 1100 hours to 1440 hours that will be paid towards health insurance premiums upon retirement.

Settlements Reported June 2003

cof Oak Creek employees (Local 133) have agreed to a 2.9 percent pay raise beginning Jan. 1, 2004 efective through Dec. 31, 2005. Workers also received a sick leave incentive program that will convert three days of sick leave for an additional vacation day, to a maximum of three additional days per year.

Whitnal School District agree to terms
    Employees will now pay five percent for their health and dental insurance plan, and will be granted a second personal business day which will be deducted from sick leave.

Franklin Custodial Unit reaches agreement
    The Franklin Custodial Unit (Local 2) will receive a 1 percent pay raise retroactive to July 1, 2002 and will receive an additional 4 percent across-the board increase effective July 1, 2003.
    Custodial workers will also start recording sick days in one-hour increments instead of half or full days and they will be granted one day of sick leave per month with full pay. Custodial workers will also be allowed one week of vacation carryover.

Brown Deer workers agree to three-year deal
    Custodial and maintenance employees at Brown Deer School District (Local 1486) agreed to a three-year contract retroactive to July 1, 2002 through June 30, 2005. Workers will receive a 2.5 percent across the board wage increase for the first two years of the contract. In the third year of the contract, the contract will be reopened for wages and health insurance only.
    Effective April 1, 2003 employees are responsible for 7 percent premium share on health insurance, but there is a cap of $125.00 for family coverage and $64 for single coverage.
    Brown Deer workers also won a one-year decrease in retirement age. After fifteen years of service, an employee can now retire at 57 years of age instead of 58. Employees also will earn vacation days at a faster rate and cleaners in the Custodial department will receive three additional paid holidays.

Local 594 and 1654 Clerical Workers reach tentative agreement
    A collateral agreement was made that would initiate a clerical classification study for Locals 594 and 1654. The agreement includes a 2 percent annual performance award for employees once they reach the top of the pay scale in the new classification. The agreement would clear the way for over 1000 union represented employees of the two Locals to be eligible for the new classification.

Settlements Reported January 2003

     County Workers Awarded Union Status
    Unit clarifications have cleared the way for 300 formally non-represented County employees to become members of AFSCME District Council 48. The additional positions were added to the bargaining unit after a long battle with the County of the classifications of certain job descriptions.

New Union Members Welcomed
    The River Hills Department of Public Works and Clerical Workers voted November 25 to join District Council 48 and Local 1486.The new members are in the process of setting a date for their first bargaining session for a contract with the City of River Hills management.

Contract Settlement For Local 1053 and 1616
    Local 1053 and Local 1616 have agreed on a new two-year contract agreement. Both Locals will receive a 3 percent pay raise retroactive to July 1, 2002. Another 2.5 percent salary increase will begin on July 1 of this year and continue until June 30, 2004.In addition, Health Insurance Coverage will remain free to employees entering the two-year agreement.

Local 80 Workers Agree to New Contract
    Clerical and public works employees of West Allis agreed to a four-year contract Dec. 17 and the West Allis Common Council unanimously approved it. Workers will receive a 2 percent pay raise retroactive to Jan. 1, 2002, and they will also earn a 3 percent pay increase for the next three years.

Settlements Reported October 2002

MATC Health Care Agreement
    Milwaukee Area Technical College and Local 587 have reached an agreement on a new health care plan projected to save $1.2 million in its current budget year. The employees will not be asked to pay more toward their health care premiums and they will continue to have all of their health care options, but they will pay higher deductibles and additional co-pays for health care services.
    A joint Labor-Management committee will continue to be active in monitoring additional savings resulting from Disease Management and Wellness Programs. Both sides are hoping that participation in these programs will offset future health care costs. Progress made in Greenfield and Franklin     The Franklin school district custodial unit of Local 2 went to arbitration regarding their contract that expired June 30, 2002. The remaining issue to be agreed upon is retiree health insurance. The union is demanding an additional 2 years to cover health costs of retirees.
    Greenfield school district custodial unit of Local 2 ratified a two-year agreement giving employees a thirty-cent across the board pay raise beginning July 1, 2002. An additional across the board 2 percent pay increase will follow on July 1, 2003. Employee vacation schedules were also enhanced in the new contract.
    Negotiations are continuing in the Greenfield, Franklin and West Milwaukee Department of Public Works units.
Cudahy will open contracts
    The City of Cudahy's general city Library and technical units of Local 742 will open their contracts this fall.The custodial and maintenance units of 742 are proceeding to arbitration on their contract.

Settlements Reported July 2002

Deal in Cudahy
    The Cudahy Library Board and Local 742 have reached a tentative agreement on a two year contract retroactive to Jan. 1, 2001. The deal calls for a 3% retroactive across the board wage increase effective on that Jan. 1 and another 3% yearly increase retroactive to Jan. 1, 2002, with a kicker .31% wage increase on Dec. 31, 2002.
     In other bargaining issues, the new deal retains much of the language of the previous contract, with only a few exceptions, according to Jim Burnham, District Council 48 staff representative for the Local (which represents employees of the city of Cudahy and the Cudahy School District). For the library workers, a premium of 75 cents an hour was added for Sunday work and sick leave was capped at 18 months.

River Hills Vote Sought
    The Village of River Hills clericals and Department of Public Works employees could soon become the newest members of the broad-based, multi-unit suburban Milwaukee Local 1486. The local represents a broad coalition of North Shore Municipal and School Board Employees.
     Now in River Hills District Council 48 has filed a petition for election on behalf of the clericals and public works staff. A date for the vote should soon be announced.

Water Commission Contract
    Meanwhile, a broad three-year agreement with a 4.25% wage increase retroactive to July 1, 2002, has been reached for workers at the North Shore Water Commission, another unit of Local 1486. Staff representative Malou Noth provided highlights of the deal, which runs through 2004 and provides another 3% wage increase Jan. 1, 2003, and another 3% increase effective the first day of 2004.
    The agreement adds two more paid holidays, and work on those holidays would be paid at triple time. It increases accumulated paid sick days to a new maximum of 125 days, increases shift differentials and weekend differentials and puts employee contributions to medical coverage at $20 a month for an individual and $30 a month for family coverage.
    There were also health cost pluses for employees who retire on or before the end of the contract and are within five years of eligibility for Medicare. Under the contract, 60% of their unused accumulated sick leave can be credited towards a retiree health insurance account, and the water commission (with some premium cost language related to Medicare eligibility) will pay 50% percent of the applicable health insurance premium.

Settlements reported December 2001

Village Charged
    District Council 48 has filed a prohibitive practice on behalf of Local 1486 Village of Brown Deer clericals and Department of Public Works employees against the Village for engaging in individual bargaining with a represented employee. The council is charging a violation of Wisconsin Statute 111.70.

Greendale Ratifies
    Greendale Department of Public Works, Local 609, ratified a contract in early November that extends for three years with a 55 cent hourly increase each year plus a 1% market adjustment to fourth step clerical positions in each of the years.
    Staff Representative Jim Burnham cited other highlights in the contract, including an agreement to add another custodial position. The contract raises the health insurance opt-out program from $2,000 to $3,000.

Brown Deer Agrees
    Clericals and Department of Public Works Employees in the Village of Brown Deer this fall ratified a new three-year contract retroactive to January 1 of 2001. The bargaining unit is part of Local 1486 (North Shore municipal and school board employees).

    The contract provides a 3% wage increase in the first year retroactive to Jan. 1, 2001, and then a 3.5% increase in each of the remaining contract years, according to Staff Representative Malou Noth.
    It also provides new layoff language, an increase in hazardous duty pay, an increase in the compensatory time maximum and an increase in the village's contribution towards health insurance for retirees.
    Effective Nov. 1, 2001, employees will pay 5% of the health insurance premium with a monthly cap of $17.50 for single person coverage, $40 for family. On January 1, 2003, this goes up to $25 single, $50 family. There was also an increase in uniform allowance and an agreement to accelerate by a year how DPW employees reach maximum salary range.

West Allis Ratifies
    Tentative agreements affecting some 200 Council 48 members in the West Allis-West Milwaukee School District were reached in September and completed ratification in November for three units of Local 80. The three units are Secretarial, Recreation, and Custodial /Maintenance/Cleaners.
    In general terms, all agreements are for three years and include wage increases of 3% in each year, retroactive to July 1, 2000.
    Many members of the Secretarial and Recreation bargaining units would receive a one dollar an hour increase in lieu of the July 1, 2001, wage adjustment. In the Custodian/Maintenance/Cleaners bargaining unit, the tentative agreement includes an improvement to shift premium pay and doubles the longevity pay benefit.
    After many hours of discussion with the bargaining committees, the school district also agreed to language modification of early retirement health insurance that removes potentially discriminatory factors. The school district shall pay retiree health insurance premiums at the amount in effect at the time of retirement for five years. Thereafter the retiree and the district shall each pay 50% of the annual premium. Active employees shall continue to have 100% of the health and dental insurance premiums paid by the district.
    Negotiators were also successful in removing language that required the use of sick days when using personal days and funeral time off. Sick day accrual was improved to 260 days and an improved payout was also achieved for unused sick days upon retirement. A new benefit was negotiated that results in up to three additional paid time-off days for members who are able to limit their use of sick days, according to Council 48 staff representative Bill Mollenhauer.

Settlements reported June 2001

School support staffs greet each other at the start of the ratification meeting.

School Staffs Savor First Contract
in Glendale River Hills School District

    Finally! More than two years after the certification vote, a contract was reached in May by previously non-union support staff of the Glendale River Hills School District. The contract within Local 1486 (North Shore municipal and school employees) for the first time in years brings teacher aides into representation by District Council 48.
    It was a long haul for the nine-member bargaining team - almost 175 hours in meetings with management plus hundreds of hours more in discussions at homes and on the phone sharing ideas, numbers, legalities, options and counter-proposals.
    No wonder there was an air of satisfaction, and an occasional outbreak of euphoria, when the bargaining committee presented the agreement May 24 for ratification -- and received virtually unanimous approval -- in a meeting at the Glen Hills school. The School Board followed by approving the deal June 4. The agreement takes effect July 1, 2001.
    Excluding confidential and supervisory employees, the agreement covers about 40 regular and part time clerical employees, paraprofessionals and teacher aides at three school facilities. It stretches over five years in two contracts. The first is retroactive for two years, retaining the status quo on everything but wages. There it provides a 4% pay hike in each of those years (1999-2000, 2000-2001). Members should receive those retroactive checks in time for Fourth of July shopping.
    The second contract extends for three years from July of 2001. For these years, the bargaining committee negotiated a wage step procedure that previously had not existed (positions were set in "pay ranges" that few people ever saw the top of). By establishing specific, contractually required "step" increases for each position category and pay level, the contract achieves significant wage gains in each of the three years. The first year gives employees a 3% wage increase and then places them in the next closest step, which averages to a 4.2% increase. The next step procedure adds 4.47% in 2002-2003 and 4.62% in 2003-2004.

Committee members prepare to present the contract they bargained.

    Before the certification, health insurance was a 50-50 split between employee and employer in the first three years of employment. But under the three-year contract, caps are in place on employee contribution - for example, in the first year, the employee pays $15 individual, $30 family. In the second year of the contract it's 5% of premium costs up to a maximum of $25.50 individual, $50 family. For the first time, tuition reimbursement is provided and the employer pays the cost of licensing the employee.
    There is a wage bonus option now as well as the option of an incentive day off if less than three sick days are used in the previous year. Three paid holidays were added in the school year for regular hourly employees, who also for the first time get the sick days, and there were a series of adjustments in several other benefit categories.
    "This was their success," said staff rep Noth. "This was the hardest- working bargaining committee I've ever seen."
    The committee also brings trayfuls of homemade food to their meetings, as was evident at the ratification vote. There was a heavy turnout of members for the ratification, along with Local 1486's president and vice president, Paul Wasemiller and Paul Strom. After a serious examination of the agreement, open discussion and the votes came a well-deserved and unfettered celebration.

Food for afterwards awaits as members examine the contract details.

    Members of the bargaining committee along with Noth are Laura Andreotti, Catherine Borman, Barbara Dottai, Belinda Holloway, Terry Maes, Rita Resnick, Holly Schmitt and Laurie M. Smith.

    United Way Reaches Consensus

    On Monday April 23, 2001 the members of Local 1954 at United Way voted to ratify a new five year tentative agreement in late April. This agreement was reached through the process of Interest Based Bargaining, also known as consensus bargaining.
    The tentative agreements took the framework of an agreed-upon statement or concept and a list of action items. Each party committed to these actions to insure that the statement or concept became a reality.
     The new contract will require ongoing committees to work out the details of the agreement. Key areas included communication and morale; a new employee assistance program; tuition reimbursement, and equalizing vacation for professional staff and support/technical staff (which currently do not earn vacation amounts at the same rate.). Another key area was a defined dollar contribution for health insurance for existing and new hires (after May 1, 2001) to a maximum of $80 dollars for existing members and $110 for new hires. The contract also provided for an additional half day on Dec. 24 in 2002 and 2003.
    Wages are currently set on a performance based appraisal system that can range from no increase if the employee needs improvement to a high of 7% if the employee exceeds expectations. The average increase will be 4% to meet agreement expectations.
    Council 48 salutes the bargaining team for an excellent job of advocating the issues and concerns of the membership.

Dental Associates Wins Overtime Arbitration

    Dental Associates, Local 3382, received a decision from arbitrator Steven Briggs upholding the union's contention that the contract language was clear on counting paid off time as hours worked for purposes of computing overtime.
    The employer alleged there was a past practice of not counting holidays, vacation and paid sick leave as hours worked when determining if an employee worked over forty hours in a week and was eligible for time and a half. The union contended that the contract language was quite clear on this point.
    While there had been some examples of the violation of this language, Briggs ruled that such examples do not override clear clear and unambiguous contract language. Briggs' decision was a model example of an arbitrator writing a solid, concise and explainable ruling.
Earlier That's Settled Reports

Back to Top